You are the first company in Spain to offer paid leave to employees who adopt or buy a pet. Do you feel pioneers in this aspect? Do you think more companies will follow your example?

We’re proud to be pioneers and we hope to inspire others to follow because we can only see the advantages of bringing our dogs to work with us. In fact, our dogs were our true inspiration for this policy. We wanted to break the status quo of having a pet and not having the time to nurture them. In many ways, this policy was an extension of who we, individually, are and the things we wanted for ourselves: a great life together with our dogs.

Do you allow your workers to go to the office with their pet? Would you recommend that this practice be extended to other companies?

Yes and yes! Everyone can bring their dog to work and we encourage our team to do so from day one. Dogs can play a big part in someone’s onboarding and team integration. We definitely have a positive experience and we recommend it to any company that gathers the right conditions to make it happen.

What does it take to activate this type of dynamic in a company?

This was a very natural decision for us as a team, but we’ve learned along the way that there are 5 golden rules to make the most of this experience:

1.  Everyone needs to be comfortable with the presence of a dog.
2. There needs to be access to water, toys and space for the dog to explore safely.
3. The dog needs to be trained to obey simple commands.
4. The dog owner must always be available to intervene as necessary.
5. Come to work with your heart open to goofiness and tenderness.

What benefits do pets bring to the work environment of an office?

Above all, social connectedness. Pets trigger conversations, they break the ice and make us laugh together. They have the power to join people who otherwise would not feel comfortable to hang out together, like when team members go take a walk outside to stroll the dog in the afternoon break.

In what other areas is the introduction of pets beneficial?

Pets can have a beneficial effect in reducing work-related stress by introducing moments of fun and cuddles in the middle of the workday. When we engage in these pro-social activities our bodies segregate hormones like oxytocin and serotonin, known to have an impact on the levels of stress and anxiety.  At the end of the day, pets act as inducers of calm and you end up having employees who report more happiness, fulfilment and a greater perception of work-life balance.

What are your challenges in terms of Corporate Social Responsibility in what affects people?

The place that work occupies in a person’s life has been changing dramatically over the years. People long for a job that gives them a sense of purpose, a mission, and tools for them to evolve as professionals and human beings. They want to leave the office knowing that they learned something new and that their work impacted the world in a positive way. People also want to feel supported in this journey and that’s where we can really make a difference, with initiatives that promote work-life balance and mental health. Our Pet Office policy responds to these challenges in a creative and light way.

To be part of your team, is it essential to have a pet? Are there attitudinal differences between people who have them or not?

At Barkyn, we all share a deep love for animal welfare and we’re all very aligned with our mission to deliver health and happiness to pet families around the world. However, due to different life circumstances, not all people have the right conditions to own a pet and we respect that. So, it’s not a requirement to have a pet to belong to Barkyn – we rather look for genuinely kind and empathic people who can understand the emotional experience of having a dog in their life.

A question that you have never been asked but that you would love to be asked, around people.

How can (self)compassion skills be key for business success.

La entrada Joana Recharte (Barkyn): “We can only see the advantages of bringing our dogs to work with us” aparece primero en People first.

If you had to highlight just one of the advantages of working at Unilever, what would it be?

That it is a purpose-driven company, which promotes a sustainable lifestyle in the daily lives of everyone (employees, customers and society), and through its values: respect, responsibility, integrity and pioneering spirit.

What is it that most attracts new candidates?

The company’s commitment to working each day to create a better future, and its clear sustainability agenda, with goals and commitments in health & well-being, the environment and quality of life. All of this is integrated into the business agenda; to do well by doing good.

Almost 2 months have passed since you started implementing the 4-day working week in New Zealand. What results are you getting?

That’s right, it’s a small pilot project in a country with only 80 people working in the headquarters in which it is being carried out. The results won’t be known until December 2021 and decisions will be made based on them, which may or may not be replicable in other countries around the world.

Would such a measure be effective in our country?

