Growara is a personnel selection consultant specializing in promoting high performing teams which also have their own training academy. Born just two years ago in Valencia and with a turnover of almost a million euros in 2022, this year hopes to raise it by 10%. And it will do so by working less, with the product launched at the end of last year, the 4 Days Framework, having tested it on its own and billed almost double that of 2021 with its 20 employees, whose happiness rate is 9.6 out of 10, boasts Julio Braceli, its founder and CEO: “Only these two metrics allow us to support the model. We are the first consultants to offer assistance services to implement four-day shifts without deduction in the company’s salary”, he assures.

This system of work, designed primarily for the digital model and the professional sector, implies a reorganization and change of mentality on the part of the organization which must start with its leaders, retaining entrepreneurs, because it is not about filling five days of work content in four, but to eliminate tasks who don’t contribute, precisely in the areas that Growara focuses on after studying its clients. After that, he devises some strategic goals, some indicators to measure them and the necessary internal and external communication strategy, “therein lies the main problem of the company”, as well as process automation through digital tools and, usually, about the elimination of meetings. The four-day work week required a change in the company’s organizational culture, the new system taking about nine months to implement, said Braceli, who confirmed that the demand for 32-hour days had grown substantially among high-ranking talent. qualification. “Before, employees like this demanded remote work and now they want four-day shifts. The rules of the game have changed,” he said.

Growara charges a flat fee for implementing the system, which varies depending on company size. This is his usual modus operandi in consulting, where he runs loyalty and talent retention projects or welcomes employees from companies like Ávoris or Astara. Without external private capital or public subsidies, the company lives off its personnel pool, which includes clients such as Jeff, Playtomic, Openbank, Leroy Merlin or Rankia. With a client in the UK, your next step is to go international. This year, look at Colombia, Mexico and Argentina.

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