Interiman Group, which claims to be the leading Swiss provider of staffing and recruitment services, reports revenue growth of 18 % compared to 2021. This result confirms its leadership role, especially as the Swiss market is only growing by 8% according to the Swissstaffing index. This success was achieved in a tight labor market through increased visibility on social networks and the main job portals, according to a company statement. Thanks to this presence, more than 480,000 applications were generated and almost 15,000 job offers were published in 2022.

"Following these excellent results, and in order to address the growing labor shortage resulting from the retirement of baby boomers and the aging of the population, we plan to expand further both in Switzerland and abroad through increased recruitment campaigns," commented Robin Gordon, CEO of Interiman Group. The group reported an increase in its internal workforce from 400 in 2021 to nearly 500 by the end of 2022, and also anticipated more than 30,000 temporary employees placed throughout the year, totaling more than 120,000 assignments.

"We are proud to have become number one in the Swiss market in 2022. However, this new leadership role also brings with it a great responsibility, both to our employees and to our customers and partners. For this reason, we will take care to defend and support all operators, in particular by communicating their concerns to the political authorities. Among the most important challenges is the issue of recruiting workers from abroad, who are necessary for the smooth functioning of the Swiss economy," said Raymond Knigge (paid article), president and founder of Interiman Group.

Source: Interiman Group

If brand managers consistently focus on the needs of their target group and successfully pass on these expectations to their team, they lay the foundation for a successful customer journey. The following five key learnings show the conditions that must be met for employees to excel in customer communication and drive up customer lifetime value over the long haul.

1. create a stable basis

Trust defines a healthy connection between customer and company. No trust, no purchase. Sales professionals build here on the little basics of good relationships: Respect, empathy and proactive communication. In addition, attentive listening strengthens customer loyalty and stabilizes the customer base. If a customer concern lies outside an employee's area of expertise, this disrupts the further development of the relationship. "If such a case occurs, those affected should at best forward the client to expert colleagues and thus actively support him in finding a solution," advises Alexander Friedrich, Head of Business Development at Glückliche Kunden GmbH.

2. authenticity lasts the longest

Entrepreneurs who generate long-term customer satisfaction unerringly meet consumer expectations. The road to success is paved by detailed analyses of customer needs based on precisely tailored questions. Honesty and authenticity characterize customer dialog - empty promises, on the other hand, cause trust to crumble and lead to customer fluctuation. In addition, carelessness quickly has a negative effect on the relationship: In a car repair shop, for example, the one-time unauthorized refilling of the wiper water, which is associated with costs, leads to an immediate loss of trust, restoration questionable. Those who make do instead of spill the beans optimally provide over-delivery and exceed the expectations of their clientele. The result of this better performance is a disproportionate increase in satisfaction levels and sales through recommendations.

3. competence well dosed

In sales talks, employees primarily shine through their specialist knowledge. "A sure instinct is required," says Karolina Friedrich, Managing Director of the consulting firm Glückliche Kunden GmbH: "Anyone who overburdens potential buyers with incomprehensible terms quickly causes annoyance and, in the worst case, assumes ignorance. A competent purchase consultation, characterized by transparency and appreciation, wins perspective the loyalty of the clientele and increases the recommendation ratio."

4. ensure accessibility online and offline

If an unexpected problem arises, customers usually want to see it solved as quickly as possible. The key here is to understand pain points and resolve them quickly. A high level of solution orientation that meets consumer expectations is a key factor in ensuring customer satisfaction. At the point of sale
there must be clarity about who assumes responsibility in the event of a complaint. Online, experienced customer service employees avoid response times of several hours in support chats. The rule of thumb for waiting times in telephone hotlines is six seconds until the call is answered.

5. feedback as a success control

Positive and negative customer feedback helps companies to reflect on their own products and services and to identify blind spots in their service portfolio. If customers express justified criticism in personal conversations, employees must respond to it objectively, professionally - and, last but not least, with gratitude. For service hotlines and chatbots, Karolina and Alexander Friedrich recommend automated, easy-to-understand grading systems that use an AI tool to request evaluations from the clientele and then evaluate them.

