As well as presenting the best practices of French companies, the research also reveals interesting and unpublished data from Portuguese citizens on their relationship with companies.
Comfort zones
96 per cent of respondents identify with their company's mission, objectives and values. Around 90 per cent give a positive assessment to the adoption of new ways of working, concern for the health and well-being of employees and contribution to society. This is the basis for a high-quality relationship. It could even be reinforced by our understanding of "Human Development": citizens are perceived as the most responsible (63 per cent), ahead of the state and schools. Companies come 4th (43 per cent). For those surveyed, three words are top of mind: education, teaching and training. An excellent sign for corporate academies and executive training in a university context (but... only 20 per cent of employees say they receive regular training). First gap.
On the subject of salaries, employees look at benefits in a holistic way, with criteria that go beyond salary, in line with new offers from companies.
This was good news, but it can't hide the trend towards a disturbing detachment.
Warnings
Only 9 per cent of Portuguese people remember good practices developed by their company! In view of all the internal and external communication efforts made by companies (in general), this figure is quite worrying. And it allows us to better understand the results regarding the level of involvement with the company: a large proportion of Portuguese (55%) say they have a medium level of involvement and 16% report a low or non-existent level.
And even worse: only 4 out of 10 employees perceive that companies are concerned with "Human Development", namely by investing in employee qualifications and active diversity and inclusion policies. For the vast majority, corporate responsibility is prioritised as an internal responsibility. This is where companies will have to focus their efforts - better ability to communicate their impacts and, above all, processes of involvement and capillarity of "good practices" so that these impacts are recognised at an individual level.
*Republished with the authorisation of RH Magazine (original version in RH Magazine May/June 2023)
