Articles Recognitions

Spotlight: Sofia Cunha Pereira

Sofia joined the administrative team of Fragmentos in 2017, and in 2023 she became Human Resources Coordinator. Read her full biography here.

You lived for some years in Brazil. How did this experience influence you as a person and as a professional?

I lived in Rio de Janeiro for almost four years and, as Vinícius de Moraes wrote, being a carioca "is a state of mind." And this "state of mind" is contagious. Their joie de vivre, party spirit, friendliness and relaxed way of looking at life infected me. It was also in Brazil that I became a mother for the first time and twice again. Being a mother is undoubtedly something that also prepares us for the world of work. Resilience, time and priority management, multi-tasking, flexibility, discipline and organisation are all qualities that I bring from my experience in Brazil.

The creation of a Human Resources Department is often a sign of a company's maturity. How did you face this new challenge in your career?

I think the creation of this department in the studio was, without a doubt, a sign of maturity. The studio started with four friends, with a management style that worked almost like a family. It has grown a lot in the last few years and today employs 55 people. Although the leadership of the studio has always been focused not only on results, but also on people, now we have a formal department that deals with these issues. I truly believe that people are an organisation's most precious asset, which makes it essential to invest in people management. Being able to help in this area is a challenge that I took on with great enthusiasm.

Fragmentos is increasingly investing in employee training. What training initiatives are in the pipeline currently?

The training of our employees is an essential and growing concern for the studio. We want our employees to be able to evolve and progress in terms of their skills, values and knowledge, and our training plan is designed precisely to develop and enhance this growth. In addition to the training courses for the development of technical skills, which work on areas and themes with which employees are not so familiar, making them more effective and efficient in their responsibilities (such as a major investment in Revit training, for example), we will continue to work on the development of the soft skills that are essential for the building of relationships.

In your view, what are the most important factors in improving employee motivation and commitment?

For me, the issue of employee motivation is the greatest challenge. No team or organisation can succeed if its employees are not motivated and committed. There are many different factors that influence the motivation of employees, and each employee is stimulated in a unique way and by different things, which is why it is so important to know who your employees are, what goals they have and so on. Besides intrinsic motivation, which involves personal objectives and interests, there is also extrinsic motivation, which is related to external factors that we, as organisations, can identify and stimulate.

I would highlight factors such as recognition and appreciation of people’s work through feedback from leaders; remuneration and benefits; the balance between professional and personal life; growth and development; good communication and interpersonal relationships; and participation in decision-making.

Sofia joined the administrative team of Fragmentos in 2017, and in 2023 she became Human Resources Coordinator. Read her full biography here.

You lived for some years in Brazil. How did this experience influence you as a person and as a professional?

I lived in Rio de Janeiro for almost four years and, as Vinícius de Moraes wrote, being a carioca "is a state of mind." And this "state of mind" is contagious. Their joie de vivre, party spirit, friendliness and relaxed way of looking at life infected me. It was also in Brazil that I became a mother for the first time and twice again. Being a mother is undoubtedly something that also prepares us for the world of work. Resilience, time and priority management, multi-tasking, flexibility, discipline and organisation are all qualities that I bring from my experience in Brazil.

The creation of a Human Resources Department is often a sign of a company's maturity. How did you face this new challenge in your career?

I think the creation of this department in the studio was, without a doubt, a sign of maturity. The studio started with four friends, with a management style that worked almost like a family. It has grown a lot in the last few years and today employs 55 people. Although the leadership of the studio has always been focused not only on results, but also on people, now we have a formal department that deals with these issues. I truly believe that people are an organisation's most precious asset, which makes it essential to invest in people management. Being able to help in this area is a challenge that I took on with great enthusiasm.

Fragmentos is increasingly investing in employee training. What training initiatives are in the pipeline currently?

The training of our employees is an essential and growing concern for the studio. We want our employees to be able to evolve and progress in terms of their skills, values and knowledge, and our training plan is designed precisely to develop and enhance this growth. In addition to the training courses for the development of technical skills, which work on areas and themes with which employees are not so familiar, making them more effective and efficient in their responsibilities (such as a major investment in Revit training, for example), we will continue to work on the development of the soft skills that are essential for the building of relationships.

In your view, what are the most important factors in improving employee motivation and commitment?

For me, the issue of employee motivation is the greatest challenge. No team or organisation can succeed if its employees are not motivated and committed. There are many different factors that influence the motivation of employees, and each employee is stimulated in a unique way and by different things, which is why it is so important to know who your employees are, what goals they have and so on. Besides intrinsic motivation, which involves personal objectives and interests, there is also extrinsic motivation, which is related to external factors that we, as organisations, can identify and stimulate.

I would highlight factors such as recognition and appreciation of people’s work through feedback from leaders; remuneration and benefits; the balance between professional and personal life; growth and development; good communication and interpersonal relationships; and participation in decision-making.

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