The future of SMEs: can or should we be optimistic? This is the theme at the center of the round table, which took place at Masone Labirinto, with contributions from AON and Allianz Bank, and the patronage of the municipality of Parma and the Emilia Romagna region on the occasion of the ordinary meeting of the Artisan Business Group, which saw the actor entrepreneur Paolo Cevoli as a special guest.
The difficulties are there for everyone to see, from the structural to the cyclical, which unfortunately also goes from the pandemic and the war in Ukraine, “but yes, we can and must be optimistic. Although it is not of disembodied and fideistic optimism, because the current situation has to face a lot of realism, understand what is not working, not to complain about it, but to put it together ”.
This is the idea of GIA President Giuseppe Iotti, who, stimulated by the chair of the meeting, Francesca Strozzi Tv Parma, also suggests some key concepts to think about how.
“You have to be careful, look around and not turn around, be curious and also aware of and proud of your role as an entrepreneur. We also need coherence, exchange of experiences, continued focus on quality and increased creativity. Finally, the entrepreneur in his own nature must always be willing to take up the challenge to get an opportunity ”.
Other considerations in this sense come from Luca Sfulcini, Chair of the GIA Youth Group: “Flexibility is a fundamental tool today in a rapidly changing context. Equally important is investment in innovation and confidence in the ability we have in our hands. to build the future “.
A fundamental role is then represented by education. This was emphasized by Irene Rizzoli, President of Cisita in Parma: “The true value of a company is its human resources. Their preparation represents a competitive lever. The task of organizations like ours is to improve them, to train new skills based on corporate demand. , but also to design new characters in accordance with the new trends and sensitivities that are emerging ”.
But, once it is formed and brought “on board,” how can a company do to retain and retain talent? “It may seem incredible, but now everyone can see how difficult it is to find more or less specialized professionals in the labor market. So of course, education is absolutely strategic to complete the profiles of the graduates they want to hire. Just as it is to get out of a habit that tends to favor zero-kilometer employment and become attractive also to the many talents in other areas of Italy who are unemployed today, ”noted Annalisa Cattelani, CPL Taylor partner . Which also refers to the importance of innovation from an organizational perspective: for example, hourly flexibility, “costs little, but can be an element of attraction as well as consolidating and maintaining relationships”.
The question, Paolo Cevoli concludes, between the serious and the facet, which recounts the teaching that comes from his experience, from a very young age as a servant at the family hotel, “Pensione da Cinzia a zero stars”, is the work culture.
“Transferring the work culture means transferring the life culture. We must return to tell it with gusto. And to do this we must understand what we have received, for whether it is material or intangible goods, what we do is still a legacy. It must not be spread (although the comedian has made the effectiveness of the concept with an easy-to-understand synonym. Ed.). Improve it. And leave it to others, as everyone’s legacy. For the best job in the world is to give. And I believe that, in this sense, Italian SMEs are a great opportunity because they play a formidable social and cultural role “.