As soon as the pandemic-related entry restrictions are lifted again, people are increasingly drawn to foreign destinations. Many people are now aware that they leave behind a large ecological footprint and accept CO2 compensation. Since many long-distance journeys also lead to countries of the Third World, a social component is added to the ecological component. Meetchangemakers.com has recognized this and proposes a "social compensation" fee to make long-distance travel more socially responsible in this way. More than that, the social compensation would benefit a so-called changemaker and his cause. At the same time, the traveler would have the opportunity to meet the changemaker and get to know his social initiative - hence the name "Meetchangemakers".

Socially responsible long-distance travel - and formative experiences

Meetchangemakers sees itself as an NGO that "does something different" to make a difference in the world. A pilot project has now been launched in South Africa. There, Changemakers include a cancer survivor who became an agricultural pioneer to feed her community, or a graffiti artist who transforms neglected neighborhoods and gets children off the streets through creative art. Other inspiring changemakers include programmers for disadvantaged children, environmentalists, reformed gangsters, and human rights advocates, all with very unusual stories.

The fact that South Africa was chosen for the pilot project is no coincidence. François Rüf and Gisela Piercey from Switzerland are behind Meetchangemakers. Piercey has lived in South Africa herself for the last 16 years and through the project she can give something back to the country that has shaped her life. She comes from the travel industry and has found a way to use tourism to support the Changemakers.

It's time for "social compensation

Social compensation can easily be implemented as part of companies' social investment budgets - to ensure that their travel expenses have a positive social impact. The meetchangemakers.com platform is therefore calling on philanthropists, travelers and the general public to visit their website to learn more about the people their pilot project supports. There are several ways to get involved - from financial contributions to volunteering to raising public awareness.

www.meetchangemakers.com 

Experts from Savoy Stewart, a leading real estate broker and commercial property expert based in the heart of London, have tried to find out the biggest trends for office designs in 2022. To do this, they scoured thousands of Pinterest boards dedicated to numerous styles of office design. Based on the number of images pinned for each style, it was possible to predict which styles people are currently most interested in and which they are likely to incorporate into their workspace in the near future.

Minimalist, classic, Scandinavian: the top 3 office designs 2022

The most popular office design of 2022 is expected to be the "minimalist designed office" be, with a whopping 273,028 pins across all boards on Pinterest. A minimalist office without clutter provides an airy environment where you can focus perfectly. The "classic office" is in second place on all Pinterest boards with 179,931 pins. Some people may think that classic office worlds are outdated, but they are probably wrong with this assessment. After all, classic aspects will return in office designs in 2022 due to people's interests. In third place is the "Scandinavian office" With 162,972 pins across all boards on Pinterest. Similar to the minimalist style, a Scandinavian styled office offers a clean environment with a touch of nature.

Only at the back of the pack: Smart and ecological offices

The "modern office" is in fourth place on Pinterest with 147,590 pins. It is usually achieved by choosing cool colors, simple designs and soft textures. A "smart office" in turn, is perfect for tech-savvy employees who prefer to let technology simplify their lives. With 143,065 pins across all Pinterest boards, smart office design is the fifth biggest trend predicted for 2022.

In sixth place is the "colorful office" with 81,290 pins, followed by the "Art Deco Design" With 49,223 pins on all Pinterest boards. The "Eco-Office" is in eighth place with 47,899 pins. With organic, natural elements and a touch of green, an eco-friendly office might be just what our planet (and all the people pinning this design on Pinterest) needs right now.

In ninth place is the "Loft office" with 30,713 pins. Loft offices are characterized by a modern urban style, which can be seen by means of an abundance of open spaces and industrial elements in the interior. The tenth biggest trend for office design in 2022 is the "Pop Art Office" with 25,007 pins on all pinboards on Pinterest.

Source: Savoy Stewart Ltd, London

42 young professionals between the ages of 18 and 22, all of whom have successfully launched their careers with an apprenticeship, will represent Switzerland and their professions at WorldSkills in Shanghai from October 12 to 17, 2022. 40 names in the Swiss line-up are known a year before the grand opening, with only the plumbers, heating engineers and carpenters to be nominated in the coming weeks. So far, the team includes 32 men and 8 women from 15 different cantons, with French-speaking Switzerland represented by 6 competitors. In three disciplines (landscape gardener, automation technician and industry 4.0) teams of 2 compete, accordingly Switzerland is represented in a total of 39 competitions.

