Michela: Marco, 2024 ends with an extraordinary bonus for employees. How does this decision connect to the corporate welfare initiatives introduced in recent years?
Marco: Thank you for the question. This extraordinary bonus of €1,000 net, distributed through shopping vouchers, represents a further step in our ongoing commitment to our people. It builds on the introduction of our corporate welfare platform. As I explained in the previous interview, this platform allows us to allocate resources effectively and promptly, addressing family needs while reducing fiscal burdens. It’s part of a continuity strategy: rewarding those who contribute to the company’s success and improving overall well-being.
Michela: What were the key factors that enabled IMESA to achieve such remarkable results in 2024?
Marco: The key is teamwork. Every individual in the company has given their best, and as seen with surpassing our EBITDA target, efficiency and the quality of our work have been rewarding. Even though revenue was slightly below budget, we demonstrated great optimization skills and strong collaboration. This extraordinary bonus and the results-based welfare to be distributed in next April recognize these efforts.
Michela: How will results-based welfare evolve in 2025?
Marco: In 2025, we expect results-based welfare to show its full potential. As mentioned in our last interview, we have adopted a progressive incentive system with entry thresholds, budgets, and extras. This approach rewards both partial and full achievement of objectives, motivating employees to continually improve. Additionally, we plan to refine the system further based on feedback collected this year.
Michela: IMESA has emphasized investments in people. What are the main projects planned for next year?
Marco: In 2025, one of our main goals will be to double training hours, reaching 6,000, with a balanced mix of technical skills and soft skills. We’re also launching a new talent management program, identifying about 15% of our workforce for personalized development paths. These individuals will have a company mentor and be supported by the TalentWare platform, which will manage development and succession plans.
Michela: Can you tell us about the ESG committee and the activities undertaken in 2024?
Marco: The work of the ESG committee—composed of Claudio Schiavoni, Roberto Grilli, Claudia Poma, Andrea David, and Luca Anibaldi—has been extraordinary. We opened a feedback channel on sustainability topics and allocated a budget for well-being and community initiatives. This is an important step toward making IMESA not just a profit-oriented company but also a social and cultural actor. We are inspired by Adriano Olivetti’s words:
“The factory cannot solely focus on profit margins. It must distribute wealth, culture, services, democracy. I envision the factory for humans, not humans for the factory. It’s essential to overcome the divisions between capital and labor, industry and agriculture, production and culture.”
Michela: How do IMESA’s values translate into daily business life?
Marco: As I have said before, we don’t just talk; we act. The outstanding results of 2024 allow us to invest more in people and the community. Every decision, from results-based welfare to training and talent development investments, aims to build a sustainable and inclusive future. This approach also underpins our commitment to ESG: we believe economic success must go hand in hand with social and cultural development.
Michela: A message for employees and the community?
Marco: To all IMESA employees, I want to say thank you. Every achievement we celebrate is the result of your commitment and dedication. The extraordinary bonus is just a token of gratitude, but we look ahead to 2025 with the ambition to do even more—for you, for the company, and for the community. Together, we can build something truly unique.