Why are companies looking for new people-centred models? Has it changed? What new perspectives do they offer and address? What is the case for the IT industry?
For some time now, more and more organisations have understood that they must face a paradigm shift and put people at the centre. The IT industry is a pioneer and a benchmark in the creation of work environments in which collaboration, self-management and people’s satisfaction are priorities. For this reason, more and more companies are promoting a balance between personal and professional life, also encouraging career development.
The international trend,
in which wellness is a central axis, has reached Argentina in recent years. A notable case is that of Ingenia, the Argentine IT group, which has a horizontal management model in which there are no established classic hierarchies . This form of organization emerged as a response to the traditional model, creating its own that they consider more fair, open and participatory for all members.
Wellness at Ingenia has brought great results: the company has only 2% attrition , a very low exit rate for a job market as fast-paced as that of the IT industry .
Although it is undergoing a significant expansion process – it has a presence in Spain, Mexico, Chile, Colombia and Uruguay – it maintains its focus on promoting its DNA without forgetting the care of people: it enables spaces for relaxed conversation led by the People Experience team to accompany each collaborator, both in professional and personal matters, and carries out periodic measurements in which it gathers information to evaluate the workload and monitor performance on a weekly basis.
The reality of the market supports this perspective.
According to the latest Talent Trends 2024 report, presented by Page Group, work-life balance is the most important aspect (57%) of corporate culture that influences candidates’ job satisfaction when choosing a new professional destination. For this reason, organizations are promoting support for people by promoting and caring for their physical, mental and emotional health.
“We do what we do because of the deep understanding that in organizations focused primarily on knowledge, but certainly extensible to all, it is imperative to understand each person as a unique individual indivisible from the professional or worker, in order to achieve an alignment between values-purpose and objectives/results,” says Santiago Blanco, Co-founder and Head of People and Technology at Ingenia.
In the technology industry, almost since the advent of the open source model, it has become clear that money and financial compensation are not necessarily the most important factors for people when evaluating a job . The environment is increasingly valued and people care about joining projects where they find job well-being.
Along these lines,
Ingenia , like other companies, promotes well-being through different initiatives that make up what is known as emotional salary linked to flexibility: from unlimited vacations (as long as it does not affect the functioning of the team), remote work and the possibility of working from anywhere in the world . In addition, this is accompanied by a career development plan in which people are guided to grow in their skills by investing in their training and also , through an economic compensation model that prioritizes skills : the development of new ones, the improvement of existing ones and the assignment of more roles within the organization, which translates into a higher salary.
These types of perspectives, which have a more global view than mere specific measures, since they include the construction of values and a common DNA, have a positive impact on talent retention.
“Nowadays, people are more aware of how they want to live and the conditions under which they want to perform professionally. That is why more and more organizations understand this reality and put staff at the center, to support and empower them, and thus create companies with more solid and sustainable purposes,” concludes Blanco.
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