People know that at Imbalplast we have always cared about the wellbeing of employees. It is a rule that Alzani family has always put into practice with spontaneity and wisdom; we are proud of this heritage and it will always be one of our main priorities. Today this “rule” is called welfare and has become a corporate strategy that also has the function of sustaining and giving more visibility to a company’s reputation. It is praiseworthy of course, but, like everything that becomes “fashionable” and a source of possible business, we think we may lose the real purpose of that, i.e. employees’ satisfaction. There are now many platforms providing set of benefits out of the box; however, how can we apply them without knowing the real necessities of employees?
On our part, we think that, in order to develop a satisfying and efficient welfare project, we shall take a common path as to customise it to every necessity. As a consequence, we organised an internal audit as we believe that every relationship is based on listening and talking. Its results have offered us a concrete summary to work on.
For example, we detected a strong distinction between the requests of male workers and those of female ones. Men are more future-oriented, giving their preference to retirement benefits; on the other hand, women are more focused on the present, as they privilege benefits that could improve family budget. Furthermore, not every necessity deals with money, as they also deal with facilitations that could optimise daily family management.
We are only at the beginning of this path and, although we are aware of the fact that we shall choose the most popular benefit requests, we trust that our commitment could show how much we care about the wellbeing of our employees and how much we want to improve our working atmosphere.
