Maybe you’ve seen our posts where we welcome new colleagues and celebrate the long service of our staff.
These milestones matter to us. But behind every milestone is also a challenge.

Over the last year, we faced staff retention issues and said goodbye to some key team members.
Turnover is often treated as a failure to hide—but if we don’t talk about it, how can we expect to fix it?
Recruitment is expensive. So are indirect costs like morale, productivity, and company reputation.

What we’ve learned:

• We’ve implemented exit interviews to understand the real reasons behind resignations and act on data instead of rumors.
• Acting on feedback is key: we analyze trends and make changes where needed.

What we’re doing about it:

• Developing a new management system to cut bureaucracy, improve efficiency, and let people focus on what matters.
• Partnering with ODM HR Consulting and adopting the Thomas PPA in recruitment and talent planning.
• Launching a manager training program on leadership, SMART goals, and performance management.
• Introducing the Stimulus Assistance Program, offering 24/7 confidential support for psychological, social, legal, and financial issues.
• Providing access to Udemy Business, with thousands of learning resources for professional and personal growth.

The job market is evolving, and so are people’s expectations.
If we want to keep talented people, we need to evolve too.

Meanwhile, we’re happy to welcome:
@Cristian Armeli (IT Manager), @Alessandra Bosio and @Silvia Bertinetto (HW & Mech. Developers), and @Massimo Petiti (Mechanical Project Manager)

Amy Smith, HR Manager & RSPP