This is how we are building one of the best companies to work for.
The beginning of an employment relationship is a choice made by both parties involved: the hiring company and the person applying for a position as part of a recruitment process.
This is a mutual match.
The company is looking for someone who meets the requirements of the position and fits into its corporate culture.
At the same time, each person has expectations of working in an organization that aligns with their values, their career plan, and offers an ecosystem of workplace well-being, among other factors.
In fact, 75% of job seekers are informed about the reputation of the hiring company before applying or attending an interview. In the case of people with university or higher education, the percentage of this practice ascends to 79%.
In this scenario, the conditions and benefits offered by a job are becoming increasingly important in the evaluation of a job offer.
Those who are in job search processes prioritize
- transparency in working conditions (52%),
- flexibility (48%), and
- commitment to professional development (37%).
In particular, the 80% of those who are part of Generation Z takes into account the companies' commitment to diversity and innovation.
Be a good company to work for today is the key premise for Attract the most talented and outstanding professionals in the labor market.
Count on the Great Place to Work certification It is the first confirmation of being in front of a company that has created a positive work culture, based on trust, respect and the well-being of work teams.
Even more so if the company occupies a prominent position in the ranking GPTW of the best companies to work for in Argentina and in the ranking EFY Female Talent, as is the case with IT Patagonia.
Two recognitions with a significant impact on our employer brand, but also on our clients and strategic partners, the people who work for us, and the levels of performance and quality of our service.
To delve deeper into these achievements and the IT Patagonia culture, we interviewed two of our leaders: Lucia Cima, Culture & Employer Brand Manager, and Carolina Olivera, Chief People & Sustainability Officer.
Together with them, we analyze the strategies and policies that allow us to be an attractive company in the labor market, and the distinctive aspects of IT Patagonia's career proposal, from a generational perspective.
We also share how we measure team satisfaction and engagement, and how we plan to continue evolving the culture to remain among the best companies to work for.
How do you create a positive work environment?
There are multiple actions that can be promoted to build a work environment that prioritizes people's well-being and professional development.
One of our fundamental pillars is putting people at the heart of the operation.
With this goal in mind, we design actions that support each Patagonian throughout their entire experience with the company.
As we are convinced that the first impression is key, we have a very warm and close onboarding process, where we seek that each person who joins the company have a positive experience from day one.
Throughout their journey in the company, we offer our teams different opportunities and opportunities so they can live the Patagonian Experience through their participation in various events, such as the "Afters on the Rooftop", artistic proposals such as Patagoniart, the “Dreams” program or sports tournaments, among other options.
We also promote initiatives that enhance our communication and collaboration, such as Board Sessions and Generations meetings, where we address the diverse needs of Patagonians.
Besides, We seek that those who occupy leadership positions be ambassadors of the organizational culture and promoters of our values., through disruptive activities and strategic training aligned with the business, to enhance them.
In addition, we offer training focused on the career development of each member of our team.
Together with our academic partner Codeki, one of the most relevant educational technology companies in the market, we promote the development of talent and the technology industry.
We also develop diversity, equity, and inclusion (DEI) actions and volunteering.
When a person decides to leave the company, we accompany him with a process of offboarding very careful, to go through that stage with peace of mind.
The interesting thing is that once you leave IT Patagonia, you become part of a program called “Patagoniahood,” which aims to maintain a close relationship with former Patagonians so they remain part of our culture.
All of these aspects are assessed in the evaluations carried out by Great Place to Work.
Strategies and policies to be an attractive company to work for
At IT Patagonia we have an approach that values and prioritizes the well-being of those who are part of our teams and that they are the most important asset of the organization.
That's why, We seek to create a positive and motivating work environment that fosters development, satisfaction and commitment..
This not only benefits the Patagonian community, but also has a positive impact on the company's overall performance and results.
Our strategic vision, aimed at building a positive workplace, includes:
- Developing a people-centered culture, which consolidates us as an attractive company for IT talent.
- Generate a unique and satisfying experience for the Patagonians.
- Make people feel part of and identify with the same values, to make your trip through IT Patagonia extraordinary.
- Fostering a Patagonian community that shares a sense of belonging that transcends the professional.
- Promote spaces for active listening that encourage the exchange of ideas and promote a good organizational climate.