EuroSkills participants bring the "spirit of Graz" to the team

For the first time ever at a WorldSkills mission, no fewer than seven team members bring experience from international championships. European champions Yunus Ruff and Silvan Wiedmer (Industry 4.0), Mario Liechti (Electronics Technician/2nd in Graz), Gil Beutler (Polymechanic Automation/2nd), Susan Wildermuth (Decorative Painter/3rd), Adrian Büttler (Plasterer-Drywaller/3rd) and Jan Meier (Constructor/4th) will carry the "spirit of Graz" into the Swiss WorldSkills team.

Intensive preparation ahead

The country's best young professionals have been recommended for the national team during the SwissSkills Championships and - depending on the profession - in other selection procedures carried out by the professional associations.

In the coming 12 months, the professional champions now face an extremely intensive, but also personally and professionally formative preparation period. The nature of the preparation training is as varied as the 39 different competitions in which Switzerland will be represented in Shanghai. What all participants have in common is that only with a lot of diligence, sacrifice and determination can the dream of the desired medal become reality. When the Swiss team marches in with the Swiss flag at the big opening ceremony in a year's time, the team members will each have an average of around 1000 hours of preparation behind them.

Experts support professional champions

For the subject-specific preparation, the talented professionals can count on the support of their experts nominated by the professional associations, who generally coordinate the training program very closely with the employers and can count on their great support. The preparation program also includes physical and mental elements, as well as performance and media training. Team cohesion and the exchange of experience among the 42 competitors are promoted during 6 team weekends.

"The next year will be very intense for our National Team and will require a lot of passion and perseverance. But first and foremost, the path that our team members now have ahead of them until a year from now is a unique, priceless further education and school of life with many highly emotional moments," explains Martin Erlacher, the technical delegate of SwissSkills.

You can find more information here: www.swiss-skills.ch/shanghai

In listed companies, the dismissal of top managers is often published as an ad hoc announcement: Relevant media then speculate about the background, objectives and meaningfulness of the measure. It is much less frequently discussed what such a dismissal means for a top manager and how companies can effectively support their managers in the separation process.

Because that's exactly what they should do - both out of a sense of responsibility toward the departing executives and in their own interests. After all, a tough separation dispute can be expensive and protracted, and in the end it harms everyone involved - the people affected and the company. It is therefore worthwhile, particularly in the case of top executives, to fulfill one's corporate responsibility and duty of care even after a dismissal.

First the lawyer, then the shock

It doesn't matter whether the company is realigning itself or whether an unwelcome internal competitor has won the decision-makers over to his side: An unexpected dismissal is perceived by most of those affected as a great injustice. Unsurprisingly, the first thing they do is contact their lawyer. And that's a good thing, because a close examination of the contractual agreements and the current situation is essential in such a situation. In addition, a competent employment lawyer can still optimize the terms of termination and demand sensible additional benefits. This can include, for example, competent top management outplacement support, which assists the person concerned in this difficult phase with advice, intelligent strategies and excellent contacts. Such an offer can, of course, also come from the responsible company itself.

Economic concerns at the highest level

Of course, top executives also receive top salaries. A top manager will therefore certainly not immediately end up in the poorhouse - also thanks to usually generous severance payments. But even at this level of income, a certain discomfort sets in when the regular payments fail to materialize. This is because personal lifestyles and the obligations that need to be met have often developed in parallel with the increase in salary. These habits and liabilities cannot be easily reduced. This is why top earners are rarely unimpressed by the loss of their high-paying position, even in financial terms.

Sudden silence

But the psychological effects are often much worse: Just when they were needed, highly respected and courted, a dismissal of top managers means far more than just a job loss. Often, the shock extends far into their private lives and shakes the foundations of their personalities. After all, performance- and career-oriented personalities have a particularly hard time dealing with a sudden loss of significance. Friends and family also often react with irritation when a successful person, who until then had been extremely focused on his or her career, suddenly spends his or her days waiting dejectedly for phone calls. Sometimes, top executives who have been recalled can become downright lethargic. This also has to do with the fact that they often have no experience with such setbacks, because their career had been reliably on a steep upward trajectory up to that point.

No blind actionism!