We advocate a culture that we call “agile working”, which is based on self-organisation and personal management so that each employee can achieve their goals by working in the place that best facilitates their well-being, whether in the office or at home working remotely. At the moment, bearing in mind our country’s culture, I think that we are a long way off considering such a measure in Spain.

What are your main challenges in terms of Corporate Social Responsibility?

Our challenges are common to the goals of the whole planet, as we defined the CSR agenda, specifically to be able to respond to the great challenges facing the world and which we believe are very well-defined in the 17 Sustainable Development Goals. In order to contribute to each of these goals, we carry out initiatives linked to each of our mission-driven brands to help us achieve them. Personally, I like SDG17, the one on strategic partnerships, because I believe that combining our efforts under the same goal is the most effective thing, we can do to be able to achieve the goal in question. In any case, at the company level, we consider that the 2 major challenges are climate change and global inequality, which have been accentuated with the current pandemic.

One of your goals is to become the most sustainable company in the world. How can you face this challenge on an individual basis? Is it achievable or is it utopian?

We believe it is achievable when sustainability is fully integrated into the business agenda; there is no other way to do it in our opinion.

For personal care products, we were considered a leader in the S&P Dow Jones Sustainability Index, scoring 90/100 in 27 of the environmental, social and governance criteria. This index is a key tool for investors who recognise that responsible business practices are critical when it comes to generating long-term value for their shareholders.

People are key for us to become the world’s most sustainable company, especially for a large consumer goods company such as Unilever, present in 2 billion households every day worldwide. Our goal is to create an awareness of sustainability among our employees, consumers, customers and society to achieve this sustainable movement that will help create a better future for everyone.

How can a company contribute to a better world?

By understanding the world’s major challenges and taking action; not just talking about what we want to do, but doing it. We are currently starting to take action; we’ve been saying what we are going to do for some time now. Each action should have a clear objective and a measurement indicator to show how it is progressing. Through our Unilever Sustainable Living Plan that we created in 2010, we are committed to achieving 3 major goals: to help improve the lives of 1 billion people through health and well-being, to halve the environmental impact of our products and to ensure that 100% of our raw materials are from sustainable agriculture. It has been in place for 10 years now and we have already achieved 80% of the goals we set ourselves.

Is it possible to connect social sustainability and business growth?

According to our business model it is, absolutely. Purpose-driven brands grow almost twice as fast as those without it, and already contribute almost 70% to business growth. It also enables us to make significant cost savings and to be rated as the number one employer brand in the vast majority of countries in which Unilever operates.

You have been with Unilever for almost 20 years. Have the expectations you had on your first day been met?

I’d say they have been met, and then some. I have a degree in chemical sciences. I started working in the research and development department and I have had a career path which I am very proud of because I still keep learning every day. After 12 years had passed since joining Unilever, in 2006, I went on to lead the corporate communication and sustainability department, where I am fortunate to be able to carry out and experience my life’s purpose every day: the passion to build a better future each day; and most importantly, always surrounded by a great team of people and excellent professionals.

If you could travel back in time, what advice would you give yourself for that first day?

To maintain the same humility, humour and honesty which I started with on that day. Honestly, I wouldn’t change anything, I’d just want me to be myself and continue to offer the best version of myself every day as if it were my first day in the company, something which I still do after almost 27 years working in this great company. I love to feel that I still have blue blood on a daily basis, and not because I am a princess, but because I feel Unilever’s blue colour.

Tell us a question you have never been asked, but would love to be asked, with regard to people.

I have had the good fortune to be surrounded by wonderful people who have never ceased to surprise me professionally and personally, and after half a century of life, I feel very contented; although I am always ready to be surprised.

La entrada Ana Palencia (Unilever): “Our goal is to create an awareness of sustainability among our employees, consumers, customers and society to create a better future for everyone.” aparece primero en People first.

