Edenred Spain

Olga Zografou

Workplace Culture Shaper

Olga Zografou, People Director at Edenred Spain, has worked extensively in talent management and consultancy, working for leading companies such as Schneider Electric and PwC. She is also a graduate of INSEAD and the University of Piraeus, where she studied Economics and Leadership. Thus, Olga contributes to the growth and development of talent within Edenred, making the company a brand that speaks for itself in terms of employee engagement.

In the current landscape, marked by relentless evolution and dynamism, companies face the ongoing challenge of adapting to lead in talent attraction and retention. The widespread adoption of remote work and changes in the social environment have introduced new demands that call for innovative labor models. In this context, successful organizations are those that prioritize two fundamental aspects in their structure: customization and flexibility.

In Europe, the economic environment presents notable challenges, influenced by the distinct characteristics of each country, but with a common trend: the need to personalise the employee experience with bespoke benefits and to offer them an emotional salary as well. In light of these circumstances, flexible remuneration and social benefits emerge as a strategic option not only to economise resources but also to enhance the quality of life of employees and to foster their productivity and efficiency at work. This approach stands out as a fundamental tactic for retaining talent and increasing organisational commitment.

“At a time when the cost of living and team needs vary considerably from one moment to the next, having social benefits provides an adaptable solution oriented towards the well-being of everyone for companies.”

The concept of flexible compensation is based on the idea of offering individuals the opportunity to choose from a range of benefits and compensations beyond their base salary. Among these options, one might find meal vouchers, private health insurance, mobility or childcare services. By allowing teams to customize their compensation package to their own specifications, companies not only meet the individual needs of their workforce but also foster greater commitment and connection with the company, significantly increasing job satisfaction.

At a time when the cost of living and team needs vary considerably from one moment to the next, having social benefits provides an adaptable solution oriented towards the well-being of everyone for companies. For example, in situations where the minimum wage may not be sufficient to cover all basic expenses, the additional benefits provided through flexible compensation plans can make a significant difference in family budgets, thanks to the exemption from income tax.

Furthermore, having fiscal advantages benefit not only individuals but can also yield numerous benefits for companies. By offering a competitive and personalized compensation package, organizations can enhance their ability to attract and engage talent, thereby reducing costs associated with turnover, decreasing departure rates, and improving team experiences.

It is important to emphasize that while flexible compensation can be a powerful tool for improving workplace well-being, its successful implementation requires a strategic approach and clear communication. Companies should work closely with their talent management teams and employ suitable technologies to ensure effectiveness and transparency in managing flexible benefits.

Flexible compensation emerges as an innovative response to the economic challenges and changing needs of individuals in Spain. Thus, flexible compensation emerges as an innovative response to the economic challenges and changing needs of individuals in Europe. Everyday actions such as choosing a menu in the office, commuting to work, or dropping children off at daycare become accessible solutions that allow organizations to comprehensively support their teams in their daily lives.

Therefore, companies that adopt this strategy not only improve the satisfaction and engagement of their teams and their commitment, but also strengthen their competitive position in the market, making them more attractive to talent.