Governance, People, and Management

Define strategies, objectives, and goals, in addition to the definition of the plan of initiatives and budget to trace paths towards profitability, cash generation, and longevity of your organization.

The strategic planning of a company is essential to chart paths towards success. In line with the objectives of all stakeholders, the process must start from the organization's mission, purpose, and big dream.

Through our methodology, strategies are prioritized - considering potential impact, complexity and urgency of the implementation - and the main goals are defined in search of profitability, cash generation and longevity for your business. To ensure a successful implementation, a panel of indicators is drawn up at all levels and governance is implemented to monitor the goals already defined.

Results that our clients have achieved:

• 3x increased business value, ranging from strategies to survive the business during the pandemic, to expansion and M&A strategies

Understand how the changes caused by the new coronavirus pandemic have forever impacted the way organizations work.

The pandemic of the new coronavirus brought to the fore in an emergency way the challenges of designing a flexible work model that is adaptable to the different needs of each employee. At the time of the pandemic, the need to avoid physical contact was the main driver for the design of this new model. However, even in a post-pandemic scenario, the demand for flexibility, giving employees more autonomy, will remain latent and companies need to adapt.

In this context, Visagio has assisted its clients in the redesign of the new way of working, which involves aspects such as: adaptation of the physical structure - with the development of collaboration hubs; training of employees and managers in the skills for the digital and collaborative world; employee well-being, a topic that is becoming increasingly relevant with several innovations.

The new model will require even more capacity for adaptation, agility and learning, with tests of new concepts, quick identification of adjustment needs, and open communication with all those impacted in this process

Monitor, control, and identify risks to ensure change management and achieve expected results.

For the success of any project, it is essential to monitor and control the defined activities, in addition to identifying and acting on risks and problems with the necessary agility and urgency.

Our Change Management methodology is comprised of the pillars of organizational alignment, training, and communication. We apply various tools, from diagnosing the change in your organization and mapping stakeholders, to monitoring the established plan and adapting the strategy.

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Restructure your company's Governance & People and Management model, ensuring greater strategic alignment and a more efficient and effective structure.

For the redesign of the organization, our methodology considers two dimensions of analysis:

• Aligning the Organization with the Strategy: Review of scope, roles & responsibilities; Centralization vs. decentralization analysis; Agile organization and squads; Grouping logic (functional, product, geography, and client); Accountability and lines of defense;
• Dimensioning: Time and Movement Analysis; Productivity Analysis; Control Span and Hierarchical Levels; Senior Analysis; Make or Buy Analysis;

Results that our clients have achieved:

• Scaling with +30% productivity gains
• Reorganization of heathtecs for the agile model
• Review of the structure model and lines of defense for a company with more than 30 thousand employees

Structure and implement practices that promote solid, transparent corporate governance aligned with ESG principles.

The term ESG (Environmental, Social & Governance), which addresses practices related to the Environment, Social and Corporate Governance, is becoming increasingly relevant in the assessment of investors and consumers. Together, the three factors show how committed a company is to having a more sustainable operation, generating long-term value.

Visagio carries out projects focusing on the definition and implementation of a robust strategy connected with the ESG dimensions, with the objective of creating a perennial advantage aligned with the company's values. Our way of acting is structured in 4 pillars aligned with the purpose, strategy and values of the company:

• ESG Benchmark & Diagnosis: Study of companies in the sector to reference actions and understand the current scenario from an ESG perspective, identifying entry, evolution and legacy strategies.
• Materiality Diagnosis: Analysis of the impact generated by the company's actions in the dimensions of sustainability, helping to prioritize the ESG actions taken in the previous stage.
• ESG Actions Roadmap: Definition of the roadmap for implementing ESG actions and establishing governance to monitor results, ensuring strategic alignment and visibility to leadership.
• Disclosure of Results: Clear communication to internal and external stakeholders of the ESG strategies that are being adopted based on reports, forums with investors and stakeholders, and internal communication.

Of the 3 factors, Corporate Governance is what guarantees the alignment of all stakeholders, shielding processes from conflicts of interest and ethical deviations through an adequate system of internal controls and risk management.