Emotional well-being, the pandemic and companies

Before 2020, workers’ concerns were largely shaped by situations arising within their working and personal environments, but now a new and viral external factor, SARS-CoV-2, has arrived on the scene. With the new virus bursting upon us, we have to add its consequences to the emotional burden we bear. Remote working, the difficult economic situation, social distancing and our uncertainty about the future have joined the long list of potential causes of stress and other emotional disorders. What effects does stress usually have? Headaches, breathing difficulties, chest pains, fatigue, stomach upsets and, in more severe cases, immune disorders and heart attacks. Companies have realised that stress is one of the main causes of psychological and physical discomfort among their employees and they’re looking for techniques and solutions to alleviate its effects and ensure that their teams don’t suffer from its consequences.

Let’s start at the beginning; what is stress? Basically it’s our body’s response when we have to mobilise ourselves in a situation that demands an answer, but we don’t think we’re capable of generating it. These are cognitive and physiological reactions that cease to have any effect once we’ve achieved the desired goal. Although stress may seem like a marginal ailment, according to data provided by the European Agency for Safety and Health at Work, 28% of Europeans suffer from it (no more and no less than 28% of the population). The same institution also calculates that the economic impact on companies totals 20 billion euros.

How can we improve our workers’ emotional well-being during the pandemic? An excellent question that has no single answer. Let’s take a look at what we can do to improve it.

• A 2nd-century Roman writer of comedies unwittingly hit upon one of the keys: Mens sana in corpore sano. A balance between our body and mind resolves many of the pains and worries that we express somatically. Many companies have applied the Roman adage and implemented health programmes for their workforces. These facilitate proper nutrition, promote physical exercise and, ultimately, foster a healthy lifestyle. Firstly, playing sport regularly increases our work performance and self-esteem, prevents certain cognitive diseases, increases brain performance, reduces anxiety and triggers the discharge of endorphins, known to be one of the four hormones of happiness. If we combine these benefits with those produced by a balanced diet, we have a highly powerful and effective cocktail to combat emotional discomfort at work and in life in general.

• Another key factor that companies take into account is our ability to separate our work and personal lives. In this regard, the situation caused by the current pandemic hasn’t helped to distance one area from the other, quite the contrary. With the advent of remote working, this boundary has become even more blurred, and companies require actions to help their employees to build borders between the two spheres. Some guidelines being followed that are getting results are based on a single concept: “divide and conquer”. Separating the times of one world and the other is vital in this respect; actions such as switching off your company smartphone or email during your free time, setting a time limit for each activity, promoting holiday schedules and extra days off are some of the ways companies have to ensure that their employees enjoy separate personal and professional lives.

• Finally, and perhaps most importantly, employees should be aware of the activities and services that the company provides to improve their emotional well-being. Clear communication is essential. However, workers must also know why these initiatives and programmes are beneficial to them. The benefits of all the measures we’ve discussed throughout the article: knowledge is power. The power of knowing how to improve our emotional well-being during the pandemic that we’re witnessing.

If you know of any other activities that could help us to improve our emotional well-being at work during the pandemic, don’t hesitate to post your proposals in the comments section.

La entrada How to promote emotional well-being during the pandemic aparece primero en People first.

Big Data Expert

One of the side effects of the age of information is the production of a huge amount of data; these sets of information can occupy up to several petabytes, in other words, several million gigabytes. This morass of data conceals patterns, behaviours, trends and other resources that enable experts to predict situations and thus anticipate future scenarios. Being able to manage and interpret Big Data is and will be one of the chief skills required by large companies. Information is power, as Francis Bacon said.

Nano-medic

Nanotechnology, although still in its infancy, is now a reality. What does this speciality consist of? Broadly speaking, nanotechnology is the study and handling of matter on a nanometric scale, namely, to give us an idea, the manufacture of objects 1,000 times smaller than the thickness of a sheet of paper. The applications of this technology are almost infinite, ranging from the creation of nanoparticles to eliminate contaminating materials and substances to the implementation of nanorobots for diagnosing and treating injuries and diseases. In the near future, nanomedicine will be a common technique that will require professionals and specialists who are able to apply it.

