An economic reward may guarantee serenity but not happiness: 70% of employed workers declare themselves unsatisfied. This statement was made by Gabriele Gabrielli, teacher at LUISS, during ‘Oltre la Total Compensation’, the lecture organized by Great Place To Work Italia. Besides the working environment, owner’s reliability, belonging to a team, style of leadership, confidence, autonomy and civilized relationships are the employee’s chief requirements. Those, who think that intangible benefits are at zero cost have got it all wrong, as well as those, who think that people’s behaviours are ascribable to the monetary relation only. However, to know people is essential; basically, made-to-measure solutions should be found. Lilly has achieved this aim and, besides reorganizing the offices creatively, it has developed benefit strategies with its employees in three fields: health, leisure time and family (couples included, both hetero and gay). Sanofi Aventis, too, addresses the person (private life, as well) and health (personal accident insurance for 3000 employees, free check-up, discount on medicines, etc.) and counts on communication, transparency and first-rate offices. Tetrapak offers flexibility, most of all: no clocks and smart working for everyone. Freedom is the core of Welcome Italia that allows its employees a sabbatical year, too. ‘Flexibility in and out’ is InJob’s motto, in both working hours and working space. Smart working, pleasant offices and capability of establishing positive relationships also at ConTe, where its shared values include even fun (with Ministers of Fun, who organize events and parties).

The intangible benefit can have thousand facets, but the unchanged values remain work-life balance, transparency, involvement, confidence, assumption of responsibilities, measuring systems based on objectives, ethical scheme and a common vision: keywords of the new model of leadership.

Are you satisfied with your job?

Is it the monetary benefits that count more or the ‘intangible” ones?

Interactive editorial by Renata Sias