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29 January 2021


The current situation we live in is constantly changing, and in order to achieve the objectives outlined, the processes adopted must keep up with this change at all times.
As such, in view of the abrupt change given in 2020, companies with a "prosper" mentality understand that what has happened will not be a one-time thing, but continuous - change will be the only constant. In fact, companies with this mindset "embrace" this premise and use it as a catalyst for growth.

In Deloitte's view, companies that shift from a "survival" to a "prosperity" mindset have "humanity" at their center of attention. This is not just a different way of thinking and acting, it is a different way of being, a vision that approaches all issues, problems, and decisions from a primarily human angle.

And it is humanity that many of the trends are about, which could not be otherwise, since companies are made by people for people.

In order for the mindset to shift from "survival" to "thrive," the 5 trends that Deloitte has studied need to be applied dynamically and at a strategic level.

As such, the 5 trends are:

    Integrating workers' physical, mental, financial and social health into the design of the job itself, rather than addressing wellness with adjacent programs: jobs that address the human need for quality of life can motivate people to give their best when they are at work.
    Capitalizing on worker activity and choice as a means to promote learning, adaptability, and achievement: giving workers more control over their work and the learning experiences to develop can increase their engagement because it allows them to focus their efforts on things that truly matter to them.
  •     Creating teams and super-teams that use technology to enhance natural forms of human work: thoughtful use of technology makes it possible to change the nature of work to make the most of people's distinctly human abilities.
  •     Developing and acting on "forward-looking insights" using real-time data to empower the workforce: understanding the workforce is the first step to aligning its behavior with organizational goals, recognizing the needs of employees, the capabilities to be developed, and respecting their values and those of the organization.
  •     Changing the role of HR: from standardizing and enforcing labor policies to a new responsibility for redesigning work across the enterprise.

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