Heat the chair isn't productive

In the Nordic countries at 1700 hours the lights are turned off of the office. If any of the employees was still in his wheelchair, you must have a compelling reason. The work day is scheduled to work intensively to change and get a balance between personal life and professional life. In Spain have already begun to establish flexible schedules, which give a margin of several hours in both the input and output, also works part-time work or the remote from home. But unlike what happens in countries such as Norway, it continues to value the presentism management. Spend long hours in front of the computer is well seen.

One of the challenges in Spain is to ensure that companies deploy "timetables sound", which means flexibility in the access and exit, a maximum of 45 minutes to eat and that the day does not end later than 17 hours, defends Ignacio Buqueras, president of the National Commission for the rationalization of the Spanish times. These measures increase productivity between a 11 and a 15% and significantly reduce the expenses of the companies (including energy), according to estimates of this agency. "Presentism management is very rooted in our conception of the work. It is a great mistake and should be replaced by practices that promote efficiency," he emphasizes.

The balance between work and family life is basic for this Norwegian company and therefore their employees enjoy five weeks a year for holidays. Something that raised hackles among their workers on the other side of the Atlantic and that finally calmed down with a covenant: only depend three weeks and for that reason would be charged more than the rest of their colleagues in the Scandinavian headquarters.

In Spain companies such as Iberdrola have taken a step forward in terms of the rationalization of working hours. In 2008 agreed with your template, some 9,000 workers, universalize the day intensive and work of 7.15 to 14.50 with 45 minutes of flexibility in entering or exiting. According to data from the company itself, have improved the productivity; earned more than half a million hours of work per year; reduced 20% absenteeism and a 16% reduction in work-related accidents.

As companies in the technology consulting firm Neoris, with more than 3,500 employees worldwide (750 in Spain), timetables are not fixed; it is high time we measured to workers by objectives. "There are many companies in which no one tab. Import the results and encourages self-management," says the vice president of the company in Europe, Middle East and Africa, Peter Smirnoff. Dumps are now in the "welfare" of its template and passed to them surveys to measure their degree of satisfaction with the heads, the luminosity of their places of work, the noise or the salary. Its intention is to have its employees feel that they are concerned about them. "It has already said Napoleon, a soldier motivated voucher for three," adds Smirnoff.

In addition, they have hired a number of services to "make life easier," as one of laundry in the same location, or the well-known nursery tickets or restaurant, with which the company pays in species and the workers pay less INCOME TAX. "We schedule activities outside of the office such as racing to promote team building(teamwork). In the work environment is more self-conscious. When you exit, there is talk of other issues, is created camaraderie and trust." There is no economic return. "It is an investment in the happiness of the workers," trench.