The founder, get to know me.
My name is Olga Sakellarides, and I’m the founder of The Flow Project.
To this project, I bring my professional experience of over 20 years in a large Portuguese Telecommunications Company, as a Senior Manager, where among other responsibilities, I led the design, launch and management of the employee's journey, not only in the context of operational areas of Customer Service but also for sales channels specialized in the Business Market.
The fact that my role was part of the Service and Business structures, allowed me to build and consolidate a model of approach leveraged in the synchronization between the service/business cycles and the people's development cycles.
I truly believe in 3 core mechanisms that reinforce people and business synchronization cycles:
1) A process of knowledge activation at the individual level, aligned with the strategic competencies of the organization, allowing them to contribute to business objectives and thus ensure their professional relevance.
2) Measurement of results to actively manage performance and commitment of employees, enabling the alignment of the needs of organizations with those of individuals, respecting the business development cycles and the employee life cycle, at all times.
3) Analysis of success and failure patterns, discovering profile attributes and enabling pathways, that can feed back recruitment requirements, learning processes and talent development.
At this stage, I am particularly focused on testing and evolving recruitment and selection models for sectors of activity in which the job offer is systematically and structurally far below the needs of companies, and/or in which the level of employee turnover is too high, implying very significant economic and social costs.
Based on a fully digital process, it is possible to activate job offers with more attractive value propositions, test the impact of the communication strategy of these job offers (in content, format and channels), evaluate candidates taking into account experience, skills and other attributes and, subsequently, analyze the correlation between the identified potential and the verified performance.
And it is in the evidence supported by data, that the efficiency of the process can be adjusted, the value proposition of the job vacancy can be enriched, and the most appropriate channels can be chosen to reach what we progressively identify as the best targets.
It is in the fluidity of this systemic mechanics, which adapts and evolves iteratively, agnostic to the size or sector of activity of organizations, that I found the right place to make my professional contribution.
With my work, I am committed to bring each project to life, loyal to each organization´s DNA, to finally deliver it and letting it live, in permanent evolution.