Understanding the Existing Work Culture in Mexico
Mexico has a work culture where employees are considered “good” and “dedicated” if they stay late, work extra days, and have little time for relaxation. However, to promote rest, it’s crucial to redefine these ideas and focus on well-being at work.
The Introduction of the “Silla” Law
With the implementation of the “Silla” Law, part of Mexico’s Federal Labor Law, the right to rest during working hours has been recognized. Employers are now required to provide seating for employees.
Purpose of the New Regulation
The new regulation aims to prevent risks and issues associated with prolonged standing in sectors like retail, services, and workplaces. It seeks to encourage rest periods by overcoming cultural barriers that may make employees hesitant to take breaks or employers pressuring them to return to work quickly.
Challenges and Perspectives
Yoani Aceves, Executive Director for Latin America at Talenca, notes that Mexican organizational cultures have rewarded working longer hours while neglecting employee well-being.
“Changing the culture involves rethinking what constitutes employee well-being in human resources, where your team stands, and what behaviors are being rewarded to create a new narrative within the organization,” she explains.
Some companies are implementing the “Silla” Law by conducting internal workshops to explain when and where these seating arrangements can be used, emphasizing that rest is now a rule.
Ariana González, an occupational psychologist and labor transition specialist, points out that the “Silla” Law not only questions rest but also challenges leadership based on fear and retaliation.
“The issue isn’t the chair; it’s this culture that forces employees to endure without stopping. The ‘Silla’ Law highlights this basic right to rest for all workers, even during work hours,” she asserts.
Importance of Company Culture
Company culture significantly impacts how organizations treat and support their employees, as this is where the possibility of providing well-being to workers begins.
According to Mercer, organizational culture influences decision-making processes, feedback expression, learning and development approaches, employee onboarding, and even retention.
“Culture should be viewed as an organizational capability that must be developed in close dialogue with corporate strategy. Only by adapting and aligning culture to new priorities can a genuine transformation benefit employees,” Mercer advises.
Necessary Changes to Modify Work Culture
Yoani Aceves emphasizes that while the “Silla” Law is a significant step towards modifying Mexico’s work culture, more policies focusing on employee well-being are necessary.
“Micro-behaviors, such as valuing those who stand for longer periods or work more hours, must be redefined to align with the new well-being-focused work culture,” she suggests.
Ariana González adds that employers and organizational leaders should listen to employees, creating safe spaces free from threats or sanctions for expressing concerns.
She notes that employees often leave not due to pay issues but because of physical and emotional exhaustion.
Key Questions and Answers
- What is the current work culture in Mexico? It values employees who work longer hours and neglect their well-being.
- What does the “Silla” Law entail? It mandates employers to provide seating for employees during working hours.
- What challenges does the “Silla” Law aim to address? It seeks to prevent risks associated with prolonged standing and encourage rest periods.
- What role does company culture play in employee well-being? It significantly impacts how organizations treat and support their employees, influencing decision-making, feedback, learning, development, onboarding, and retention.
- What changes are necessary to modify work culture? Redefining micro-behaviors that reward longer working hours and fostering open communication between employers and employees are crucial.