But beware: Even supposedly sensible initiatives with which those affected try to take their fate into their own hands - as they are accustomed to doing - can have an extremely counterproductive effect. For example, many top executives believe that their good network and excellent qualifications will make it easy for them to find a new job on their own. Consequently, they pick up the phone, call their valuable contacts and - still under the strong impression of the experience - report the dismissal. Not infrequently, they also complain a bit and wash their dirty laundry. Unfortunately, such conversations do not lead anywhere, because neither curiosity nor solidarity nor pity are motives for entrusting someone with a new responsible task in top management.

A new and good legend must be made

An experienced and qualified consultant knows how important it is in such a situation to turn the defeat suffered into a success story. He supports his clients in developing a new, positive and exciting legend that credibly underpins their attractiveness and competence for new leadership tasks. And this is not simply a matter of making up a story. Rather, it is important to accompany the person concerned comprehensively, to bring his personality holistically back into balance and to develop, together with him, a new, forward-looking career strategy.

Not a case for the application portfolio

Exciting top positions in attractive companies are not advertised on Stepstone, and a conventional application does not help here either. A combination of systematic job hunting and referral marketing is therefore important. The goal is to transport a top executive to a suitable new position. For this to succeed, a consultant should have an excellent network and a very good reputation in the top echelons of business. In this way, he can draw the attention of prospects or advisory board members to his client and set the "advertising drum" in action as quietly as efficiently. The effectiveness of this approach is demonstrated not least by the fact that top managers without accompanying consulting spend an average of 9 to 12 months without a job, whereas with appropriate support they have already found a new position after 3 to 6 months. Ideally, such consulting only ends when onboarding has also been successfully completed.

Conclusion: Dismissal of top managers does not leave them unscathed

When top managers are unexpectedly recalled, it is not unusual for their whole world to come crashing down. The loss of the job is accompanied by feelings of loss of significance, economic anxiety and helplessness. This can have a lasting impact on the personality, but also on relationships with partners, friends and families. Companies are well advised to avoid the effects of understandable anger and despair and protracted legal disputes by supporting those affected with appropriately designed counseling to cope with the situation and find a suitable new top responsibility very quickly.

Checklist: What to do when top managers are dismissed

Top managers who have been dismissed face a major new challenge. What they should do in this difficult situation - and what to refrain from doing:

What to do:

• Find allies and new contactsInternal and external networks should always be cultivated. Because allies in the company sometimes see the change coming before the top manager suspects anything. After the dismissal, it is important to establish new contacts in order to keep an ear to the market.
• Financially secureThe loss of a job, even with top salaries, leaves a hole in the household budget. It is therefore important to make provisions and secure the financial situation while resources are still available. The exit negotiations should also focus on an appropriate severance package.
• Complete ongoing projectsWhat has been started should be finished. The farewell should be well organized, recalled top managers should "collect" their deserved recognition.
• Search new activities: Time with the family, hobbies or involvement in honorary offices, associations or committees give executives a meaningful task in the time of upheaval.
• Involve external advisorsProfessional career counselors provide support through individual coaching and also offer concrete help in the application process. Exchanging ideas with others who have had similar experiences can also help in coming to terms.

This is something to avoid:

• Emotional communicationAnger and verbal blows are of no use - on the contrary. If you want to fall back on your former employer as a credible reference, you should curb your emotions and remain professional.
• Arouse compassionNo one has ever been elevated to a management position out of empathy. So going down the pity route in your own professional network won't get top managers who have been recalled any further. Instead, they need to emerge from the crisis in a strong position.
• The others are always to blameThere is always a reason for dismissal. This does not necessarily have to lie in the incapacity of the top executive. Rather, the company can also change. Nevertheless, dismissed top managers should check where they may have made mistakes - and learn from them for the new position.
• Falling into lethargyAnyone who is used to being needed at work most of the day will fall into a deep hole after losing their job. However, those affected should quickly find their way out of this state and also accept help from their (personal) environment.
• Blind actionismAfter being dismissed, top executives should take their time and not pick up the phone themselves to find a new job. The storm should first calm down, external support by e.g. career consultants should be consulted.