- Connect with each person to achieve a closer and more human bond.
- Putting the focus on leadership, under the premise of considering that those who lead are central actors in the construction of a people-centered culture.
- Promote initiatives and actions aligned with our values, with the purpose of enhancing team engagement.
- Create and evolve an attractive benefits program, aligned with our values and competitive in the market.
Among the tools we use for this purpose are the following:
- Work climate surveys: Great Place to Work (GPTW) and Employers for Youth (EFY).
- Onboarding
- LARA: periodic surveys of Patagonians
- Patagonian Experience
- Protagonist leaders
- Generations Strategy
- Dreams Program
- Board Sessions
- Patagonian Talks
- Offboarding
- Patagonianhood, a community of former Patagonians
- Patagoniart
- Benefits program
- Events and activities promoted by the community area
Distinctive aspects of IT Patagonia's job proposal, from a generational perspective
Our approach appeals to the different generations that make up our teams, offering a unique experience for each person and focusing on providing an environment where they can thrive and feel part of the community.
To achieve this, we have a general benefits policy, but also particular benefits and licenses that respond to different needs and moments in the life of each Patagonian.
We organize events and activities specifically designed for each generation, such as the Centennials after-party and the Silver Generation after-party.
We also coordinate initiatives such as Generation Meetings, and intergenerational activities that encourage the exchange of experiences and perspectives.
We believe in the importance of valuing generational diversity and creating an inclusive environment.
A reflection of this is that, according to our latest Great Place to Work survey, the 97% of Patagonians believe that people are treated fairly., regardless of age.
How do you measure team satisfaction and commitment?
At IT Patagonia, team satisfaction and commitment are measured using various indicators:
- LARA: Measures the level of satisfaction of Patagonians through different questions asked during monthly contacts.
- Results from work environment surveys, such as Great Place To Work and Employers for Youth.
- Response and/or participation rate in the actions we promote.
- Exit interviews: as part of our process offboarding We conduct a 1:1 interview to understand the reasons for each person's decision, and we send a survey that provides us with satisfaction data in different areas.
- Interviews with Patagonians who decide to rejoin the company.
Each of these indicators provides vital information for our continuous improvement processes.
What market recognitions strengthen an employer brand?
The rankings prepared by Great Place to Work and Employers for Youth They allow us to check the level of job satisfaction and well-being in a company.
Being among the top positions in these measurements confirms that an organization is implementing the right strategies to attract and retain talent.
Achieving this goal requires constant effort and commitment, which requires time and persistence.
It involves adapting to a constantly changing market and supporting the company's growth with a value proposition that is attractive, innovative, and differentiates the company's employees.
In 2025, IT Patagonia has been selected among the best companies to work for in Argentina: we are ranked 12th in the national Great Place to Work ranking and we have achieved 4th place in the EFY "Female Talent" ranking.
As an employer brand, these recognitions help us position ourselves in the market and within the technology industry.
Great Place to Work It is a key indicator that allows us to identify organizations that They have a good work environment and manage it effectively and appropriately..
Being among the top positions makes us an attractive company for future talent, one where we live a culture of trust, with a strong sense of belonging and a high level of satisfaction.
It also translates into having a good reputation with current and potential clients, who value working with companies that prioritize the well-being and development of people.
Furthermore, he demonstrates participative leadership that promotes collaboration and innovation, ensuring that everyone feels part of the company.
Some IT Patagonia indicators reflected in the Great Place to Work 2024 survey:
- 88% Trusted (average of all statements and result with which we certify)
- 91% of engagement (versus the statement: “All things considered, I would say that IT Patagonia is a great place to work”).
- 90% in driving/leadership behavior.
- 92% of fellowship (how much Patagonians enjoy the workplace, the sense of belonging and the freedom to express themselves).
- 90% in care (measures the degree to which management demonstrates interest in the well-being of its teams and promotes a safe and healthy environment).
- 84% in personal work (one of the aspects in which we grew the most, which measures how people perceive their contributions to the organization).
With these figures We far exceeded the results obtained in 2023, improving in some cases by up to 14 percentage points.
The EFY Female Talent ranking identifies and recognizes the best companies for professional women under 35 in various countries.
