Coffee Break with Comfama: Employee Experience, Feedback and Human Talent

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Comfama is carrying out a profound talent transformation based on the model of Holocracy and a new cultural narrative that prioritizes Power of language, changing “positions” to “roles” and promoting networking with a common purpose. A central axis is the Applicant Experience, where they implement “Feedback for Life” for unselected candidates, offering them a detailed report of strengths and areas of opportunity, thus fulfilling social responsibility and acting as bridges of employability. Internally, development is based on customized routes, the prioritization of internal mobility and a Toolkit of flexible leadership that includes Coaching, mentoring and psychological support, all framed in a Employer Brand which promotes the coherence (“that outside is inside”) and the Lifelong learning to connect personal purpose with the organization's mission of social transformation.

Coffee Break with Comfama: Employee Experience, Feedback and Human Talent

Coffee Break: Employee Experience and Employer Brand at Comfama | Talent Transformation

Theme Block 1: The Comfama Narrative

Why “Human Talent Manager” and not CHRO

The first point of conversation focuses on Comfama's particular narrative, which transforms positions into roles.

Towards a Culture of Networks and Conversation

The Power of Words in Cultural Transformation

The Origin: In 2016, Comfama set out to work on hierarchy, remoteness and the conversation of leadership.

The Model: Holocracy was adopted, which promotes work in networks, cells and more organic interaction.

Language Change: It was decided to rename positions to roles, defining those who have leadership responsibility as “responsible”.

Other Transformations:

We don't talk about primary teams, but rather about conversation forums.

They are not teams, but work networks.

They are not particular objectives, but a common purpose.

This approach is based on the “power of words” and on the firm belief that words “generate realities” and must inhabit a “posibilist, creative intention”.

Thematic Block 2: Applicant Experience

The Gift of Employability: Feedback for Life

With more than 200,000 applications and only about 2,000 positions, Comfama took on the challenge of the experience of the 198,000 candidates who are not hired.

The “Feedback for Life” Model

Social Responsibility with the Unselected Candidate

The Initiative: Implementing “Feedback for Life”.

The Gift: Every valued person receives a full report with their strengths and areas of opportunity.

Additional Value: The report includes suggestions (readings, videos, actions) so that the person can develop or close these gaps.

Purposeful Connection: Candidates have the ability to connect to the Comfama Employment Service (purposeful connections) to link to vacancies from other user organizations.

“We have always thought that we are bridges between companies, between people, and that anything that is the possibility of social transformation is welcome.”

Thematic Block 3: Internal Development and Leadership

Personalized Development Pathways and Internal Mobility

Internal employees also receive their assessment report as an “initial feedback sheet”, a key input to their internal development path and talent map.

Internal Mobility: Preparing Home Talent

Why Not Look Outside If You Can Develop Inside

Key Project: Comfama is implementing an internal mobility project to privilege talented vacancies in the house itself.

The Challenge: The need to better prepare people was identified, especially with soft skills (expression, critical thinking) to face internal selection processes.

Result: Strengthen processes and better develop people to achieve their internal growth.

Leadership and Accompaniment

The Comfama Support Toolkit

The leadership model is flexible and offers “à la carte” support options to face technical, adaptive or personal challenges:

Coaching: For interaction and team management challenges.

Mentoring: For more managerial challenges.

Psychological Support: A comprehensive service that even addresses issues such as financial management or emotional development, which directly affect work performance.

Keys to the Employer Brand and Final Tips

Coherence and Lifelong Learning: Pillars of Comfama

The brand that employs Comfama is based on the coherence that “that outside is inside”. Employees are the main ambassadors of the brand.

Tips for Talent Managers

Recommendations from Patricia Vahos

Lifelong Learning Posture: Listening to discomfort and I claim, because there may be the “great pearl of learning”.

Coherence and Consistency: The real experience that is experienced internally must be the one that is sold outside.

Build with Allies: Seek and collaborate with good allies (such as Magneto), to co-create and raise the value of what you do.

The final message: connecting personal purpose with the purpose of the organization (social transformation).

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