Understanding the Current Mexican Work Culture
Mexico has a work culture where employees are considered “good” and “dedicated” if they stay longer hours, work more days, and have little time for relaxation. However, to promote rest, it’s crucial to redefine these ideas and focus on a job that includes well-being.
Barriers to Implementing the Silla Law
Implementing rest through the Silla Law faces cultural barriers that need to be broken so workers don’t feel pressured for taking breaks or employers push them back to their tasks.
Experts’ Perspectives on Cultural Shift
Yoani Aceves, Executive Director for Latin America at Talenca, points out that organizational cultures in Mexico have rewarded working more hours and neglecting employee well-being.
“Changing culture involves rethinking in human resources what employee well-being is, where your team stands, what you’re rewarding, and what behaviors are being motivated to create a new narrative within the organization.”
She explains that some companies implementing the Silla Law have conducted internal workshops to explain when and where these rest areas can be used, emphasizing that rest is now a rule.
Ariana González, a labor psychologist and transition specialist, asserts that the Silla Law not only questions rest but also challenges leadership based on fear and reprisals among workers.
“The issue isn’t the chair; it’s this culture that forces employees to endure without stopping. The Silla Law highlights this basic right we all have as workers, even during work, to rest.”
Importance of Company Culture in Employee Well-being
Company culture significantly impacts how organizations treat and support their employees, as this is where the possibility of offering well-being to workers begins.
“According to Mercer, organizational culture influences decision-making processes, how feedback is given, the company’s learning and development, and even employee onboarding or departure.”
It should be understood as an “organizational capability” and developed in close dialogue with corporate strategy to achieve genuine transformation benefiting workers.
Necessary Changes for Cultural Modification
Yoani Aceves emphasizes that while the Silla Law is a significant step towards modifying work culture, more policies focusing on employee well-being are necessary.
“We need to redefine those micro-behaviors we’ve allowed, such as considering ‘the longer someone stays put, the better they are’ or ‘those who stay late are the most loyal.’ These thoughts and actions need to be redefined for the new well-being-focused way of working.”
Ariana González adds that employers and organizational leaders must listen to workers, creating spaces free from threats or sanctions for their expressions.
“Often, people don’t leave for higher pay; they exit due to physical and emotional exhaustion.”
Key Questions and Answers
- What is the current Mexican work culture like? It values extended working hours and minimal relaxation time, considering it a sign of dedication.
- What challenges does the Silla Law implementation pose? Cultural barriers that make employees hesitant to take breaks and employers pushing for immediate return to tasks.
- How do experts view the Silla Law’s impact on work culture? It’s a significant step towards change, but more well-being-focused policies are needed.
- Why is company culture important for employee well-being? It shapes decision-making, feedback processes, learning and development, and employee experiences.
- What changes are necessary to modify work culture? Redefining micro-behaviors that reward extended working hours and ensuring employers listen to employees’ needs.