The positive effect of customer communication

As part of customer relationship management, successful customer communication strengthens customer relationships and loyalty. It increases the reputation and awareness of a company or brand. Customers grow up to become fans, act as recommenders and ultimately acquire new customers free of charge.

Source: Happy customers Ltd.

On January 24, 2023, the Swiss Employers' Association presented the current SAV Employment Barometer. This is based on current economic data from the KOF economic research institute, BAK Basel and Seco. Accordingly, the initial situation is as follows: With a value of 92.2 points in December, the KOF economic barometer is still well below the longer-term average. At the end of 2022, it rose again by three points for the first time in several months. The domestic economy continues to have a stabilizing effect on the economy, in particular due to continued robust private consumption. The situation is more difficult in parts of the export-oriented industry, where economic difficulties are being felt in the sales markets. The global energy crisis, weakening domestic demand as a result of declining purchasing power and continuing supply bottlenecks are still causing problems for companies in these countries. At the same time, the catch-up effects resulting from the Corona pandemic are gradually leveling off. In the MEM industries in particular, lower exports to important sales countries are having a negative impact, and high energy prices are causing problems for energy-intensive companies in particular. According to the KOF economic forecast, Switzerland's gross domestic product (GDP) will still grow by 0.7 percent in the current year despite the global economic slowdown - in contrast to other European countries, whose economies will actually shrink.

SAV employment barometer shows chronic shortage of skilled workers in certain sectors

Analysis of the KOF survey, which provides an important basis for the SAV Employment Barometer, shows that the majority of companies surveyed still assess both the business situation and employment positively, albeit somewhat less euphorically than in the second half of 2022. With regard to employment in particular, companies in many sectors indicate that they expect to expand their workforce in the future. This is particularly true of the service sector. However, according to the SAV Employment Barometer, assessments of employment trends in the MEM industries show that the proportion of companies expecting to expand their workforce decreased in the last two quarters of 2022. Nevertheless, the challenge of finding suitable staff remains: A logjam of job openings has built up in the post-Corona pandemic period, and demographic trends and the exit of the baby boomer generation from the labor market are contributing to the labor shortage. The major shortage of skilled workers in the IT sector is almost described as "chronic". According to the KOF survey, around one in two companies say that the lack of suitable staff is having a negative impact on their earnings situation.

Better exploitation of domestic labor potential

Even if there are signs of a cooling of the economy and this leads to a normalization of the labor market, the problem of the lack of skilled workers is not off the table. To alleviate the situation, priority must be given to better exploiting the labor potential available at home, but labor market-oriented immigration remains indispensable on a subsidiary basis, even though our neighboring countries are also suffering from an increasing shortage of skilled workers. Hendrik Budliger, founder and head of the Demographics Competence Center, has conducted an in-depth study of population trends in Switzerland and the most important immigration countries. He concludes that the scenarios assuming constant or even increasing migration are too optimistic. According to his calculations, the number of employed persons in Switzerland will decline from 2025 onward, despite immigration. Employers see this as all the more confirmation of their efforts to strengthen the domestic workforce potential. According to Roland A. Müller, Director of the Swiss Employers' Association (SAV), a comprehensive package of measures is needed. For example, he calls for an increase in working hours and work volume. On average, the working population is working almost 14 days less than 10 years ago, Müller said. "To counter the shortage of skilled workers, we need to increase the volume of work instead of thinking about further reductions. Especially mini-staff positions below 40 percent need to be addressed." Second, he said, work must become more rewarding again, including through tax incentives. The "marriage penalty", i.e. the unequal tax treatment of married couples compared to individuals, should be abolished and individual taxation introduced, continued Roland A. Müller. And thirdly, Müller calls for investment in childcare so that it is also easier for mothers or fathers to increase their workloads if they so wish.