Tissue Engineer

Tissue culture is a technology that’s rapidly evolving. Although it’s true that the first artificial kidney was created in 1944, new biotechnology techniques are enabling us to begin dreaming of the opportunity to create organs à la carte. This is what tissue engineers are working on, but it’s still too early to imagine this technology. In the future, it will be possible to order a liver, a finger or another part of the body and incorporate it into our organism.

3D Printing Chef

The world of 3D printing is undergoing significant expansion and development and we can currently see constructions such as houses made using this technology, but one of the segments in which it’s expected to leave its mark is gastronomy. Back in 2011, two engineers at MIT presented a food printer concept known as Cornucopia. This printer, in simple terms, worked by printing and cooking food by layers. We don’t know whether the chefs of the future will be robots or androids, but what we do know is that food printing will be one of the main ways of cooking in the 21st century.

Renewable Energy Farmer

If there’s one thing that a large part of humanity agrees on, it’s the need to commit to sustainable energy sources. The time when oil was the chief economic indicator isn’t over yet, but its days are numbered. Large sectors such as the car industry are taking giant steps to replace fossil fuels with electricity, measures that will lead to an increase in the demand for this kind of energy. The advances in technology will bring about the large-scale production of renewable energies such as wind and photovoltaic power for small investors. All we will need is a favourable climate, which won’t be a problem in our country, and sufficient land for the installation of windmills and photovoltaic panels. It’s quite possible that in the future we’ll see another kind of farmer who’ll shift from tonnes of production to kilowatts of electricity.

Extinct Species Ressurector

One of the most worrying trends that’s confirmed with the passing of each year is the extinction of animal and plant species. There are currently around 5,200 species that are in danger of disappearing, an alarming prospect that seems unlikely to improve in the future. To alleviate this situation and to attempt to reverse it, there are various initiatives seeking to create a kind of genetic Noah’s Ark to preserve the DNA of species that have become extinct or that are on the verge of doing so. With the evolution of genetic technologies, it will be possible to bring these animals and plants back to life. Directly or indirectly recovering the biological diversity that has been exterminated stands a good chance of success within a few decades.

Quantum Specialist

One of the numerous revolutions we’re still on the verge of is the one that quantum mechanics will bring. This new paradigm, which is now beginning to develop in quantum computing, for example, focuses on the atomic and sub-atomic states of matter, seeking to understand the physical laws that govern them. Understanding these new rules of the game will lead to the creation of computers with an infinitely greater capacity for calculation. To put it simply, today’s computing is based on a flow of bits, binary pulses that can only be 1 or 0. Quantum computing uses qubits or sub-atomic particles that can be 1, 0 or 1 and 0 at the same time. This feature is called quantum superposition and it enables us to simultaneously generate large computational power. The implementation of this new technology will require professionals specialising in quantum mechanics and its applications in people’s daily lives.

These are just some of the professions that will triumph in the not too distant future; although it all seems like something out of a science fiction film, it’s the future that awaits us. If you know of any more, feel free to add them in the comments section.

La entrada 7 professions and occupations of the future aparece primero en People first.

Working in the cloud

Are you one of the people who work with shared files via the cloud? Working in cloud environments greatly facilitates the mobility of the HR team and allows access to files and tools regardless of their location. To put it simply, the cloud is a set of remote servers that host the information and data that we find on the internet. With it, we can gain remote access to all the features managed by human resources. This technology, which is already being implemented in most companies in the sector, means the concept of working on site or face to face can be put to one side. A concept that will gradually become obsolete.

Remote leadership

Going back to the concept of on-site and face-to-face, remote leadership will also increasingly take over from physical leadership. But how can a person be a good leader remotely? This kind of leadership will have to adapt to the “new normal” and advocate different characteristics. Advanced knowledge of virtual tools, trust in the team, full transparency, streamlined replies and clear expectations and orders are some of the chief features that a remote leader must promote to ensure the involvement of his or her team and employees.

