Alma participates in the XXVI National Family Business Congress sharing its people-centered initiatives

Alma participates in the XXVI National Family Business Congress sharing its people-centered initiatives

Bilbao brought together more than 600 people at the most important annual event of the family business, which this year was held under the theme “The Strength of People”. Alma Carraovejas had the opportunity to present the different actions we carry out to promote talent and improve human capital.

Together with 17 other Territorial Associations, linked to the Instituto de la Empresa Familiar (IEF), we collaborated in the preamble to the congress with the presentation of the project “Commitment to People: 18 Talent and Inclusion Initiatives”. This document contains proposals focused on people, in areas such as training, personal development, the fight against social exclusion, family reconciliation, the promotion of the birth rate, solidarity and talent, among others.

During the day, Pedro Ruiz had the opportunity to participate in the inaugural round table: “Family Business and Talent: Strategies, Strengths and Challenges”. Together with Manuel Domínguez, CEO of Mayoral, Salvador Palmada, Office Manager of Spencer Stuart, Pablo Sagnier, partner of Egon Zehnder and Javier Ormazábal, president of Velatia, we were able to develop and make known among the attendees our commitment to the search for and continuous improvement of labor and personal well-being.

“At Alma, the backbone is the fivefold bottom line: in addition to the traditional dimensions of economic growth, society and the environment, we add people and ethical governance. In this way, we are determinedly demonstrating that people are strategic at Alma. We have spent years of rapid growth, new challenges, embracing new projects and welcoming people to our shared common dream, also saying goodbye to some who have accompanied us… and concluding that our uniqueness, the sustainable future of Alma, must grow from the essence that has brought us here; the values, the vision, the care, but at the same time we must provide structure to sustain this growth with coherence. This is how we co-created our people management model”, explained Pedro Ruiz during the congress.

Fifty initiatives involving improvements in the quality of employment, with medical insurance, canteen service for employees or the promotion of activities and training for the promotion of health and well-being; temporal and spatial flexibility, with the implementation of a continuous working day and the teleworking plan, among others; support for employees’ families, with paid leave for very serious illness of a first-degree relative or for accompanying children to school activities; personal and professional development, with actions such as language training for all employees, leadership program, annual coexistence trip or specific continuous training for each functional area; or equal opportunities, with a protocol for situations of sexual harassment, gender-based harassment and moral harassment or mobbing or agreements with non-profit associations and special employment centers.

Competence:

From the care in an ecosystem of “security” we walk firmly to the competition. We like the statement that says “Maximum respect in the personal and deep demand in the professional”, we do not stay in empty care, that would be paternalistic but we work every day, to give each colleague their best space in the organization in their role and position. We challenge their growth based on their strengths and Alma’s challenges. Questions such as What do you want? What can you do? and What do you need? articulate our development conversations, which seek to channel development, growth and capabilities of all. Personal development first, then professional development, is another of our mantras at Alma.

Commitment:

The natural consequence of proper care and competence will generate happiness and positive development in the person, which will lead to commitment. Knowing the engines that move the satisfaction and motivation of our teams leads us to a new paradigm in people management, and it is from there that our collaboration with Dathum was born, to be able to quantify with data, all this philosophy, all our feelings. Today it is a little more a reality in Alma to be able to generate in people a sincere identification and commitment to the project. To nurture and make this commitment last, this happiness of our teams gives Alma a sense of purpose, trying to do as our eagle does, to positively influence the ecosystems where we are present.

In short, being EFR responds to a new socio-labor and business culture based on flexibility, respect and mutual commitment. And we will continue to work constantly to find ways to achieve the best balance between the triangle that forms the personal, family and work life of all the people who are part of Alma.