Page 27 - PR3_Case study_Final version _English

my efficiency and allowed me to find time to rest.

In addition, I designated myself a dedicated space to work from home,
where I could focus on professional tasks. This helped me to separate
work from other home responsibilities and created a physical
boundary between my professional and personal life.

My employer was aware of the challenges of working remotely and
actively supported us to maintain our work-life balance. We held
regular online meetings to discuss our experiences and ideas for
dealing with these challenges.”

References on the topic https://thehappinessindex.com/blog/importance-work-life-balance/

https://www.linkedin.com/pulse/what-work-life-balance-why-
important-get-ahead-by-linkedin-news/

GOOD PRACTICES FROM BDF

CASE STUDY N°1

Name of the SuperAwesome
company/Thematic https://www.superawesome.com/about-us/company/

Profile SuperAwesome is a digital software company that provides products and
services that promote safety for kids on the internet. The Boston
Consulting Group and World Federation of People Management
Associations concluded that onboarding new employees accounts for the
second to highest impact factor for revenue-growth and margins of profit
for companies out of 22 HR procedures. As a result of the covid-19
pandemic, many organizations (out of necessity) have shifted towards
remote working and flexible working schedules. After this transition, many
employees and organizations have grown fond of this flexible remote
structure and prefer to limit in-office hours to small parts of the
workweek. This has introduced new issues for HR managers for
onboarding new employees, as they experience only a fraction of the
social interactions in-office as in the pre-pandemic work-culture.
Challenge Onboarding new employees has become a major challenge in the modern
remote working cultures within companies.
Solution An active HR strategy is necessary in order to make new employees feel
welcomed and give them the possibility to comfortably get to know their
colleagues and learn their new tasks and responsibilities.
SuperAwesome values individuality and understands the importance of
Policy parameters building a workplace where everyone can truly belong.

Development &
oversight ● SuperAwesome uses a structured onboarding plan that they call
30/60/90 which can be tailored for every new employee’s needs