Así de fácil y, al mismo tiempo, así de complejo. El Monitor Empresarial de Reputación Corporativa (MERCO), ha elaborado un ranking de las empresas mejor valoradas por sus empleados. El top 10 de la lista abarca sectores de actividad tan distintos como moda, alimentación, telecomunicaciones, energía y banca. Entonces ¿qué factores tienen en común Inditex, Mercadona, Banco Santander o Iberdrola para ser el objetivo de los trabajadores españoles?

It’s that easy, but it’s more complicated that it seems. The Business Monitor of Corporate Reputation (MERCO: Monitor Empresarial de Reputación Corporativa), has made a ranking of the companies that are most highly valued by their employees. The list’s top 10 contains sectors as varied as fashion, food, telecommunications, energy and banking. So, what do Inditex, Mercadona, Banco Santander and Iberdrola have in common that make them a goal for Spanish workers?

It’s that easy, but it’s more complicated that it seems. The Business Monitor of Corporate Reputation (MERCO: Monitor Empresarial de Reputación Corporativa), has made a ranking of the companies that are most highly valued by their employees. The list’s top 10 contains sectors as varied as fashion, food, telecommunications, energy and banking. So, what do Inditex, Mercadona, Banco Santander and Iberdrola have in common that make them a goal for Spanish workers?

Cuando iniciamos el camino en el mundo laboral, situamos en nuestro punto de mira a las que consideramos las mejores empresas ¿las más conocidas?¿las más rentables? ¿las de mayor reputación? Si, por el contrario, somos empresarios, esas mismas empresas son el espejo en el que nos miramos. Resulta interesante plantearse entonces cómo las grandes marcas han llegado a ser lo que son.

Quizá,  desde el punto de vista de la actual pyme española, la implementación de algunas políticas de Responsabilidad Social Corporativa implica a priori un gasto que no pueden permitirse. Al mismo tiempo, encontramos también empresas que, por razones económicas, han limitado o eliminado prerrogativas como la flexibilidad horaria o bonus, intentando de este modo reducir costes o aumentar la productividad.

¿No resultaría más positivo pensar que la solución está en aumentar la productividad desde otro punto de vista o distinguirse por la calidad?

Las reducciones de plantilla, por ejemplo, implican en muchos casos la ampliación de la jornada laboral para los trabajadores que continúan en la empresa, reduciendo la calidad y empeorando el ambiente dentro de la empresa. Y es que más horas de trabajo no siempre se traduce en mayor productividad ni en mayor calidad.

Por otro lado, es cierto que las circunstancias económicas y sociales no siempre permiten incluir en la rutina de la sociedad beneficios de carácter económico, pero sí otros cuyo coste es nulo o muy bajo y que puede reportar beneficios a medio-largo plazo.

Entre las medidas que pueden tomarse encontramos:

• Conciliación de la vida familiar y profesional: ofrecer la opción de reducción de jornada, concesión de días adicionales de vacaciones como incentivo, promover flexibilidad en la elección del periodo vacacional o fomentar el teletrabajo.
• Ámbito económico: beneficios extra salariales en función del rendimiento, ofrecer ayudas para el cuidado de menores, cheques para alimentación o ayuda al transporte.
• Desarrollo profesional: formación a empleados, igualdad de oportunidades y criterios transparentes en la promoción, fomentar el trabajo en equipo y el uso responsable de los activos de la empresa.

Lo que ofrecen las empresas que ocupan los primeros puestos en el ranking es seguridad, flexibilidad horaria y, muy probablemente, el mantenimiento de beneficios laborales que otras sociedades están eliminando.

El hecho de que además las empresas que figuran en el ranking destaquen como responsables y con un buen gobierno corporativo, nos permite concluir una vez más que la implementación de políticas de Responsabilidad Social Corporativa no supone un gasto para pequeñas, medianas o grandes empresas, supone una inversión de futuro en confianza empresarial, productividad, reputación y valor de marca.

Resulta fundamental que los empleados se sientan a gusto en su puesto de trabajo. Sentir que son respetados y escuchados, recibir un trato amable, tener la posibilidad de promocionar o recibir formación. Así puede fomentarse la identificación de los empleados con la marca, la retención del talento y el desarrollo de un mejor ambiente laboral, lo que se traducirá en mayor productividad y mayor calidad del trabajo.

