BELONG To The World

And what do you think about it?

• WORK
• TALENT
• CORPORATE CULTURE

In the age of the Great Resignation, of the rethinking of workers’ life priorities (well-being coming before work), there is a place in the companies that has played and will play, more and more, a key role in the present and the future of any organization. It is human resources, the department that today has to take on a double challenge: identifying, and attracting talents but also creating paths that can engage new hires, making them an integral and active part of the living being that each organization structure represents. In the latest years many efforts and strategies have been put in place by companies to support the claim of workers to raise awareness on how the well-being of each one and personal satisfaction produce value.

Since it was founded, at Teddy the seed of such a vision had already been planted by its founder, Vittorio Tadei, a man and an entrepreneur who was able to “bet” on and empower people with responsibility. Even before competences and skills, what he looked for was passion, the inner flame that makes people to take the lead in their own job, not just to be mere performers. Today, decades later, Teddy is no longer just a family company, but a multinational corporation, which however has not lost that style. Andrea Prosperi, head manager of People Care department, talks about it. “There is no single word that may describe our corporate culture, but certainly ours is a workplace whose main feature is to encourage personal fulfilment, meaning work as a challenge and not something you are convicted to every day”.

 A value so much big as well as precious and that requires to be nourished and protected every day, always having as a point of reference the human being, their potential and desire for discovery. From this point of view, an open and flexible approach is very useful as it allows “contaminated” careers to be built. “Professional paths can be full of surprises and multidisciplinary and the opportunities to grow within the company are many. We have many colleagues who have experienced an evolution of their own role over the years. Self-realization implies vertical training, the acquisition of new skills, but also the opportunity to discover that what interests us might be something different and new from that we originally thought”, adds Prosperi. Therefore, the possibility to change path, to land unexplored lands, enrich your own experiential background certainly are pull factors giving value to the talent of each one without limiting them within too rigid patterns. As much as transparency and clarity are a pull factor when pointing a path towards its potential turning points and destinations. From this point of view the Company has been implementing the Plans for Growth for some years, which since the first interview applicants are introduced to as to allow them to think about the opportunities that there are today, but also future ones in terms of development of skills and benefits. 

In any way, the rewarding, the expectations of each one still are at the core of the actions of People Care by Teddy, which in the next years will face increasingly greater challenges such as the reduction in the workforce that, in 2035, is going to decrease to five million units, according to some reports. “If a resource becomes rare, it is more difficult to find it, and when you find it, it is essential to retain it. On this we have a strong and clear vision, the Dream that acts as the glue between the action of a single person and the purpose of the Company. People feel to be part of the ultimate goal of the organization and do not experience work as something limited, just for the sake of it. They can link their own dream, professional and family expectations to that of the Company, thus contributing to its success less or more knowingly.

Lastly, the last element of attraction, mainly for younger people who are more intolerant to hierarchies and organization structures, is the high level of informality within the Company. “At Teddy the latest person hired has the opportunity to speak on equal terms and express their opinion with the CEO even just after some months”. Something that may look like paradoxical but it is actually possible in the ecosystem of the Rimini-based Company. This is because you cannot change Romagna genes as well as because  there is a “too important” tradition, impossible to erase. Until he could come to the Company, Vittorio himself never got tired of talking to the latest person employed to ask them, while leaving them astonished: “And what do you think about it?”.