Consolidation of employee branding

A happy and motivated worker is a productive worker who’s involved and committed to the company. Employee branding is an excellent resource that enables companies to communicate their culture and values through their employees, who become brand ambassadors in a natural and voluntary manner, thus facilitating the attraction of the talent best suited to each organisation. The distancing that we’re seeing during the pandemic is leading to increased use of social media, which is where your workers can play a vital role. They’ll share the company’s messages and campaigns and, above all, speak positively about their working environment, thus leading to extra credibility and trust on the user’s part. Speaking well about yourself isn’t the same as someone else doing so. Does your company include employee branding in its communication and talent attraction strategy?

Digital onboarding

Companies’ induction processes are highly important moments for their workers. An effective adaptation process to ensure that their employees don’t feel out of place and understand the processes and obligations of their positions can make the difference between success or failure. In the current reality, these processes have migrated to the digital sphere and the on-site processes that were in place until now have been abandoned. Techniques such as gamification with specialised tools and apps, checklists and the online availability of documents and the necessary materials are some of the measures to ensure successful digital onboarding. The key is to create a rewarding and enriching experience for the workers and make them feel comfortable and safe.

Big Data

Big Data is here to stay. In fact, it’s nothing new. The management and analysis of large amounts of data enables companies to better understand their environment and understand themselves better. Thus, Big Data allows us to improve our people management by understanding the state of the team, optimising talent selection and evaluating our employees’ performance and productivity. Big Data is still a developing technology, but it promises to offer a wide range of solutions and information in the very near future.

Workers’ emotional well-being

The last year has been a period of great stress and exhaustion throughout all the tiers of the company and the emotional pressure caused by the pandemic has forced us to bring out the very best in ourselves and overcome it. While it’s true that taking care of the emotional well-being of our employees was already a growing trend, it has become much stronger and more important with the current situation. Practices such as mindfulness, emotion control workshops and talks on stress management will become much more common and necessary.

Collaborative social networks

Collaborative networks are environments made up of people who share an online space in which they strive to achieve a common goal. They do so by exchanging ideas and information. The mandatory distancing has led to an increase in these types of synergies. Collaborative work stimulates aspects such as creativity, transparency during work and honesty. It’s a way of replacing physical group work that’s suited to the new times. It’s highly likely that these ways of working will expand and evolve to offer more and more features and options to optimise the collaborative social networks, which are only just beginning to take off.

Encouraging in-house career development

Another trend that we’ll see in 2021 is upskilling, or the professional upgrading of employees. Companies will increasingly implement processes to stimulate training within the team. Ensuring that committed and motivated workers learn new knowledge that they can use in their tasks is a very positive factor, not only in terms of having a workforce with more services and capabilities, but also for the workers’ morale and spirit. Feeling that one is an important part of the group and seeing how one grows professionally.

These are some of the trends in HR that we’re already witnessing and their implementation is sure to increase considerably as the months go by. You’re sure to have a new trend in mind, so don’t hesitate to tell us about it in the comments section.

La entrada 8 trends in people management in 2021 aparece primero en People first.

How do you choose the best person to occupy a middle management position?

Supervising, coordinating and leading the team are his main functions, so often promoting an internal person with leadership skills, who has a good relationship with the team and knows in detail the daily management is usually a good choice. Middle managers are usually 50% managers and 50% leaders, but what are the essential qualities to do a good job?

• Be an inspiring leader. How can we influence others so that the team follows the same strategy? The middle manager should have leadership skills, be proactive and adapt to any situation. A person who inspires workers, for their values and way of acting with others. And all this from the emotional intelligence and always putting himself in the place of the people who are part of his team. This is the only way to achieve the best results.
• Have a critical capacity. The performance of this professional is not only to transmit the strategic lines to follow, but he must have analytical capacity to understand the moment that the company is facing and how it can improve its operation. And what is necessary for it? To have initiative. Providing ideas to improve and increase the well-being of the team will help the organization grow.
• Always think about people’s well-being. Trust is a key element for human relations, but it is something that must be cultivated and that is achieved with the behavior demonstrated on a daily basis. Leadership focused on people and how we can increase their well-being is the key to developing the talent of each employee and enhancing what makes them unique.
• Have the ability to adapt to any situation. How do you deal with setbacks? What about change management? To be a good middle management you must know how to adapt to any situation and innovate with the solutions that best fit new challenges. The intermediate positions know in detail how the company operates and must know how to identify the best option to solve any incident.
• Be responsible and have the skills to organize work. How is the organization of tasks in a team? Strategic planning of the operation is essential to obtain good results. That is why the middle manager must be very aware of the company’s strategy, but always adapting it to the day-to-day management.