Author: 
Dr. Eckart Eller is CEO of the EL-NET Group. https://www.elnet.group/

The initiative "Best Retail Cases Switzerland" creates a common interface between solutions, providers and customers. It is marketed by Innovation World Switzerland and ming agentur ag. Collected future-oriented Swiss retail and eCommerce cases are shown on the platform. The aim is to impart knowledge and present innovative applications for the retail sector using concrete examples. Various online and live events are held throughout the year. An award is also presented.

Year-round online retail storefront and webinars

"As a result of increasing digitization, the retail industry is undergoing rapid change. With Best Retail Cases Switzerland, we want to show these changes in concrete terms. Innovative omnichannel models, smart technologies, creative design and networked systems are to be given their own showcase, so to speak," explains main initiator Ewa Ming. The focus is not only on presenting exciting cases, but also on being a contact point for events and networking throughout the year. Thematic webinars starting in March 2022 will present trends and best cases.

Best Retail Cases Award for the best cases in Switzerland

The best cases will be honored for the first time with a separate award in various categories on December 7, 2021. From now on, providers, retailers and manufacturers can submit their cases that have already been used in practice. Subsequently, users will have the opportunity to vote for their preferred solutions. These votes, as well as the jury's evaluation, will ultimately determine the winners of the award.

Further information can be found at https://bestretailcases.com/ch.

Six out of ten respondents to a representative survey expect the Internet and technology to create new jobs. In view of such prospects, the fundamental attitude toward digitization remains positive. The fifth edition of the Oliver Wyman study "Switzerland's Digital DNA" is published as part of digitalswitzerland's Swiss Digital Day.

More than half want to develop digital skills

The restrictions associated with the Corona pandemic have accelerated digitization in Switzerland, as in many other countries. However, this also results in a need to catch up, as the fifth edition of a representative survey conducted by the international strategy consultancy Oliver Wyman with around 1,500 participants shows. According to the survey, 44% of all respondents want to further develop their technological skills. This desire is particularly pronounced among younger people. For 20% of all respondents, on the other hand, the first thing they want to do is familiarize themselves with new technologies; this is mainly expressed by older people. Overall, 76% of the Swiss population expressed a desire to learn. Professionals in particular are very aware of the growing importance of digital technologies. Thus, 62% stated that the Internet and technologies create jobs for people. However, a good one in five survey participants fear that they will not be able to keep up with the pace of technological progress; this applies in particular to workers in the hospitality industry, retail and public administration.

Digitization facilitates lifelong learning

"The majority of the Swiss population is no longer satisfied with their digital status quo," observes Nordal Cavadini, Partner at Oliver Wyman. "After the pandemic experience, people want to use digitalization more for themselves and actively shape it." If employers want to retain skilled workers, they should embrace this desire and upskill their employees themselves or financially support their willingness to learn. The advance of e-learning is making training easier. According to 75% of those surveyed, the Internet and technology simplify the learning process.

Diana Engetschwiler, who is responsible for Swiss Digitaltag, an initiative of digitalswitzerland, says: "The digital sovereignty of the Swiss population has been the focus of Digitaltag since the very beginning. The digital transformation can only be shaped if people are involved in the digital transformation. The concern of the national Digitaltag is to involve people in the open discourse about the transformation and to offer further education to spark self-initiative for lifelong learning."

The Swiss also see the benefits of ongoing digitization in other areas of life. Internet and technologies simplify mobility planning for 80% and democratic participation opportunities for 68%. In view of such advantages, three out of four respondents see digitization as an opportunity for Switzerland. The Swiss are particularly open to change in the healthcare sector. Six out of ten respondents say the Internet and technologies are already helping them to live healthier lives. Kolja Dutkowski, Principal at Oliver Wyman and digital expert, urges haste: "Digitization is a huge opportunity for the healthcare sector to personalize the current offering and increase efficiency. The sooner stakeholders make tangible progress, the greater the opportunity to reduce reservations."

Reluctance to share data with tech companies and online retailers

Across all industries, the Swiss population trusts hospitals, doctors and health insurers more than any other industry when it comes to sharing personal data. According to the survey, this applies to 69%. Otherwise, the respondents only rate their banks and the scientific sector (universities, colleges, research institutes) similarly positively. By contrast, distrust prevails above all toward online retailers and technology companies. Only 24% of respondents have confidence in these high-growth sectors of the economy; 56% lack it. For domestic online retailers, however, the survey also contains a positive message: they were able to profit more from the pandemic-related increase in purchases via the web than foreign competitors.

