Three things to consider when expanding into Brazil

Three things to consider when expanding into Brazil

Three things to consider when expanding into Brazil

A community which is rising in prominence on the world stage in the tech field.

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Brazil is one of the ten largest economies in the world with a deep talent pool to draw, especially a country full of developers, programmers, coders, and technologists with in-demand skills.

While there are rich rewards to be found in the Brazilian marketplace and hiring pools, expansion is not without its challenges.

 

1. Get to know the Brazilian people

The Brazilian people are famously open, gregarious, and fun-loving. In addition to the fact that Brazilians speak Portuguese—and not Spanish—there are other important facts you should consider.

Brazilians are shrewd negotiators, entrepreneurial, and creative in their approach to business. These qualities are sometimes overlooked as Brazilians put a large emphasis on building relationships first before engaging in business.

As a result, patience is important when working with Brazilians. Be prepared to talk, over a cafézinho (small dark coffee), about social, non-business-related topics during meetings for a much longer time than is customary in the U.S. or Europe. Enjoy the process of building relationships with your Brazilian counterparts and try not to rush—business will eventually be discussed.

 

2. Prepare for Brazilian labor regulations

Like many other countries in the LATAM region, the Brazilian market is still mired in rigid rules and practices. Companies that expand into Brazil or engage talent in the country must think about the impact of higher-than-normal labor costs and the challenges of a complex bureaucracy.

Despite these hurdles, there is light at the end of the tunnel. More and more multinational corporations move into Brazil with the goals of engaging talent that meets their budget, finding professionals with the skills they need, and reaching new customers and clients. As a result, the Brazilian government is making strides towards creating a more welcoming employment market. That means loosening some strict employment laws and making it easier for international companies to engage talent.

As such, it is now easier than in previous years to engage temporary and contingent employees, handle payroll, and comply with employment regulations. Still, it’s wise for your internal HR, legal, or finance teams to constantly stay up-to-date on classification rules, salary requirements, and more.

 

3. Understand Brazil’s digital compliance rules

Companies that do business in Europe are already familiar with the challenges of adhering to the General Data Protection Regulation (GDPR). Those that move into Brazil face a new obstacle: meeting the requirements of Brazil’s Lei Geral de Proteção de Dados (LGPD).

Like the GDPR, the LGPD sets strict rules for how companies acquire, manage, and use personal data from customers. Personal data refers to anything related to names, health history, political opinions, sexual orientation, web data like IP addresses, and more.

The LGPD requires companies to appoint a Data Protection Officer (DPO) to ensure that their company meets LGPD standards. The DPO must maintain contact with Brazil’s compliance authorities (locally known as the Autoridade Nacional de Proteção de Dados) while ensuring the company continues to compliantly manage user data.

Are you thinking of expanding your business in Brazil?

Would you like to add a Brazilian talent to your team? We can help you to do in a safe way, Contact Us

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5 tips to improve team performance

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5 tips to improve team performance

A happy workforce is an engaged workforce, meaning they should feel valued in their positions in order to do a good job

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Increasing productivity in the workplace goes beyond hiring new employees or growing your business — it also means making your employees happy and prioritizing their wellbeing. This is especially important as more and more offices shift to remote work.

What Is Team Productivity?

Team productivity is a measure of performance that compares the number of activities completed with the quality of the work and the time taken to finish. To be truly productive, you want to successfully and adequately complete a large portion of scheduled activities within the given amount of time.

For companies, team productivity means that the employees complete assigned tasks and produce quality work in the time frames allotted for each need.
Keeping teams productive starts with nurturing each employee’s physical and mental health and establishing healthy goals.

1. Implement a four-week cycle

The business world is fast-paced, meaning new microtasks or needs could arise at any minute. For teams trying to meet their goals, this might mean losing sight of current work to make room for new needs and watching as those prior tasks fall through the cracks.

Making a dedicated list of priorities can help team members know which tasks are essential to meet KPIs. That way, those main tasks will still get completed even if new needs come up.

Tip: When new needs arise, you may need to shift your priorities. In that case, meet with your team as soon as possible to discuss how to rearrange and readjust.

2. Break large goals into smaller chunks

Breaking your goals and workload up into smaller chunks can make you feel like you’re getting more done and prohibit feelings of being overwhelmed. The same concept applies to your employees: Breaking the weekly workload up into smaller, daily tasks can create feelings of accomplishment among your team and a drive to get more done.

Tip: Instead of setting many different, smaller goals, take large, overarching S.M.A.R.T. goals and break them up into smaller pieces to help make significant headway on these larger tasks.

3. Consider a hybrid schedule

Some employees enjoy hunkering down in an office from 9 to 5, while others might do better with hour-long breaks every few hours to recharge. Being flexible with your employees’ schedules can help them report to work when they’re clear-minded and energized to accomplish their goals.

Consider allowing a hybrid schedule that fluctuates between in-office and remote work or letting employees work at their own pace with weekly deadlines rather than a tight, hourly schedule.

Tip: Allow for flexibility but monitor your employees’ work to make sure they aren’t working too late into the night, which could hinder a healthy work-life balance.

4. Prioritize work-life balance

We’ve all known the stress of having to attend a sudden doctor’s appointment, run out for an urgent errand, or take care of a family situation during the workday. Allowing your employees the freedom to take care of life tasks or needs during the workday can help them feel appreciated and less stressed on the job.

Tip: Don’t send messages to your employees after business hours or on the weekends as they may feel pressured to respond.

5. Play to your team’s strengths

You wouldn’t ask a goalkeeper to score a goal, right? Same can apply to your work team. When assigning tasks and making a project plan, utilize your team in the way that they’ll be most efficient. Learn more about your team’s specific strengths and weaknesses so you can divide up work accordingly.

Tip: If you’re not sure how to gauge where your team members excel, ask them during a one-on-one check-in what they’re most confident working on. Ask something like, “Where do you feel the most confident and where do you feel you’re struggling?”

How to have a solid work team?

We have already seen how to form solid teams. Are you thinking of adding new talents to your company? Did you know that you can legally hire employees from anywhere in the world? Contact Us

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