This international study assesses young professionals' perceptions of their workplaces, considering dimensions such as reputation, diversity and culture, innovation, quality of life, work environment, among others.
To participate in this ranking, companies must meet certain criteria, such as having a minimum of 25 survey responses and having at least 25% of their staff be female.
The results highlight organizations that promote inclusive and equitable work environments for young female talent.
It is a recognition that constitutes a valuable tool for young professionals to identify the best job opportunities.
Likewise, for companies to strengthen their employer brand through practices that promote diversity and inclusion in the workplace.
What impact do Great Place to Work and Employers for Youth recognitions have?
Being among the top positions in the Great Place to Work and EFY Female Talent rankings helps us attract talented individuals aligned with our culture and values, who meet the skills required to ensure quality customer service.
Both recognitions position us as an aspirational company, where we not only offer opportunities for growth and development, but also a culture based on trust, well-being, and innovation.
A central aspect, considering that our culture allows us to differentiate ourselves in the market and offer each person a unique experience, the Patagonian experience.
In fact, the LARA indicator, which allows us to measure the level of satisfaction of our teams, reflects that 60% of people who joined in the last 6 months indicate that "knowing that IT Patagonia is certified as a Great Place to Work influenced their decision to begin their experience as a Patagonian."
Being among the top positions in the Great Place to Work and EFY Female Talent rankings represents a milestone for IT Patagonia..
- It expresses the result of the very hard and committed work we've been doing to build a people-centered culture.
- It reflects the impact of our values and commitment to the pursuit of team well-being.
- It represents confirmation that we're on the right path. A certainty that motivates us to continue evolving and strengthening an environment where every Patagonian can develop, contribute value, and feel part of something bigger.
In relation to our clients and strategic partners, it positions us as we want to be perceived, and demonstrates consistency between what we say we are and what we really are.
Furthermore, these achievements validate and certify our commitment to Patagonians, with a positive impact on their performance and the quality of our service.
How does being a Great Place to Work relate to DEI policies?
Being one of the best places to work is directly related to our purpose: always put people and the community at the center.
The Diversity and inclusion are part of our culture and our DNA, because we want everyone to feel part of it and be able to contribute to building a great place to work.
As company B We've already made a significant progress and made the decision to manage our business in a humane and sustainable way, in which we seek to positively impact all people and the world, promoting a work model that prioritizes well-being, equity, and sustainability.
The GPTW indicators that support this commitment are as follows:
- +90% satisfaction with survey statements related to equity.
- 96% in the perception that management promotes inclusive and fair behavior.
- 95% on the sustainability axis.
During 2024, we are working on the following DEI policies:
- Reducing the gender gap.
- Disability survey with concrete actions.
- Gender violence protocol.
- Talks and training with Join us, a consultancy firm on labor inclusion for people with disabilities.
Our short-term goal is to have women represent at least 30% of our team.
A goal that is being met based on the following gender distribution in each generation:
- Centennials (Z): 26% women and 74% men.
- Millennials: 32% women and 68% men.
- Gen X: 33% women and 67% men.
- Gen Silver: 29% women and 71% men.
How can we continue to evolve our organizational culture to remain among the best companies to work for?
The achievement of reaching prominent positions in the Great Place to Work rankings and the EFY Female Talent ranking:
- It confirms that we are on the right track.
- It motivates us to continue working toward an organizational culture where everyone feels valued, a part of life, and finds the well-being and experience they seek.
To achieve this, we are committed to continuing to work on opportunities for improvement, promoting actions aligned with our values and our purpose.
Our culture is constantly evolving, and our goal is for every Patagonian to continue to feel proud to be part of IT Patagonia.
Conclusion: What lessons can we learn from these recognitions and the experience of building positive work environments?
Working with a clear and committed purpose generates very favorable results and provides new energy for:
- Keeping people at the center and promoting our values.
- Promote present and committed leadership.
- Promote a sustainable business.
- Generate a positive impact on people and the community by promoting diversity, inclusion, and the triple impact.
At IT Patagonia, organizational culture is lived, not imposed., and this is reflected in every action, every decision, and every person. It's also reflected in recognition and the achievement of business objectives.
Learn about our sustainability policy by clicking here.
Are you interested in working with us and joining this unbeatable team? We invite you to learn about our active searches.