The topic of trust and the associated restrictive handling of data will continue to occupy companies. 61% emphasized that they are reluctant to pass on data to third parties.
would pass on. The continuing skepticism results, among other things, from concerns about cyberattacks. A good 70% of the Swiss population assume that the Internet and technology will lead to an increase in cybercrime. Oliver Wyman industry expert Dutkowski calls on the business community to act: "In the digital age, data is of central importance. Those who want to use it must guarantee their customers the highest security standards and communicate transparently."

When it comes to protecting their data and the further spread of digital technologies, however, the Swiss do not want to rely on companies alone. The majority of respondents still believe that increased regulation of the technology sector is necessary. Oliver Wyman partner Cavadini calls for greater dialog: "Politics and business must find a good balance of different interests so that the next stage of digitization succeeds." The willingness of the Swiss population to go along with it is definitely there; this is also shown by the current survey.

Source and further information: https://digitaltag.swiss/

The sponsor and initiator of the Prix SVC Nordschweiz is the Swiss Venture Club, an independent, non-profit association for the promotion and support of SMEs in Switzerland. With this award, it honors exemplary SMEs in the region that impress with their products and services, their innovations, their corporate culture, the quality of their employees and management, as well as their sustainable track record and regional roots. The award ceremony of the Prix SVC Nordschweiz 2021 will take place on November 25, 2021 at the Congress Center Basel. The event is expected to attract 1200 guests from business, science, politics and culture. The award ceremony will be hosted by Dani von Wattenwyl.

The finalists for the Prix SVC Nordschweiz 2021 are once again six impressive success stories from the cantons of Basel-Land and Basel-Stadt and Aargau:

• alltech Installations AG, Muttenz: alltech Installationen AG was founded in 1997. Domiciled in Muttenz and with a branch in Arlesheim, alltech Installationen AG today has around 200 employees and is one of the leading installation companies in northern Switzerland. The company's success is based on its proven service and expertise in the areas of sanitary installations, heating, industrial and refrigeration systems, energy systems, boiler service and 24-hour service, according to a statement. The company is managed by CEO Mauro Fusco. www.alltech.ch
• IfA Institute for Occupational Medicine AG, Baden: The ifA Institut für Arbeitsmedizin AG is a comprehensive provider of services for health in companies and for private individuals with different specialties such as general medicine, occupational medicine, physiotherapy, psychotherapy, cardiology, gynecology, pediatrics. The ifa was founded in 1995 as an outsourcing of the company medical service of ABB. Today, ifa comprises five business units: Practice, Occupational Medicine, Health Centers, Workplace Health Promotion and Telemedicine. The company is managed by Dieter Kissling, owner & CEO, and employs 120 people. www.arbeitsmedizin.ch
• MEDGATE, Basel: Since 2000, Medgate has been operating the Medgate Tele Clinic, the largest medical telemedicine center in Europe. Patients are advised and treated around the clock by telephone and video. For on-site consultations, patients also have access to the Medgate Mini Clinics and the doctors and clinics of the Medgate partner network. Medgate employs 500 people at four locations worldwide. The services are easily accessible, uncomplicated and comprehensible for patients. The company is managed by CEO Andy Fischer, MD. www.medgate.ch
• Monopol AG, Fislisbach: Since its foundation in 1947, Monopol AG has been producing facade paints, industrial coatings and corrosion protection for steel, aluminum and plastic. The coatings from Monopol AG are used around the globe by renowned architects. The family-owned company employs around 160 people at its sites in Switzerland and India. The company is managed by owner and CEO Lionel Schlessinger. www.monopol-colors.ch
• revendo AG, Basel: revendo AG is a Swiss company headquartered in Basel. Since its foundation in 2013, revendo has been working against the ever-growing mountain of electronic waste with its upcycling concept. Within the last seven years, in addition to the online store, nine branches have been opened in the cities of Basel, Zurich, Bern, Biel, St. Gallen, Lucerne and Winterthur. The concept of revendo focuses on the reuse of Apple and Android products to strengthen sustainable use and keep the devices in circulation longer. Before the purchased devices are offered for sale again, their performance is improved by making small technical improvements and replacing components. The company employs around 120 people and is managed by Aurel Greiner, VRP & CEO & major shareholder and Laurenz Ginat, CEO. www.revendo.ch
• Robotec Solutions AG, Seon: Robotec Solutions AG is one of the pioneers in robot-based automation with locations in Switzerland, Germany and China. With the experience of more than 700 realized projects for various industries, the company is a leading pacesetter in robot system construction. Robotec Solutions AG was founded in 1983 and today employs 55 people. Sustainability is very important to the company: It uses only electricity from renewable sources, and attention is paid to environmentally friendly procurement principles and optimal recycling. Robotec Solutions AG is managed by owner & CEO Nick Koch. www.robotec-ag.com