Source: Swiss Employers' Association 

Since December 23, 2022, Bank CIC (Switzerland) has been managed on an interim basis by David Fusi. Now Livia Moretti becomes the new CEO. She has a solid and extensive international management, banking and financial expertise. For the last ten years, she was a member of the Executive Board of the European Central Bank, where she acquired extensive knowledge of international banking strategy, practice and regulation. In this capacity, she managed multicultural teams spread across several countries. Livia Moretti is a Luxembourg national and started her banking career with a private banking group in Luxembourg, where she worked for eight years in various functions. In addition to English, she is fluent in French, German and Italian. She holds a Master's degree in "Economy of Financial Institutions and Markets" from the Università Commerciale Luigi Bocconi in Milan. She lives with her family in Basel. Livia Moretti will step down as CEO on February 1, 2023, at which time David Fusi will return to his client service responsibilities at Bank CIC (Switzerland) Ltd.

"The best way to predict the future is to shape it yourself," says Livia Moretti of her new role. "I am convinced that through the commitment and professionalism of our teams, we will achieve our ambitious goals." Éric Charpentier, Chairman of the Board of Directors of Bank CIC (Switzerland) Ltd, emphasizes, "With her many years of experience in the international financial sector, Ms. Livia Moretti is the ideal person to take on the responsible role of CEO. On behalf of the entire Board of Directors of Bank CIC, I wish her every success and pleasure in her new position."

Bank CIC (Switzerland) was founded in 1871 by Basel entrepreneurs to meet the financial needs of businesses. It currently employs 430 people at ten locations in Switzerland. Today, the bank is a subsidiary of the French Crédit Mutuel Group.

Source: Bank CIC (Switzerland)

The year 2022 will go down in history as one of the most moving in recent times. It has raised numerous questions that have upended society's relationship with business and politics. Technology is no exception to this upheaval and faces major challenges of its own - from security issues to accountability to growing sustainability and regulatory requirements. Joe Bauley, CTO of VMware, has compiled the most important trends or IT priorities.

1. Even by chance, people become more sustainable: The pressure to improve an organization's environmental sustainability continues to grow. With the acute rise in energy costs, everyone - consumers and businesses - are looking to cut costs. For some consumers, what is the hot water bottle, for companies it is issues such as running data centers on renewable energy. With the upcoming EU Corporate Sustainability Reporting Directive (CSRD), decision makers are beginning to prioritize reducing overall energy consumption and using tools that ensure accuracy and accountability in meeting sustainability goals.
2. Companies are defined by the way they operate: The battle between the proponents of office presence and those of flexible working continues. Regardless of our personal preference, trying to direct employees in one direction or the other will determine a company's IT strategy and thus its future. Business leaders must agree on the next steps, because the company's reputation depends on it.
3. Cloud-first was yesterday, cloud-smart is the order of the day. According to the VMware Multi-Cloud Maturity Index, the cloud has become chaotic and complex for many, which is slowing its development. The most successful organizations will not build their strategy on the cloud, but on developing powerful distributed applications (including edge), as these will drive differentiation in the market. It will then be up to their IT infrastructure and architecture teams to determine which multi-cloud approach will provide them with the capabilities they need to develop and sustain these applications, as well as the customer and employee experience.
4. In search of the ultimate "Metaverse" app: The Metaverse, or some version of it, has been on everyone's trend list for the past decade as big brands promise to deliver a world-changing virtual reality experience. Unfortunately, it still hasn't materialized and people are losing confidence. The potential for revolution would be there, but we have yet to find the critical use case that really captivates and changes people.
5. The end of the super app dream: Instead of the development towards a super app, a stronger fragmentation of the market is taking place. Similar to the rise and fall of many a social network, many users were waiting for the rise of the super app. But Europe is not China, and therefore it is unlikely that a European version of WeChat will catch on. Super apps won't catch on in this country; people want apps that perform certain tasks and do them well. If anything, we will probably see even greater fragmentation in 2023.
6. Using off-the-shelf hardware to overcome supply chain issues: In a world where things change by the hour, waiting more than six months for specialized equipment is not an option. Some companies have already started to get around this problem by buying off-the-shelf hardware that is more readily available and then investing in specialized software to deliver the functionality they need quickly and efficiently. This focus on Software-Defined and Enabled will continue.
7. Blurring boundaries between telecom and cloud providers: Telcos have been building clouds for years, but as the trend toward distributed applications, choice and a highly flexible environment continues, more cloud companies will move into networking, infrastructure and customer site management. The already blurred lines between the two will become even more blurred.
8. AI will be used for better decision making: The use of AI to support more informed decision making will undoubtedly continue to grow. But with increasing regulation and governance, and a better understanding of AI bias, its use will have to be taken with a grain of salt when it comes to when and for what decisions it is used, and - on what data sets those decisions are based. With the release of exciting tools like ChatGPT, AI is also getting more and more into the hands of people who are not techies.
9. Expansion of interaction between man and machine: Robots are leaving factories to interact with humans - with mixed results and much criticism. In 2023, we will take stock of the vast amounts of data collected from human-machine interactions. We are still a long way from full integration of robots and humans, but progress is being made.
10. Focus on transferable technical skills: Rather than focusing on platform- or technology-specific skills and capabilities, there needs to be a greater emphasis on capabilities that are fundamentally transferable between existing and emerging technologies, building on the years of experience we have already gained.