Leadership, proactivity, versatility… what do you consider essential in the perfect candidate for an intermediate position? These are just some of the qualities a middle manager should have to inspire their team.

La entrada 5 essential qualities in a middle manager aparece primero en People first.

TI profiles selection

The increase of the sales in enterprises of e-commerce, logistics, online games or Marketplace has made that TI profiles are the most demanded by the companies. Although the TI selection was already one of the most important claim of the companies, the current circunstances has made that this profiles are even more required in order to answer the needs of the customers. This are the 8 most demanded in the sector :

• Mobile and web development. Provide of an updated web page and in which the user can browse with ease is one of the priorities of any enterprise. What are their functions? Most of them work in the development of softwares, overall with languages such as Python and Javascript, but also there are many who develop the design and the interface of the page. The web of a company has converted in something essential for any enterprise and in that, the web and mobile developers are an essential key.

• TI profiles related with gaming. Has you downloaded any app for playing this last months? Do you know someone who in the first weeks at home has incorporated to their routine some leisure with the mobile? The downloads of games has increased exponentially during the last months and, as a result, the TI profiles related with videogames and online games are more demanded. But, what are the most seeked profiles in this sector? Business Intelligence Developers, who have knowledge of design and systems integrations and databases, Game Data Scientists, who make and specific analysis of the data of the platform, and Game Designers, specialists in the design of the platform to obtain the best experience of the game.

• Other business who have experimented a huge grown have been the online commercials and this has made that the E-commerce Managers and the Paid Media Managers are the most demanded profiles. What are they differences and what are their duties? The E-commerce Manager is the responsible of the electronic commerce, so he or she develops the strategy of the online sales and controls the process from the beginning to the end. His or her knowledge will be essential for the success of the e-commerce.
  And how can you make known your web to increase sales? Is it there where the Paid Media Manager plays an essential role. It will be the person in charge of plan the publicity in social networks and ads in Adwords to make known the trademark. Youtube, Google, Instagram and Facebook are some of the platforms that the Paid Media Manager knows with detail to reach all the customers. What is the strategy in your enterprise? Are you present in any of this platform and do you invest on publicity?

• Cibersecurity and systems area responsibles. With the digitalization also are increased the risks of suffering some virtual attacks and the enterprises are really aware of the risk it is supposed. As a result, the profiles related with cybersecurity tasks and responsibles of the systems area, who know with detail the processes of the enterprise, are essential for the digital maintenance.

• Systems and networks administrators and support and helpdesk technician. Have you needed the the help of the TI workmates for teleworking? The technicians not only have solved issues with clients but also the workers. What can we have done without them? Si it is logic that the demand of this kind of workers has been increased last months.

These are some of the TI profiles most demanded by the enterprises. But, what do they have in common? Beyond the specific knowledge in technology, the enterprises are looking for persons who can adapt and can fit in their staffs, so share their values and the culture of the enterprise will be indispensable for their incorporation will be successful.

La entrada The 8 profiles of the TI sector more demanded by the enterprises aparece primero en People first.