The world of work is changing. It is becoming increasingly important for companies to actively promote the health of their employees. This makes them attractive to the highly sought-after skilled workers. Petra Keel, Managing Director of the newly founded Forum BGM Zurich, also knows this. "As we all personally experience, the working world is changing. The pace is getting faster, the tasks more complex and the processes more digital," she observes. This development is being exacerbated by the pandemic, and it is not leaving all employees unscathed. According to Health Promotion Switzerland
three out of ten employees report stress at work. Almost the same number are emotionally exhausted. Absences from work due to burnout are continuously increasing. "We would like to counteract this trend with the Forum BGM Zurich. Because work can provide security, structure, identity and self-confidence and thus promote health. In companies, this requires a health-promoting organization, leadership and culture," explains Petra Keel.

Strengthening the working population

On behalf of the Health Department of the Canton of Zurich, Prevention and Health Promotion aims to strengthen the health of employees and thus also Zurich companies. For this reason, Prevention and Health Promotion has created the Forum BGM Zurich. The Employer Zurich VZH, the Commercial Association Zurich, the Suva and the SVA Zurich could be won as additional sponsors of the forum. Thanks to this cooperation, the Forum BGM Zurich operates close to practice, integrates existing expertise and is well networked. The Forum is also independent and not profit-oriented.

Information from theory and practice

The new Forum BGM Zurich offers companies various services. On the knowledge platform www.bgm-zh.ch managers, HR specialists and people responsible for workplace health management will find practical know-how and tools, as well as new examples of companies from the canton that are implementing workplace health management in their day-to-day work. "Many companies imagine BGM to be something large and complicated," Petra Keel notes. "Even with individual smaller measures, such as the introduction of work sequences without interruptions or targeted return-to-work talks, companies can create an initial sustainable and positive effect."

Forum BGM Zurich networks via events

To enable companies to network and share and expand their know-how, Forum BGM Zurich organizes experience exchange meetings several times a year. "Companies that are at a similar point are usually struggling with similar problems. Supporting each other and looking for solutions together can simplify many things and get them going," says Petra Keel. Martin Hirzel, President of Swissmem, also emphasizes: "Companies need good networks that offer support. That also includes workplace health promotion."

At half-day focus events as well as online impulse events, megatrends such as "health" and "new work" but also very specific topics such as "safety on construction sites" are presented and discussed in collaboration with experts. "In the canton of Zurich, there are excellent specialist offices on health-related topics. It is very important to me that we involve them and make use of synergies," says Keel.

BGM as a worthwhile investment

Investing in occupational health management pays off. With health-promoting measures, companies can increase their attractiveness on the labor market and thus keep up with the competition for skilled workers. Occupational health management increases employee satisfaction, motivation and performance, as well as their loyalty to the company. Since a well-implemented health management system reduces absenteeism and employees generally return to work more quickly after an illness, companies can save up to twenty percent of absenteeism costs. "Especially in turbulent and unsettled times, it is worthwhile for companies to invest resources in occupational health management. After all, healthy and committed employees make a significant contribution to the company's success," emphasizes Hans Strittmatter, Head of Employers Zurich VZH.

The Phoenix Award for Long-Term Swiss Entrepreneurship will be presented for the second time after its premiere in 2020 and honors Swiss SMEs that have mastered the continuity of their company for a century or more by means of successful succession planning. The aim is to give them the visibility and the "stage" they deserve.

In business for 100 or more years

SMEs that have successfully ensured the survival of their company over such a long period of time have already had to overcome several crises such as world wars and economic crises and rise anew like the "Phoenix from the ashes". Potential prize winners are therefore Swiss SMEs that are celebrating their hundredth "birthday" this year or have been entered in the Swiss Commercial Register for one hundred years. From these companies, an expert jury and a jury advisory board with representatives from science, entrepreneurship and the media determine the winner of the Phoenix Award in a multi-stage process. The evaluation focuses on the companies' innovative and disruptive capabilities, their team performance, and their contribution to society and the national economy.

