So far we have talked about some factors of competitiveness, partly underestimated, relevant for companies with a view to sustainable development and building value over time. One of them, as we have introduced in the articleo People at the center, is the recognition of the centrality of the person in the organization of work, his needs, his interests, his life. Joseph Fuller, one of the coordinators of Harvard University's Managing the Future of Work project, discusses the strategic importance of supporting workers by explaining what ground the race for the best talent can be played on: How do you compete with a sexy company like Google in attracting talentalenti? Maybe you can't compete on the economic offer, but you can compete in lifestylee” (1..
Work has a huge impact on the overall quality of our life. We devote time to it, perhaps more than to any other area of everyday life, energy and hopes, in an obsessive race to achieve satisfaction and recognition - economic, social, intellectual. But this reality is changing, the new generations are redesigning its structure:aspiration is not necessarily a career made up of salary increases and advancements to increasingly prestigious positions, but of harmonious fluidity between the working dimension and whatever else we do in the rest of our lifea (2. Whether we are parents, travelers, jazz music enthusiasts or we like to do agility with our dog, we all need a radical change in the system, which eliminates differences and values diversity, freeing us from the need to continually ask for that. that life dictates..
But what are the elements that make a company a place where the “people are fine”(3)?
The most important effort to be made to achieve areal well-being of people is precisely that of the cultural change in the conception and approach to the structure and organization of work.o.
But Rome wasn't built in a day.
What can currently be observed in a widespread manner is the implementation of policies of welfare orbenefit business aimed at improving the level ofwell-being and quality of life of workers. These are goods and services intended for workers and their families such as training opportunities, supplementary health policies, any contributions to children's school costs. These initiatives should prove useful, but unfortunately they are not always used: people are not aware of their existence or do not consider them adequate for their needs 4. (4).
Investing resources in projects that are not communicated is fruitless for everyone: it wastes time, money, energy and generates entropy. If these projects remain unused, it is worth asking whether the solutions put in place are up to par and correctly communicate to the public they are addressing, involving them rather than removing them.lo.
The key is - no surprise - to put people first.
To identify which interventions are able to really make a difference, it is useful to question the specificity of each individual reality:
  • who are the people who are part of it
  • what their needs and interests are -what they want

The most successful companies, in fact,they develop welfare as a strategic project that starts from listening to the needs of employeesi (5, but not only, it is important to measure and monitor the results over time to understand the actual usefulness of the individual measures and, last but not least, to ensure that these are communicated in a clear and effective way to all interested users.i.


(1 Why Business Should Support Employees Who Are Caregivers, Danielle Kost, Harvard Business School Working Knowledge, January 17, 2019
(2 Young People Are Going to Save Us All From Office Life, Claire Cain Miller & amp; Sanam Yar, The New York Times September 17, 20199
(3 Marina Salamon only companies where people are happy will be able to live long, Alley Oop 16 February 2017 2017
(4 The Caring Company, Joseph B. Fuller and Manjari Raman, Managing the future of work, Harvard Universityy
(5 PMI Welfare Index, 2019 Report9


Photo byPriscilla Du Preez onUnsplash

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