Most companies are not betting on the emotional salary and this could increase labor desertion.

The emotional salary is known in the business world as the greatest non-monetary retribution for a worker, where not only the state of mind in which a person performs his functions, but also the work environment in which he performs, the benefits offered by the company for providing his services, the intensity of the working hours, the leisure areas or spaces offered to the worker, the work team, labor flexibility, among other things, take precedence.

All this is inspiring to accept a job offer or, on the contrary, to go in search of new options.

Well, this important factor at the organizational level has been left aside in a large part of Colombian companies, taking into account an opinion shared by Juan Carlos Ramirez, member of the Board of Directors of the Colombian Federation of Human Management - Acrip, in which he expressed that 74.9% of the firms that are in the national geography do not offer any type of fringe benefits to their workers.

The above represents a sign of alarm at the corporate level, since workers must face high levels of stress in their working days, which represents not only physical exhaustion, but also mental exhaustion, causing low performance in each of their activities.

“The four benefits that organizations pay the most are life insurance with 48.3 %, personal loans with 40 %, casino service (canteen) with 30.4 % and prepaid medicine with 26.3 %. In relation to emotional salary, the benefits most implemented by companies in the country are work at home with 64.5%, flexible start and end times with 53% and days off with 51.9%”, explained Ramirez.

However, there is a company that stands out in terms of emotional salary; it is Compensar, which, according to Forbes magazine, is responsible for promoting the welfare of its workers and families through physical wellness activities, through its gyms, its emotional health program and additionally, an economic assistance that ranges between 35 and 50 percent, in the Complementary Health Plan, which annually impacts about 7000 workers.

How can talent be potentiated?

- Surveys are essential to know the needs of workers, where it will be possible to identify aspects such as: socio-demographic conditions, turnover rate, among other aspects that will allow the human resources area to carry out a strategy to meet these corporate needs.

- It is necessary to develop a portfolio of benefits focused on leisure activities, interaction, disconnection and, of course, the inevitable active breaks during the workday.