Y es que, además de ser los mejores embajadores de la empresa, los recursos humanos son su mayor valor.

 

When we start the path in to the world of work, we are always looking towards what we consider to be the best companies, be they the most well-known, the most profitable or the ones with the best reputations. If, however, we are the companies, we aim to be those that people look towards. It is therefore interesting to think about how the great brands have become what they are today.

Maybe, from the point of view of current Spanish SMEs, the implementation of some Corporate Social Responsibility policies implies expenses that they cannot allow. Similarly, we find companies that, for economic reasons, have limited or removed privileges like flexible hours and bonuses, trying to reduce costs and increase productivity.

Wouldn’t it be more positive to think that the solution lies in increasing productivity in other senses, or in being distinctive for one’s quality?

Staff reductions, for example, in many cases imply an increase in working hours for the people still in that company, reducing quality and exacerbating the work environment. Also, more working hours does not always translate to higher productivity or to better quality.

On the other hand, it’s true that economic and social circumstances do not always allow room for economic benefits, however, there can be room for benefits with no or very little cost, and which could result in medium to long term benefits.

Amongst the measures that can be taken are:

• A work-family life balance: offering the option to reduce the working hours in a day, the concession of additional holiday days as an incentive, promoting flexibility in choosing holidays, encouraging telecommuting.
• Financial: extra salary benefits according to performance, offering help for child-care, food vouchers or help with transport.
• Professional development: training for employees, equal opportunities and transparent criteria for promotion, encouraging team work and the responsible use of the company’s assets.

What the companies that are at the top of the list offer is security, flexible hours, and most likely, maintaining work benefits that others are eliminating.

The fact that companies that appear in the list are also seen as responsible with a good corporate governance, means that we can conclude yet again that implementing Corporate Social Responsibility policies is not an expense for small, medium or large companies, but an investment in the future trust of the company, of its productivity, reputation and the value of the brand.

It is fundamental for employees to feel comfortable in their job. They should feel respected, heard, they should receive kind treatment, have the possibility of being promoted or receive training. When this happens, there is encouragement for the employees to identify themselves with the brand, for talent retention and development of a better work environment, which will translate to better productivity and higher quality of work.

What’s more, as well as being the best ambassadors of the company, those from human resources are of the greatest value.

 

When we start the path in to the world of work, we are always looking towards what we consider to be the best companies, be they the most well-known, the most profitable or the ones with the best reputations. If, however, we are the companies, we aim to be those that people look towards. It is therefore interesting to think about how the great brands have become what they are today.

Maybe, from the point of view of current Spanish SMEs, the implementation of some Corporate Social Responsibility policies implies expenses that they cannot allow. Similarly, we find companies that, for economic reasons, have limited or removed privileges like flexible hours and bonuses, trying to reduce costs and increase productivity.

Wouldn’t it be more positive to think that the solution lies in increasing productivity in other senses, or in being distinctive for one’s quality?

Staff reductions, for example, in many cases imply an increase in working hours for the people still in that company, reducing quality and exacerbating the work environment. Also, more working hours does not always translate to higher productivity or to better quality.

On the other hand, it’s true that economic and social circumstances do not always allow room for economic benefits, however, there can be room for benefits with no or very little cost, and which could result in medium to long term benefits.

Amongst the measures that can be taken are:

• A work-family life balance: offering the option to reduce the working hours in a day, the concession of additional holiday days as an incentive, promoting flexibility in choosing holidays, encouraging telecommuting.
• Financial: extra salary benefits according to performance, offering help for child-care, food vouchers or help with transport.
• Professional development: training for employees, equal opportunities and transparent criteria for promotion, encouraging team work and the responsible use of the company’s assets.

What the companies that are at the top of the list offer is security, flexible hours, and most likely, maintaining work benefits that others are eliminating.

The fact that companies that appear in the list are also seen as responsible with a good corporate governance, means that we can conclude yet again that implementing Corporate Social Responsibility policies is not an expense for small, medium or large companies, but an investment in the future trust of the company, of its productivity, reputation and the value of the brand.

It is fundamental for employees to feel comfortable in their job. They should feel respected, heard, they should receive kind treatment, have the possibility of being promoted or receive training. When this happens, there is encouragement for the employees to identify themselves with the brand, for talent retention and development of a better work environment, which will translate to better productivity and higher quality of work.

What’s more, as well as being the best ambassadors of the company, those from human resources are of the greatest value.