We promote a people-centred culture, based on trust and responsibility, in which talent thrives
A people-centred culture
At Ferrer, we have our own way of being in the world
We are empathetic, humble, curious and optimistic people;
non-conformist in our opinions;
transparent and open-minded, and we take a hands-on, proactive approach.
We firmly believe that, thanks to our team, we will be able to achieve our purpose.
It is no coincidence that people are one of the three fundamental pillars of Ferrer, under the pillar we call “Great People”.
We foster a culture of commitment to the talent, development and employability of our people.
We strive to be agile, flexible and interdisciplinary.
We promote the holistic well-being of our employees, as well as a respectful, ethical and inclusive work environment, where our professionals can grow and develop personally and professionally in a fair and equitable way.
And on this path, evolution is a constant.
We continue to evolve to adapt to the environment in which we live and to changing needs in order to become the company that we want Ferrer to be.
Our Values
Humility
We know that our actions are not going to change the world, but we want to do our bit and do everything in our power.
Optimism
We think positively and with the conviction that it is easier to accomplish something when you firmly believe in it.
Empathy
We are close people. We can understand what people’s real needs are because we know how to listen and put ourselves in the other person’s shoes, especially when things are not going well.
Curiosity
We seek to grow and improve constantly, always paying attention to what surrounds us.
A great place to work, thanks to our people
Our commitment is that each and every one of the people who work at Ferrer, choose every day to remain with us and to continue to collaborate in and commit to our project and our mission, while growing both personally and professionally, and also increasing their social conscience, generating a positive impact not only on Ferrer’s ecosystem, but also on that of our communities.
Talent Development
For Ferrer, talent development is a priority that encompasses all activities that contribute to the professional development of our people, their employability and their social conscience.
Our aim is to provide the tools and resources they need to expand their knowledge and enhance their skills, thereby improving their professional development and personal growth.
In addition, it is our intention that Ferrer should continue to offer opportunities to raise awareness of different social and environmental issues and to provide spaces for action in which we can make a positive impact on society.
We develop a wide variety of programmes focused on improving the professional development and employability of our teams and accompanying them at key moments in the company. By 2022, we had provided vocational training and skills development training to more than 90% of our team.
The individual’s contribution has a great effect on the future of the company
At Ferrer we know the great multiplying ability that people have for achieving our purpose:
to generate a positive impact on society
Because the contribution of each person in their daily work, their development, results and way of doing things adds up to a series of comprehensive objectives and a common purpose.
For this reason, in 2022 we have further developed our Performance model with the aim of designing a new process that allows us to respond to a challenging business context and to further promote the trust-responsibility dyad.
To this end, the participation of Ferrer’s people has been essential, through their feedback, either by answering surveys or by participating in the co-creation and iteration workshops. Moreover, besides internal opinions, we have also taken trends and best practices into account in this type of process.
With all this in mind, we have designed the Contribution Model, which we will launch in 2023, and which is based on the following pillars:
Simplification
the new process is easy and straightforward, with a clear focus on improving people’s experience. So much so in fact, that we have migrated the process to a new, much more intuitive and flexible technological platform that allows us to track our development and adjust our objectives at any time of the year.
Inter-departmental collaboration
with this model we encourage collaboration and generosity between areas with increasingly comprehensive, shared objectives.
Professional Development
continues to be the central focus, with individual plans that each individual draws up annually. We also empower managers in their role of coaching and developing their teams by encouraging regular conversations about performance throughout the year.
Beta Mindset
this process has evolved by listening to users and their experiences, and we want to continue to do just that. This is why we want the Contribution Model to continue evolving to adapt to the needs of the business and the expectations of Ferrer’s people.
Differentiation and recognition
the new model allows us to differentiate between different levels of contribution and to support, accompany or recognise people on a case-by-case basis.
Throughout 2023, we will roll out this new process, accompanying Ferrer’s people as they adopt this model, with a specific support plan for the different core groups (office staff, sales network, direct labour).