5 new challenges in human resources

Adapting to the new situation is a challenge for people management, so maintaining committed and empathetic leadership that seeks the well-being of the team will be critical to its success. How will labour relations evolve from now on? Let’s look at the 5 management challenges you are currently facing:

• To ensure the health and safety of all the people who are part of the team. Over the past few months, health has been at the center of practically all decisions. How can spaces be adapted so that people can work safely? What protective measures will be part of our routine from now on? And what about telework? How do you define which people should telework and how many days a week? In any case, beyond the actions that ensure the health of the employees, the Human Resources departments have to adapt to the new ways of working, looking for the well-being of the employees

• Develop an internal communication plan. If there is one thing that has become clear to us during these months, it is that keeping the entire team informed is essential to building trust. This is the opinion of 49% of the people since this has been the greatest learning of the situation lived, according to a study carried out by Eurofirms Group. Giving visibility to the collaboration and generosity between people in the team will be two axes around which the internal communication strategy should revolve.
• Anticipate changes. What strategy to establish in a situation of uncertainty? Not knowing what is to come can generate insecurity, but it is time to establish a plan of action and anticipate possible circumstances in order to be prepared. Targets will change as events unfold over the next few months.
• Involve the team in the performances. What better way to implement changes than by involving the team? Involving people will help us overcome any challenges, forge new bonds and be a positive reference in times of uncertainty.

• Defining the leadership style of organizations. That people feel that their team leader is willing to help them in any way is synonymous with team well-being. . But what is the best kind of leadership? There are no better leaders than others, but the most appropriate one for each project. In times of uncertainty, a committed leader builds credibility and trust.

Facing these challenges will allow for more cohesive and committed teams and, as a consequence, positive results will come. Are you ready to face the challenges in people management posed by the new reality?

La entrada 5 challenges in managing people arriving with the new reality aparece primero en People first.

From the beginning, you set your goal to bottle happiness in Africa. How does this translate into practice? Is it possible to bottle up happiness? 

Working on a continent like Africa is something extraordinary. We operate in two very different parts of Africa: in the north and in sub-Saharan Africa, mainly in the west of the continent. Africans are very grateful and when they see that there are companies like ours, which not only pursue business but help them to develop, they show it by opening the doors of their homes with humility and happiness. For more than 20 years, Coca-Cola has been part of your life and the red color of our brand is part of your daily life. Yes, it is possible to bottle up happiness! And most importantly, to make it reach every part where there are people who need to feel it!

What is the common denominator in a company where diversity is part of your DNA?

The core of our mission in Africa is to have passion for what we do. Passion allows us to be respectful with the variety of cultures we live with, constantly learn from each other and above all, it allows us to grow as people and professionals!

How do you help the people who work with you and who live in unstable territories, marked by poverty and environmental problems? What kind of CSR initiatives do you carry out to help the countries where you are present? 

The Africa we know is a region that endure great imbalances in such critical and vital aspects as health, schooling and infrastructure. Every year we launch humanitarian actions with other companies that also feel the need to help the continent. We collaborate in providing the logistical and economic means for people to have a better quality of life: access to drinking water, construction of schools, agreements with local universities…

What rule do you take into account when deciding the social and sustainable projects in which you are involved?

Together with the Africa Foundation of the Coca-Cola company, we identified the actions that are priorities for the development of the countries. For example, in 2014 we turned to logistical assistance for the management of the Ebola outbreak in countries such as Liberia, Sierra Leone and Guinea Conakry. Unfortunately, every year there are events that require humanitarian aid and this gives meaning to our principles and culture.

How has it affected the situation we have experienced in your team?

The situation we have experienced has been extraordinary in both senses of the word. I believe that humanity was not prepared for such an aggressive impact as the current virus has been. Our teams have experienced this in a very different way. On the one hand, resignation to a situation that no one in the world could have imagined and, on the other hand, the hope that it would pass as soon as possible. The company has tried to be very near to the people. During the months of the crisis, the priority of our company has been, without a doubt, the safety and health of our people.

How do you manage to spread positivity among the people who are part of a team?

There are no magic tricks I think it is a mixture of two ingredients: communication and transparency. And the result has been a high degree of commitment. Every day we have launched communications that have enabled people to feel valued. I would like to emphasize the importance that the digital evolution has had in our company. With the geographical dispersion we have, you can imagine the complexity of distance management. Thanks to technology, meetings and encounters between people from different countries have been carried out naturally. It has been a great learning for the future.

