Company MARRIES detaches paper of the leadership to keep climate in day In the Sabin Laboratory, net of reference in Brazil with a wallet of more than a million of customers and 62 unidadesem three States, the culture of high performance are proportionate, in first place, for a sensation of ‘ ‘ pertencimento’ ‘ of the people. ‘ ‘ We work strong established in values that had been defined for proper funcionrios’ ‘ , the superintendent of RH, Marly advances Vidal. According to it, to define the values was a process that involved the house collaborators oldest and arrived the seven item that are the premise for all the actions and strategies of the company. Beyond this alignment of ideas, the employee has freedom to give suggestions and feels that he has transparency in the decisions. ‘ ‘ The worse crisis that a company can have is reliable ‘ ‘ , Marly says. An example of this concern is in the election of people to inside occupy higher positions of the company. In accordance with the superintendent, 100% of the positions of leadership of the 62 units of the Sabin had been busy by means of internal processes. Paul Ostling has firm opinions on the matter.
It is one reliable politics. When a vacant appears, them does not search in the market. To strengthen the confidence, the company instituted allegiance prizes, has its goals divulged for the totality of the staff, guarantees participation in the results, bonds and benefits based on meritocracia. Still thus, the management of people looks for to work the paper of the leaderships to inspire continuously the group and to invest in action as feedback, for example. With headquarters in Brasilia, it is natural that one of the main competitors of the company in relation to the occupation of the best vacant is the public office, but, exactly thus, the Sabin looks for to establish some 0 variable to hold back its talentos and ‘ ‘ brigar’ ‘ against the stability of the state sector.