Borja Aranguren, CEO and co-founder of CobeeInflation, teleworking, conciliation and mental health are currently the main concerns of Spanish employees. This is due to the current situation that the Spanish population is experiencing, especially affected by the problems caused by inflation and the rise in prices, and after the pandemic, which has changed the configuration of companies and the way in which they offer their plans. of benefit.
This is revealed by the IV edition of the Profit Trend Reportthe annual study prepared by Cobee, presented yesterday in Madrid by its CEO and co-founder, Borja Arangurenwhich, in addition to analyzing its results, addressed the use that is being made of social benefits, flexible remuneration plans or how the pandemic has affected when implementing them, or the perception that Spaniards have about inflation and how the companies are doing their bit to overcome this situation.
According to the report, which this edition has emphasized on inflation, two out of three companies (66%) have not solved in any way the rise in prices due to inflation to their teams; 22% have promised moderate salary increases for the coming years; 8% have made some kind of income to raise their salary through extra pay; and so only 3% have proposed new benefit plans.
Insurance, booming with inflation and after the pandemic
This, despite the fact that 60% of Spaniards affirm that the first thing that they would improve in their work would be their salary and 46% that they would leave their position if their company does not compensate them for the rise in prices due to inflation, something more pressing among millennials and GenZ, where the claim is 6 out of 10 people. In this sense, there is a generational difference, since what baby boomers value most, however, is having retirement insurance.
Secondly, The pandemic has changed the benefit plans offered by companies in almost 60% of these: 16% have added benefits linked to physical well-being; 15% to benefits linked to mental well-being, such as new health insurance coverage, and 11% to benefits linked to financial well-being, such as pension plans and retirement insurance.
In this sense, a change in the preferences of employees after the stoppage of the pandemic also stands out: 45% of workers say they are now much more concerned with health and well-being issues, despite the fact that this figure is 6 points lower than a year earlier, after the end of the restrictions. It is followed by personal finances, which go from 20% in 2022 to 25%; entertainment (12%) and training (10%).
As far as insurance is concerned, according to the study, in the ranking of favorite benefits for 2023 the first position is occupied by health insurance (49.8%)followed by the pension plan (41.6%), food ticket (33.8%), transport ticket (30.7%), retirement insurance (30.6%) and life insurance (26.2%).
talent retention
Regarding the benefit plans, the most striking data from the study is that 83% believe that offering a benefit plan is a clear sign that the company cares about its teamsAlthough, of the people who do not have any plan, 42% consider that it is precisely due to a lack of interest in the employees; 22% due to lack of budget and 19% due to lack of HR personnel.