How do you deal with the changes that this new situation implies?

In a very positive way. It is true that we have very different realities, but I believe that the path is already marked out and teleworking will be part of our organisational model. In the near future we will no longer talk about face-to-face or distance work. We will talk about work, no matter where or when. We must be able to break with the famous phrase: “this is how it was done…”. The crisis we have experienced opens up a world of new opportunities for us in every sense: business opportunities, reconciling our lives, redefining how we want to manage our teams (flexibility, commitment, trust…)

Is it easier to manage change in a team as diverse as yours?

There is nothing complex or simple in life. We are the humans who like to make complex what is simple and vice versa. We may have the technological means, optimize the organizational model… but, in the end, the management of change is caused by people. That is why we have launched a “change management” initiative that involves the entire organization and will help us minimize the complexity of the changes we face.

What do you value most about managing people in a company that operates in 13 African countries?

In my modest opinion, I highly value respect, transparency and teamwork. For me they are the pillars on which I base a high performance team, understanding performance as the motivation of people and their commitment.

And what surprised you most when you started working on the African continent?

A lot of things! The human wealth of Africa and the need to help them in their most basic development. My first trip was to Guinea Conakry and I have to admit that I was very impressed to see that after a 4-hour flight I was in a country so different from what we are used to. It helped me to value life very much, as they showed me that with very little you can be happy.

You have been working at Equatorial Coca-Cola Botlling for over 9 years. What has been your greatest learning experience on a human level?

Getting to know people and cultures has enriched me a lot as a person. Africa has taught me to appreciate life even more, I have learned to give without expecting anything in return, it has taught me to order my priorities in life… In short, Africa is an example of life, happiness and love for the family!

La entrada Xavier Aliaga (Equatorial Bottling Coca-cola): “It is possible to bottle up happiness” aparece primero en People first.

The digital transformation in human resources.

If until now the digitalization was essential for the human resources department, this last months it has converted into something even more essential. The day by day has forced us to adapt ourselves to the new technologies and to change our routines for transform them into something more digital. These are the 4 challenges that we have to face the next months.

• Some persons of your organization are still teleworking? Though the preferent option will be the on-site, some enterprises are offering now the chance of teleworking one day per week, in order to ease the conciliation of the professional and personal life.

But, how to determine which profiles can telework and how many hours or days per week? To ease this kind of choices exists many tools of comprehensive approach to human resources management such as the Blockchain, which allows access to thw whole information of the aspirant and to do an exhaustive tracking of the worker from a same place. This platform even allows to make intelligent contracts that avoid bureaucracy and to ease the sign process.

• If there is something that has been clear this last months is that the internal communication plays ans essential role in any organization. And what will be the next challenge? Offer a personal treatment to every employee that focus their welfare. Feeling well informated and cared is essential to achieve a good experience and this is the key for strategies in personal management.

What tools can we use to achieve a better communication? Hipchat and Podio are some of them. This applications allow to transfer documents, create chat halls and share screens on videocallings and some other functions.

• How can achieve be more effectives in the processes and meetings? With the rise of the telework some enterprises have been forced to stablish a maximum duration of the meetings to achieve a higher effectiveness, though if there is something that is essential to achieve higher effectivenes is to foster a compromised leadership, so it will help us to obtain the best version of every person and to generate a higher compromise in the team.

What can help us to make efficient meetings? Platforms such as Microsoft Teams allows videocallings, share files and work in team on an online way, which ease the management day by day.

• The formation has been so present in the enterprises during the last months, in which many courses and webinars. But, how to create an attractive formative plan? The digital transformation has allowed gamefy some courses for employees, so many formative plans seems like a game. Learn and have fun can go together and for it exists platforms such as Kahoot or Mentimeter which makes the activity more amused.

The changes we have experimented has surged even more the digital transformation of the human resources, so to keep up with it it will be essential to be updated. Is your organization prepared to face the challenges that this digitalization involves?

La entrada 4 challenges of the digital transformation in the persons management aparece primero en People first.