Source: VMware

In the wake of crises, the economy, society and politics are at the beginning of a new normal. This was also the focus of this year's Rheintal Economic Forum. With former Federal Councillor Kaspar Villiger, Sulzer Chairman of the Board Suzanne Thoma, Corps Commander Hans-Peter Walser and Johannes Gutmann, owner of Sonnentor Kräuterhandels GmbH, the conference was again extremely prominent. The speakers provided the numerous audience members with a lot of food for thought. The surprise musical guest was Alexander Frei from Balgach, known by his stage name Crimer.

Democracies with homegrown problems

At almost 82 years of age, 20 years after stepping down from the Federal Council, Kaspar Villiger is still a wise observer of politics and a sought-after advisor. He proved this in an eloquent manner at the Rheintal Economic Forum. He reminded the audience that liberal democracy is not an innate form of government, but requires constant care because of its vulnerability. Many of today's problems in democracies are homemade, he said, especially because the popular rather than the necessary is often pursued. According to Villiger, "even the best democracy needs a living civil society that defends it tooth and nail and actively lives its values. It is particularly important to remain resilient by democracies doing their homework, defending themselves militarily, standing together and finding ways to coexist with autocracies.

War and peace

Corps Commander Hans-Peter Walser, head of training for the Swiss Armed Forces, outlined the new security landscape in the wake of Russia's war of aggression on Ukraine. Today, he said, no clear line can be drawn between war and peace. Cyberattacks by an aggressor are as much a part of it as targeting the weakest and economic targets. Walser cited the example of China, which deliberately creates dependencies in the West with its economic holdings. If there is a military attack, it takes place on several levels, including cyberspace, outer space and information space. But wars would still be decided militarily on the ground. From the point of view of young Swiss people, Walser's obvious conclusion is that it is still worthwhile to do military service and to continue their education there.

A praise for sobriety

Suzanne Thoma, Chairman of the Board of Directors and CEO of Sulzer, spoke about the challenges facing the economy and corporate management. She also emphasized the importance of resilient development. She sees the Swiss economy under more pressure on a global level "than we would like," especially due to Switzerland's strong export orientation. Deglobalization will make things more uncomfortable in the coming years, she said. There is only one solution left for companies: "We have to come back to a certain sobriety."

