Post-pandemic analysis and current scenario of the Spanish company

The current panorama of the many companies that are still not recovering and the worrying predictions for the future, Victoria Benlloch, Director of National Business Strategy, Adecco Learning & Consultinghelps us examine the results of this research in the following interview.

Are companies already recovering from the impact of the health and economic crisis on their businesses?

Recovery is slow and of course depends on the industry, the size of the company and in each case the level of impact of the crisis.

The previous situation has had and continues to have a major impact on the solvency and viability of companies since then. Adecco Training and Consulting We recently conducted a study with more than 350 companies nationwide and asked and analyzed this research. recovery of companies; How healthy and recovered are companies today? And it seems Only 34% of companies say they have an optimal financial capacity that allows them to stay competitive.. There is still a very high percentage of companies that are neither prepared nor saved.

All these include inflation, fuel prices, energy, etc. We should also add the future situation that is expected to result from the increases. what it does and that will make recovery very complicated.

Did this crisis change the strategy of companies at certain levels or did the old traditional models recover with the return to normal?

Yes, they are currently implemented new management business models combined with more traditional or past aspects. At the general level, companies were able to change their strategy, in many cases to produce short-term and implied “new action plans” as opposed to the strategic and long-range plans that had been implemented before.

There is a greater tendency to analyze results and, more frequently than in previous years, to a style of direction and management with greater control and supervision of managers and to produce new indicators to measure employee productivity.

Did the same thing happen in telecommunications?

was thought to be. telecommunication Permanent here was the new way of working, from which companies and workers would benefit quickly and powerfully. The truth is that this is not the case.

currently still 27% of Spanish companies do not have any teleworking days, and 47% do so only in some administrative positions. The remaining areas of the organization are exempt.

It should also be added that there are companies that are starting to reward “face to face” at an economic level.

This lack of practice seems to be due to a variety of factors, including the company’s and managers’ lack of trust in their collaborators, and a lack of knowledge and understanding of how to measure the productivity of these employees who are not physically close. , first of all, a “cultural” theme (there is no history that provides positive data on the application of this method in business profitability). In general, I dare to affirm that Spanish companies are not ready to work and manage people remotely, lead projects, and must continue to validate the hours of dedication as a key point of people’s value.

Especially the current inflation, slowdown in the economy, etc. Do companies change their salary policies in the scenario?

Companies don’t change salary policy80% of companies didn’t change their minds compensation plansneither the salary structure, nor significant salary increases, nor the social assistance package provided to the employees, which is part of the social assistance package. revenge. And all this despite the belief that one of the key and critical aspects to change in the situation we find ourselves in will be pricing.

For companies that do this, the trend is linked to part of the business. variable revenge, especially in connection with company results indicators, to much more general indicators related to the profitability of the company. At the package level Benefits connecting to provide Labor flexibility and a package “Employee Welfare” benefits.

This is intriguing not only because of the inflation situation and the economic scenario, but also because of the current moment we live in.”employee evacuation” and with the latest data provided by Social Security on the number of “resignations” last month in our country, where a historical maximum is observed. It seems that people are leaving companies because of the perception that it might happen. find a better job higher wage since The three major motivations for leaving are salary, boss, and compromise or workforce flexibility..

This summer, we have often heard about the talent shortage for certain profiles and sectors in Spain. Are there any workers in our country? Do companies have problems filling jobs?

effectively, Spain has a huge shortage of tech profilesDespite large salary-level offers from companies, a high percentage of positions could not be filled due to the lack of candidates.

As for the business sectors, the hospitality industry is in a more difficult situationBecause despite all the efforts of the sector to train employees and pay wages, it is very difficult for them to find personnel to be trained and recruited as waiters or cooks. Probably the calendar is one of the keys that makes it difficult for this industry to find the candidates it needs.

What do these employees look for in companies and what do they expect from the management function?

this employee interests they are changing as a result of the pandemic that makes people think about work and what they value, in addition to this, the interests of new generations, people with a different purpose are added.

When making the decision to join or stay with a company, there are currently three aspects that are most valued: business purpose, Basically, the personal and business purpose is to find a harmony between the working environment in the company; possibilities of compromise flexible working hours, holidays and of course telework are all about the days the company offers to the employee. Finally, professional development opportunities, The company has a clear and objective professional progression plan.

Adecco Learning & Consulting’s latest report on Business Trends analyzes the implementation of equity schemes in Spanish companies. To what extent are these plans implemented in companies?

The current royal decree requiring the law to take effect and companies to have a certificate of authority Equality plan in Spainmore and more companies have carried out a gender diagnosis and designed their own. Equality Plan with very high actual implementation commitments.

This is needed in companies as it is a legal issue and non-compliance is associated with economic sanctions. It is true that in some cases this is strictly legal and not real practice or awareness of the company or its employees, but there is a growing tendency in companies to perceive the importance of having equitable policies. and value their applications. An example of this is the highly wage gap between men and women In companies working in the same positions, we observe that companies are currently making efforts to bring these salaries closer together and to close the gap.

I believe we still have a long way to go in this regard, but we have what we can call fundamental and we can talk about the implementation of an equity plan as the first step in the professionalization process of companies. a HR policy consistent and solid.

Finally, which sectors are recovering better in the last two years and which are going at a second rate?

these IT and digital, software services and e-commerce, Healthcare, Distribution and logistics, Energy and Pharmaceutical sectors that appear to be more revived in the labor market. The agrochemical, metals and plastics sectors, which are experiencing a slower recovery compared to hospitality and tourism.