EconomyFinancialHow to respond to the particular needs of your...

How to respond to the particular needs of your collaborators

(Expansión) – All collaborators, especially those of the new generations, look for companies committed to equality that consider them according to their abilities to carry out their work, but also that provide them with fair treatment, where collective effort and commitment are recognized , but also the individual.

Thus, promoting equality in the work environment has become an urgent need for any company that wants to attract and retain the best employees.

For the Human Resources areas, fostering healthy environments that drive growth by meeting such diverse needs, where several generations and people with very particular priorities coexist, represents a challenge.

As we have already discussed on other occasions, investing in the well-being of the collaborator is profitable for companies, regardless of their size or the sector to which they belong, since this translates into greater performance and less absenteeism, which is why offering competitive packages of employee benefits has become one of its top priorities, both to attract and retain the best talent and to improve the company culture and increase productivity.

A revealing fact of how the priorities of Mexican workers have changed when considering a job offer is that 65% today prefer benefits such as health insurance and are putting their focus on long-term well-being before a greater salary, according to a survey conducted by Indeed.

But how to meet the particular needs of each of the workers?

Defining a strategy that promotes well-being for all is the mission that companies currently have, one must be focused on ensuring that their employees receive the benefits that are most important, that is, a flexible benefits package that covers all areas of well-being: financial well-being (which includes financial education, savings programs and salary on demand), physical well-being (physical activity program with different plans, health insurance and telemedicine, for example), emotional well-being (specialized care for employee and mental health programs) and social welfare (teamwork, corporate volunteering, among others).

It is even more important and valuable that employees choose the multi-generational benefits they want or need, based on their personal preferences.

It is important to take into account that the basis for implementing a flexible benefits package within an organization is knowing and understanding the different profiles that come together in the workplace, and for this, technology can be a great ally.

The platforms and different communication channels allow the Human Resources areas to be close to the employee, inform them in a timely manner of the benefits to which they can have access, as well as apply surveys of satisfaction, priorities and particular needs, in addition to all kinds of data related to each member of the workforce to, on this basis, prepare reports that detect possible inequalities or dissatisfaction within the organization, which, once detected, can be converted into areas for improvement.

It should be noted that these types of strategies must be constantly nurtured and updated, otherwise it could happen that some employees do not find attractive benefits, and end up putting together a discarded package, affecting their motivation.

Undoubtedly, implementing this new approach in the organization can be extremely positive. Thinking about how to meet the needs of employees will always contribute to improving the quality of work life in the company, and employers can be sure that the budget allocated to benefits will have the greatest possible impact by being able to make adjustments along the way. necessary with supporting data.

Editor’s Note: Nima Pourshasb is CEO and Co-Founder of . He has extensive entrepreneurial experience creating and growing technology companies in different countries. He created his first company for Latin American consumers, FormaFina, with offices in six countries in the region. In Mexico, he collaborated with Banco Sabadell as head of Personal Banking. He was born in Iran, grew up in Spain and did his postgraduate studies in both London and the US. Follow him on and/or . The opinions published in this column belong exclusively to the author.

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