The prize was created by the initiative, which has been in existence since 2018, of the Successor bus.ch. This is a unique information campaign for SME entrepreneurs on the subject of business succession. Since its launch, the Nachfolgebus.ch initiative has received cantonal support from the Office of Economic Affairs and Labor of the Canton of Zurich.

Fratelli Matasci SA makes a contribution to society and the economy

The jury's decision in favor of Fratelli Matasci was particularly influenced by the fact that the company plays an important role both as a pioneer of Ticino Merlot throughout Switzerland and as a major customer of Ticino winegrowers and thus as a promoter of the preservation of winegrowing in the Ticino valleys. At the same time, the company secures jobs in the value chain from cultivation to trade. Furthermore, in the eyes of the jury, Fratelli Matasci is in the best sense a typical representative of Ticino entrepreneurship, which extends traditional wine craftsmanship, which is in constant development, with a cultural contribution and adds an additional note to the enjoyment of wine. All of this has been carried on for a hundred years by a family that today works together in the third and fourth generations.

"As a pioneer, Fratelli Matasci opened the gates for Ticino Merlot beyond the cantonal borders to the whole of Switzerland. Thanks to warm hospitality and creativity, the arc in the further development spans from the vine to art, and the company continues to go its very own way today. Held together by an emotionally strong family, Fratelli Matasci has reached the fourth generation and is well positioned to write a next century of company history. This contribution is a stroke of luck for every region, both from a social and an economic point of view," said Giacomo Garaventa, summing up the verdict of the jury and the jury advisory board in his laudatory speech.

Congratulations from politics and business

Mario Matasci, member of the second generation of the family business, accepted the award with great pleasure on behalf of all family members and employees. The award certificate was presented by Carla Kaufmann, initiator of the Phoenix Award, together with entrepreneur, succession expert and jury advisory board member Giacomo Garaventa. In addition, Christian Vitta, member of the government and director of the Department of Finance and Economy of the Canton of Ticino, Graziano Crugnola, deputy mayor of Tenero-Contra, as well as representatives from winegrowing, tourism and culture, among others, personally conveyed their congratulations on this entrepreneurial award.

"Receiving this unexpected award today rounds off our 100th anniversary in a successful way. It recognizes the success of our company and thus the work and philosophy we all share as a family business. At the same time, I see this Phoenix Award as a motivating prelude to the next 100 years," are the fitting words of Mario Matasci, who accepts the award.

More information about the company: www.matasci-vini.ch

Standardized processes, maximum efficiency and lower costs - the reasons for implementing cloud solutions in procurement are many and varied. However, many companies are still working with outdated or even analog processes. Patrick Sommer, Head of Consulting at CNT Management Consulting in Zurich, is aware of the current situation: "Many companies are still hesitant when it comes to digitalization topics. A lack of willingness to make decisions and a sense of purpose ensure that a lot of work is still being done with tried-and-tested business models." However, there is a willingness to change. Very often, there is a desire to revise the company's internal individual processes. The expert counters this with cloud solutions: "The cloud has the advantage of building on standardized processes that have all been developed on the basis of 'best practice'." Especially in times of the Corona pandemic, many companies have recognized the importance of digital solutions and are using free resources to implement IT projects. Since purchasing processes are not only necessary in all industries, but 90 percent of them are the same everywhere, cloud solutions are recommended for companies from all sectors.

From tried and tested to fully automated

Companies that have already digitized their business areas usually only need 12 weeks to switch from older "on-premise" to cloud solutions, but many customers find this too fast. Often, the implementation is then extended to just under six months, but the cloud then functions fully from day one. This means, for example, that time-consuming internal operating processes are controlled or automated centrally via a digital interface. From this point on, a fleet of machines can be managed on the move in a single program in which expenses and expenditures are always kept in view. And the purchasing process is completely paper-free. "By using the cloud, the entire procurement chain is digitized and automated, making error-prone and untraceable paper contracts a thing of the past," Sommer explains. That means everything from sourcing, supplier and contract management, purchase orders, to invoicing and payment processing runs completely digitally. Benefits: compliance with operational, contractual and legal regulations can be ensured more easily and employees make purchasing decisions based on the company's specifications. All procurement guidelines are automatically adhered to.

