Fireside Chats

Fireside Chats

Diversity and inclusion, differentiating factors?

‍Defining “diversity and inclusion” is a Herculean task when it comes to reaching consensus. But destiny mixes with the path, and in the path there is a shared will: to build something bigger and better.
Fireside Chats

Will the talent war lead to an increase in salaries?

The factors for attracting and retaining talent are increasingly diverse and go beyond salary. One thing in common? Personalisation.
Fireside Chats

From the great resignation to the great retention: how to get employees to say "I want to be here"

‍Described for the first time in the US, the phenomenon of the great resignation is characterised by mass layoffs. Leveraging development, promoting internal mobility in organisations and preventing someone from being left behind are some of the strategies recommended by experts.
Fireside Chats

Salary transparency: how, when and why?

Finland announced that it is preparing a law that allows citizens access to the salaries of their co-workers whenever they suspect discrimination. Transparency, also applied to salaries, is a tendency to reduce inequalities: in which stage are we in Portugal?
Fireside Chats

Flexible benefits: what are the biggest challenges?

Size, diversity and sector are some of the characteristics to take into account when defining the offer of flexible benefits in your company.
Fireside Chats

"Benefits Revolution": the revolution we can call ours

If there were doubts that we are witnessing a revolution at work - and in life in general -, also materialised in the way companies pay their employees, all of them disappeared in yet another ReFLEXions by Coverflex. In “Benefits Revolution: how much is flexible compensation worth in attracting and retaining talent?”, Eduardo Andrade, João Chainho and Pedro Albuquerque shared experiences and knowledge about what they have seen, over the years, in the national technological market, and in particular in the way talent behaves during recruitment and in companies' day-to-day.
Fireside Chats

Remuneration: where does the emotional salary begin?

The definition is vast, experts assure. Emotional salary is defined by how employees feel motivated and involved with the organisation and describes much more than the remuneration paid by each company to its people as a reward for their work. Gym classes, yoga classes, a comfortable office, remote work budget, team activities or informal get-togethers are often drivers of better involvement of people with organisations, creating a culture of cooperation and collaboration that raises the emotional salary every month.
Fireside Chats

Which new employee value proposition should be offered to capture talent?

Salary is no longer the only condition for attracting and retaining talent in companies. Monthly remuneration is insufficient to keep talent motivated and involved and it is more and more complemented by personalised offers, adapted to each person and each phase of their lives.