> For the complete documentation index, see [llms.txt](https://euforia.gitbook.io/ultimateguide/llms.txt). Markdown versions of documentation pages are available by appending `.md` to page URLs; this page is available as [Markdown](https://euforia.gitbook.io/ultimateguide/chapter1/wholebeing/132-other-measures.md).

# 1.3.2 Other measures

![](https://lh6.googleusercontent.com/GFjVI8r1YdILjc2MPNkCmvV5Tun3nlTioi2ju3-JdJvakC98OnLs8_az8-kwLZqS6H3RVdovL8sxaipVtgfTmQUHGzhpaaWDrtPJJ296IiHOnVplXRcsKYQVlP9oVdfGfJe4tCD2)

## Other measures for wholebeing

### Purpose driven work environment

Anyone who is a part of euforia feels connected to our vision and values. Whatever role I have in the organisation, I am pushed to think how it fits into the overall purpose, as well as my own personal purpose, strengths and passions (cf. the [life purpose model here](/ultimateguide/chapter1/inspired-by.md)).

### We live our values, everyday

euforia's values are not just words on a website for marketing. They are the glue that holds everything together and as such, are present in many ways:

* we use them as a compass to make difficult decisions
* they are part of every step of the talent development system, from recruitment to firing
* they are integrated into check-in and check-out questions in meetings (what is your wellbeing status? what's going on in your life around this?)
* they are reviewed and discussed regularly in 1:1 sessions and quarterly retreats (are we living our values? does something need to change?)
* ooops & learnings are celebrated during our bi-monthly tacticals and awards distribute to the best one
* they guide what we buy and who we work with, cf our [Walk the Talk on Sustainability guidelines](/ultimateguide/individual-level/22-integration/co2-neutrality-policy.md).

### Safe space

### **One-on-one sessions and annual evaluation - Performance management made human**

These sessions serve to challenge myself professionally, manage my career and enhance my personal growth: once every 2 months for 1 hour each employee has a peer to peer coaching session (normally with someone he/she works with regularly) during which he/she can: share insights on his/her contribution to euforia’s purpose and values; reflect on his/her past month’s achievements, mistakes and learnings; obtain feedback on his/her next month’s objectives; give and receive feedback with the peer; share how he/she is doing based on our employee wellbeing barometer (motivation level on current roles, feeling of efficiency, time management, stress level) and define measures to improve his/her wellbeing; discuss his/her training plan.

### **Training/wellbeing budget** 

To support his/her professional and personal development, each employee has a yearly budget for trainings or personal activities (normally CHF 2'000.-). He/she is free to use as he/she needs either to gain skills useful in his/her job or courses or activities of personal interest in accordance with his/her wellbeing plan. More info [here](/ultimateguide/individual-level/23-development/training-budget.md).

### **3 month paid sabbatical every 5 years**

One specific measure was taken to prevent burnouts following the research done by an Ashoka fellow in Belgium around burnouts in non-profit organizations. She found that for entrepreneurs or people highly involved in a non-profit project they are passionate about, they often do a burnout after 5 years. To solution this, we offer a compulsory 3 month paid sabbatical after a 5 year involvement as an employee.

### **Time off for important life events** 

Employees have the freedom to chose how to manage significant life events and are free to take time off if needed. There is a wide understanding that personal wellbeing comes is crucial and includes taking the time for dealing personal crisis, a birth, family illness… Everything is dealt on a case by case scenario.

### Storytelling

### Using PEMS to promote wellbeing

During our meetings, retreats and everyday work, we strive to create a good balance between the PEMS (Physical, Emotional, Mental, Spiritual) levels to promote better working conditions for each person:

* We try as much as possible to work outside or near nature, near rivers, mountains, oceans, forests, for the “spiritual” link to nature.
* We plan enough free time for people to do their sports (go running, swimming, surfing…).
* We do short meditations during meetings to calm and focus the mind.
* We do longer meditations with those who want.
* We give each other positive feedback to strengthen our ties and increase appreciation.
* We share stories about how we came to join euforia, about the craziness that happens during our trainings, about parties, about the beginnings of euforia, etc. to strengthen the community feeling.
* Each employee has a yearly budget for trainings or personal activities. He/she is free to use as he/she needs either to gain skills useful in his job or courses or activities of personal interest in accordance with his/her wellbeing plan.