Early integration of suppliers

Despite the numerous advantages, many companies are still undecided about cloud solutions. The high flexibility and unrestricted control over the system is valued in proven "on-premise" solutions. Collaboration with suppliers also plays a role. "With cloud solutions, suppliers also have to play along, register in the program and specify their products there. It becomes difficult when the respective supplier itself has not yet arrived in the digital age," Sommer describes. That's why it's advisable to use communication tools such as newsletters, training courses and manuals to get suppliers on board at an early stage and integrate them into the process.

Cloud solutions: The right software is only the first step

Companies are often under the misapprehension that they have already mastered the digitization process by opting for on-premise or cloud solutions. While this is an important part of the transformation, it is far from the end: "In order to make the digital implementation successful, all company-specific measures and their scope must be included in the cost-benefit calculation," emphasizes Sommer. It is simply difficult to create roadmaps and KPIs for something of which you yourself have only limited knowledge, he says. "It is much easier to define individual measures if the optimization potential is correctly quantified," the expert emphasizes. Those who scrutinize their processes have already done a lot right.

More information: CNT Management Consulting

The 3rd quarter of 2021 shows a significant increase in job advertisements: The Swiss Job Market Index is 9% above the previous quarter and compared to the previous year the increase is even 28%. "Companies continue the positive trend in their recruitment compared to the Corona year 2020 and the Adecco Job Index reaches pre-pandemic crisis levels for the first time in Q3 2021, which speaks for a clear recovery," explains Anna von Ow from Job Market Monitor Switzerland.

Promising development in the hospitality industry 

"The Hospitality industry has already experienced an upswing in Q2 2021. The number of overnight stays in the hotel industry also increased significantly. In the 3rd quarter of 2021, many more jobs have been advertised again for half a year for the severely beleaguered professions in the catering and hotel industry. And even if the pre-Corona level has not yet been completely reached again, the industry is currently struggling with major recruitment difficulties. Many employees in the hospitality sector found jobs in other industries during the Corona pandemic and now have significantly higher expectations in terms of working hours and location," explains Monica Dell'Anna, head of Adecco Group Switzerland.

First hit hard, now things are looking up again

Restaurants and hotels throughout Switzerland had to close their doors completely twice and were only allowed to reopen with limited operations until and including the first quarter of 2021. Consequently, the pre-Corona comparison shows: The professions of gastronomy and hotel business suffered losses in the number of advertised jobs in 2021 compared to the pre-Corona year 2019 (-36%). However, their magnitude differed between different occupations: Job ads for receptionists and porters decreased the most in 2021 with -52%, followed by ads for kitchen, service, laundry and cleaning assistants and other hospitality professionals with -46%, restaurant and hotel technicians with -43%, and cooks with -24%. Management and other managerial positions in restaurants and hotels fared the best, with a decline of -19%.

Recovery noticeable in the hospitality and hotel industry 

In the course of the opening steps and relaxations of the Corona measures and with the elimination of the restrictions on persons in June 2021, the industry got impetus again. The latest developments in job advertisements for professions in the hotel and catering industry confirm this: Over the summer half-year 2021, the number of job advertisements has again increased strongly compared to the previous winter half-year, which was characterized by the lockdown around the Christmas and New Year period and the restrictions in spring 2021.

"Also, during this period, hospitality businesses have reported many notifiable jobs to the RAV/Jobroom and the number of registered unemployed has dropped significantly again over the summer months. We at Adecco have seen a significant increase in mandates in the hospitality sector during this period, especially during the summer period of June, July, August. In this period, the number of mandates has increased by 61.8 %," explains Monica Dell'Anna.

Job ads in hospitality industry: not yet at pre-Corona level 

Despite the increase in job advertisements in the hospitality industry, the figures show that the peak of 139 points recorded in the winter half-year 2019/2020 has not yet been reached.

"The pre-Corona level of the index for hospitality occupations peaked just before mid-March 2020, so it will likely take some time for the job market for hospitality occupations to reach this level. The index of job postings for these occupations in the summer half-year 2021 is 14% lower than in the pre-Corona summer half-year 2019," adds Anna von Ow of Job Market Monitor Switzerland.

Source: Adecco Group