Benefit and compensation
We care about our people and offer welfare plans, benefits and remuneration systems to live and work with enthusiasm.
We value the performance of our people and encourage their well-being and passions.
We have the ambition to provide a positive working environment for our talents, so that they are stimulated to grow and innovate with us. The economic aspect is crucial, which is why we study a merit-based remuneration system . But we go further, because a positive company climate also stems from values such as well-being, a sense of belonging and trust, all part of our corporate heritage. That’s why we have a welfare programme designed to make everyday life easier, to help manage the family and care for children, to support health and educate physical wellbeing, offering many opportunities that relate to free time and individual passions.
We invest in caring for people because we want them to feel proud and enthusiastic about working in our Group.
Remote working: how our work is evolving
To guarantee also flexibility and the respect of our people work-life balance, at the end of the health emergency in 2021 we extended our remote working, adopting a new model.
Our remote working is an agile way of working, in which there are no specific constraints of time or place. Every employee can decide to use the monthly Remote working days on a continuous or split basis, always with the agreement of his manager.
By the new agreement, which can be activated on a voluntary basis and in two ways, weekly or monthly:
- Weekly, for technicians working on networks and plants throughout the country who may opt for remote work up to one day per week.
- Monthly, for all other employees, allowing remote working for up to ten days a month.
A series of practical measures have been identified as part of the agreement, with the aim of concretely improving work-life balance. Each employee will be able to agree with his or her supervisor on the time slot between 8 a.m. and 7 p.m. within which he or she can work and will also receive a “Smart Ticket” for the days when he or she chooses to work remotely.
We not only guarantee greater flexibility but confirm our commitment to protect our people and the individual specificities and uniqueness of each one: for this reason, we added the possibility to take advantage of an additional 40 days of smart working per year to support parenting, to protect fragile individuals and to assist relatives.
Moreover, we also guarantee flexible agreement with employees to further facilitate the work-life balance, such as part-time contract.
In addition to protecting our people, ensuring their health and safety and supporting them in the search for a work-life balance, we have tried to strengthen the sense of community even at a distance, organising activities, training on new digital collaboration tools and events to feel closer to our colleagues and the people we work with every day.
Read Press Release
Engagement of our people
We strong believe that the best strategies, the most effective welfare plans and remuneration systems arise from an active listening to the needs and requirements of the people who will then benefit from them.
For this reason we pay great attention to the opinion of our colleagues and constantly monitor their working conditions, remuneration and the degree of satisfaction with the services offered and the initiatives promoted.
Among the most significant commitments of 2021, we highlight the “La Tua Voce Conta” climate survey, aimed at the entire company population, which recorded a response rate from the Company’s employees equal to 87% (a significant improvement compared to the previous survey and higher than national benchmarks). The survey was aimed at measuring the levels of engagement, identifying the organizational conditions that favor or hinder the positive internal climate and the involvement of people, highlight possible areas of intervention and activate an action plan in favor of all the people of the Group.
Compared to the previous survey, the results showed a significant improvement both in terms of issues addressed (18 out of 19) and in terms of overall commitment (79%), in line with the definitive target within the 2022-2028 strategic plan (81-85%).
The main results
*Focus on Engagement
Breakdown by gender 2021
79% Male 80% Female
Breakdown by Management level 2021
94% Executives 82% Management 77% White collar 81% Blue collar
Breakdown by age 2021
83% < 30 years 78% 31 – 40 years 78% 41 – 50 years
78% 51 – 60 years 80% > 60 years
In order to better understand the needs of the Group’s people and to be able to offer them all the necessary support, in 2021 we also made a welfare survey, also in this case aimed at all employees. The main issues by the survey concerned work-life balance, health, leisure and culture, support for children and family members and psycho-physical well-being. The results obtained guided the Company in defining the new welfare plan (Wellgas) to complete the employee compensation package.
Valuing merit with fair remuneration
In order to attract, retain and motivate our talents, we ensure an appropriate remuneration system in line with the role and responsibilities.
Merit is the guiding principle on which our professional development and career opportunity strategies are based. Our compensation policies, differentiated in relation to performance and professional and managerial skills, are structured to recognise:
- The responsibilities assigned
- The results achieved.
- The quality of the professional input.
- People’s development potential.
The compensation systems are updated based on the comparison with the reference remuneration markets and criteria inspired by meritocracy, plurality, equal opportunity, enhancement of people’s knowledge and professionalism, fairness, non-discrimination and integrity.
From 2021, performance evaluation has been further extended to a broader segment of the company population with the aim of increasingly strengthening the culture of performance, the focus on results and internal meritocracy.