Our action model encompasses the mapping of the needs of the parties involved, the structuring of the governance bodies and the lines of delegation and reporting, the definition of necessary tools and instruments, and the structuring of the journey and the incentive model of the members of the governance bodies.

Results that our clients have achieved:

• +10,000 stakeholders served through our Deployment model
• +95% of on-time care through our Monitoring and Treatment Governance Implementation
• +60,000 manifestations treated through the structuring of the listening and response mechanism, providing rapprochement with communities
• +350 plans with the communities implanted in the process of social action, with the structure of the proactive engagement model with society
• Greater transparency and objectivity in the exchange of information necessary for the company's decision-making
• Greater control and diligence in providing information to the Board of Directors and formalizing discussions

Understand your employee's entire journey — from recruitment, development, and employee experience to reviews and bonuses.

Visagio's reference model for HR practices is based on diagnosing and acting on the employee's experience at each stage of their journey. Our activities are centered on the company's culture and Employment Value Proposition (EVP), in order to strengthen its set of unique attributes that are valued by professionals and form its position as an employer brand.

We also work in the HR Organization, since the advancement of innovation and the employee's vision of the journey demand a new HR organization in the “One HR” model, so that the employee's experience is the same at every point of contact they have in the company.

Results:

• Review of the compensation strategy of +2,000 leaders
• 91% of employees with an improvement in their experience

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Define the compensation and incentive models that best align with the organization's business strategy and culture to optimize results.

Goal Models with OKRs

With the vision of ambidexterity in mind as a background, traditional models of goals and KPIs (Key Performance Indicators), largely linked to variable compensation, can be effectively leveraged using the OKRs (Objectives and Key Results) methodology, which allows greater flexibility, agility and alignment of priorities related to business transformation.

Compensation Models with Long-Term Incentives

The design of a compensation model is one of the main management tools for aligning team and organization incentives. Defining the ideal balance between fixed compensation, benefits, short-term incentives - ICP (bonus, award, among others) and long-term - ILP (stock option, MSW, among others) must consider cultural and market aspects for the model to be effective.

Results:

• Reformulation of the goals and compensation model for 8,000 employees with the objective of expanding collaboration, simplicity and business agility
• Implementation of the “Performance Restricted Stocks” model based on employee performance, using Cliff, Vesting and Matching mechanisms. Company in a pre-IPO stage

Define and ensure the deployment of the strategy for the entire organization, balancing the agility to innovate and the efficient discipline to achieve results.

The Ambidextrous People and Management Model stems from the need to align the themes of the People Model, focusing on culture, behaviors and abilities, and the Management Model, focusing on management tools that allow increasing business performance.

In an increasingly complex business context, the concept of Organizational Ambidexterity connects with and complements the People and Management Model and recognizes the need to leave a single model throughout the organization (“One Size Fits All”) which adapts and makes people and management practices flexible based on the different needs of the areas and allows balancing the focus on operational excellence and short-term results, with innovation and support for the theses of future business growth

Results:

• Implementation of an Ambidextrous People and Management model in the company of +30k employees considering the needs of different areas such as Industry, Sales and Technology

Enhance your organization's results based on a data-driven culture, using insights produced by generative AI to increase team performance.

Combining more than two decades of expertise in the subjects of People & Management and Analytics, we implement practical use cases using AI and Generative AI models in our clients and investments. Some examples of cases:

• Analysis of feedback from the teams' 360 evaluations, creating a useful and applicable summary for managers during the evaluation cycle. In addition to the summary, AI recommends courses from the company's course base or other sources related to the gaps identified in the 360, allowing for a customized orientation and action plan that can (and should) be complemented by the manager
• Analysis of the curriculum base to screen the best profiles according to the company's challenges
• Analysis of climate research and ENPs to identify common employee pain.

People Analytics is a methodology that uses data analysis to enhance talent management and promote a more strategic approach to human resource management. By analyzing the individual characteristics, growth curves, abilities, and competencies of each employee, this methodology provides valuable insights that direct personalized actions taking into account the particularities of the business.

The application of People Analytics reduces uncertainty in decision-making, making it more informed and efficient. It's not just about generating quantitative metrics; it's a catalyst for practical solutions. The methodology can be used for the recruitment process, development and performance evaluation, as well as for talent retention.