Economy of the common good as a recipe for success in the new normality

Sunshine into the Aegeten sports hall was brought by Johannes Gutmann, owner of Sonnentor Kräuterhandels GmbH from Austria. In 1988, he pioneered a small organic farm in the Waldviertel region on the Czech border, together with three farmers. This has grown into a company with 500 employees today and 900 products from around the world. Gutmann told the story of his company as a story of farmers who wanted to become free. He cited a number of success factors that can probably also make life easier in the new normal: Empathy, with an eye on the common good, appreciation combined with value creation, maximizing meaning instead of maximizing profit. And above all, "I wanted balance and a good life."

Prize of the Rheintaler Economy

Traditionally, the prize of the Rheintaler Wirtschaft is also awarded on the occasion of the Rheintaler Wirtschaftsforum. This year, Sterngarage in Heerbrugg wins this award. From the hands of jury president Klaus Brammertz, the couple Klara and Bruno Bischofberger, the patrons of the family business, were able to receive the prize sculpture. The garage with its 70 employees is distinguished by innovations and exemplary employee management, according to the tribute.

The next Rhine Valley Economic Forum will take place on January 26, 2024.

More information: www.wifo.ch

Von Rundstedt's Labor Market Barometer 2023 covers the whole of Switzerland and is based on information from 1,866 employees affected by a dismissal and from 192 companies from various sectors that had to make redundancies in Switzerland in 2022. It thus provides a representative picture of the Swiss labor market as a whole in 2022, from which a number of interesting findings can be derived.

Economic and labor market slowdown imminent

"Since mid-2022, more layoffs have been announced again and first downsizing projects and restructurings have been announced. There will be more layoffs again in the near future," says Pascal Scheiwiller, CEO of Von Rundstedt. After significantly fewer layoffs were announced in 2021 and the first half of 2022, an increase in layoffs has been noticeable again since mid-2022. Given the large number of vacancies, this is not as significant. On the other hand, there is again more fluctuation and the conditions on the labor market seem to be slowly returning to normal, according to the outplacement specialist. Reference is also made to the observation that at the end of 2022, more downsizing and restructuring projects had again been announced. In total, 76% of the terminations in 2022 would have taken place against the background of a downsizing or restructuring measure. This compares with only 67% in the previous year. This indicates that companies are again making more structural adjustments and are not only looking for new staff, but are also releasing staff and adjusting the organization at the same time. This does not yet point to a recession, but to a kind of normalization of the labor market.

No more moral protection for Ü50

It seems that before the current labor market situation, the "grace period" for older employees has expired. Pascal Schweiller: "Currently, the dismissal rate for the over-50s is significantly higher than for the other age groups. The many vacancies apparently legitimize companies to increasingly dismiss older employees without activating special protective measures." The figures prove: in 2022, 39% of the terminations affected the Ü50 age group. This rate is significantly higher than the previous year (31%) and the Ü50 employment rate of 32%. In recent years, it has mostly been close to the employment rate (30-32%). So in 2022, relatively speaking, many more Ü50 have been laid off. Apparently, the good market environment for job seekers and the many vacancies mean that employers are no longer very worried about those affected, nor are they afraid of negative press and reputational damage in the event of Ü50 terminations.

More difficult profiles also find a new job more quickly again

But still, the situation for job seekers cannot be described as dramatic. "The duration of the job search has decreased once again. Especially for people over 50 and for difficult profiles, the search duration has significantly shortened," says Pascal Scheiwiller. The average job search duration across all categories was 5.2 months in 2022, down from 5.3 months in 2021. However, the situation has improved significantly, especially in the over-50 category. Within two years, it has fallen from 8.3 months (2020) to 6.9 months (2021) and now 6.1 months (2022) - a positive development. In general, the range between supposedly easy and difficult profiles has become smaller. In 2020, the average search duration for difficult profiles was still 11.8 months. In 2021, the search duration of this category has already been reduced to 9.2 months and in 2022 to 7.3 months. Thus, according to von Rundstedt, all categories are currently benefiting from the shortage of skilled workers and are finding a new job much faster.

