b"We need our employees to know we care about them.companies. For employees itthe first year with a target to ensures that if they are usingscale to 500 by 2024, staff are their own devices and interneteither beginning to settle in or to support their employergetting ready for the movethey will get paid for it. We'dand many welcome the new already implemented this inwork-life balance laws. the Philippines so it was greatI am looking forward to see this in law. We need ourto visiting and growing employees to know we carealongside my colleagues and about them.our partners in and around He added that employeeour new Portugal office, wellbeing was rightlysays Client Success Manager, becoming a biggerVernon Yancy.priority across the start-up landscapeWe know they have different and companies thatlaws there, but I see change embraced this wouldas a by-product of growth, reap benefits in terms ofand change, at times, comes recruitment. with unlearning the old to Key to our success atwelcome in the new, he Enshored is that we attractadds. This new standard will and retain the best peoplechallenge the entire company especially given the nature ofto continue on the path of the work we do, he explains.a wellness-first mindset, Much of it is more complex,and when considering our less stable than much of thecompanys progress with employees outside workingimplementing Enshored 2.0, hours except in emergencies.traditional BPO type work.we are ready for this next Employers will also beWe want the flexibility to beseason of growth, change, prevented from monitoringable to offer to both clients and our teams long termand potential unlearning. home working, and remotePersonally, this is going to working will be governed byhybrid or work from home options when it makes goodchallenge me to impose contractual provisions. more wellness and self-business sense, is safe and Welcoming these progressivethe clients are happy to docare parameters on myself, laws, Jackson says Enshoredso. We know that work/lifebecause Im also working to wanted an environment thatbalance has been a topic ofbecome less of a workaholic.worked for both the companyconcern and interest to bothWith employee burnout and employees.our clients and prospectiveputting many high performing Portugal acted quickly to tryclients. We know that theycompanies at risk, theres and create a legal framework,want their partners to closelya growing recognition that he says of the new laws. Itmirror their beliefs. this cant be solved with a means that companies whoEnshoreds Lisbon team willfew extra days leave or a have agreed to let peopleoffer voice, chat, and emailmindfulness app. Solving the remain in WFH mode can askservices initially, with plans towellbeing puzzle requires a that they come in for trainings,expand services in the neardecisive cultural shift, which reviews etc, so employeesfuture. And with plans tois why the Lisbon leap could can't hidewhich is good forgrow the team to 50-100 inmake all the difference.21"