Good opportunities with publicly advertised positions

In recent years, the hidden job market and personal networks have long been the secret recipe for success in getting the really exciting jobs. This has become somewhat relative over the past year, according to another of Von Rundstedt's findings. In 2022, only 27% of job seekers found their jobs through the personal network (2021: 37%). Most new jobs in 2022 were found through public job postings (48%). This success rate is significantly higher than the previous year (34%). This is due to the fact that more and more jobs are also advertised publicly. The selection of advertised jobs is currently very large. Recruiters and headhunters are becoming relatively less important. They can look back on two good business years due to the recruitment wave of the last two years. Nevertheless, their relative importance is declining. In 2022, only 3% of job seekers found their new job through a recruiter. This is a large decrease compared to previous years (2021: 9%).

Continued high industry mobility

Another finding is that although many companies still stick to industry experience in recruiting, the willingness to hire candidates from outside the industry has increased sharply over the past two years. In 2022, 48% of job seekers were able to make a successful industry switch. This is a testament to the increasing flexibility of employers and once again highlights the pressures of the skills shortage. Much less mobility is observed in the function of a job seeker. In 2022, only 24% of candidates were able to change function. Especially with regard to the Digital Transformation and the upcoming structural changes, a higher functional mobility would be desirable. If at all possible, companies only hire candidates who already have experience in the same function.

Salary development stable and positive

"Thanks to the shortage of skilled workers and inflation, salaries are tending to rise. Nevertheless, the development seems quite stable compared to other countries," says Pascal Scheiwiller about the development of wages. In 2022, 40% of job seekers would have been able to achieve a higher salary in their new position after being laid off, the analysis of the data shows. Only 21% had to accept a lower salary. Indexed, this results in an average salary increase of 2% in this category. Thus, the development is in line with inflation and can be considered stable. It should be noted that companies are happy to wave good salaries in the case of critical profiles and direct poaching. The salary development for this category is 13%. This confirms the thesis that the shortage of skilled workers in specific areas is clearly boosting salary development.

Source: Von Rundstedt

The fact that so many companies are currently addressing the topic of New Work is not "fashionable hype" but an "operational necessity. This is the conclusion of the current Leadership Trend Barometer of the Institute for Leadership Culture in the Digital Age (IFIDZ). 177 executives took part in this online survey, which is conducted regularly by the Frankfurt-based institute. Of them, 75 percent were of the opinion that dealing with the topic of New Work was not a "nice to have" matter for companies, but a necessity due to the changed framework conditions. 62 percent also said that New Work was "primarily a cultural rather than a structural issue" for them, which is why for the majority of them (72 percent) the topic of New Work is also "inseparably" linked to the topic of New Leadership.

Operational necessity against the backdrop of digitization

This response behavior corresponds to the fact that only 14 percent of the executives see the companies' preoccupation with this topic primarily as a reaction to the changed expectations and needs of generations Y and Z. In their opinion, the causes are much more complex and profound. In their opinion, the causes are much more complex and profound. As in-depth interviews with around 15 percent of respondents show, they consider the main drivers of this process to be, for example, advancing digitization and the changes in the challenges facing companies in the VUKA world, which is characterized by rapid change and decreasing predictability; in addition, the increasingly noticeable shortage of specialists and managers. It is also forcing many companies to fundamentally rethink their HR policies.

New Work often already a reality

Against this backdrop, it is surprising for the initiators of the survey that 59 percent of the participants expressed that they already knew "what the term New Work entails and what aspects are associated with it". This is because, according to Barbara Liebermeister, the director of IFIDZ, this "largely contradicts the experience we gain in our day-to-day work in communicating with company executives". In it, IFIDZ still experiences companies and their executives largely as "seekers" and not as people or organizations that have already found the solution - "also because this change and transformation process is taking place in a dynamic environment."

However, according to IFIDZ, it is encouraging that 49 percent of respondents said that new work approaches are already being implemented in their company, division or team; moreover, only 12 percent of them said that there is a lot of talk about new work in their company, "but little is changing. According to Barbara Liebermeister, this shows that many companies are already seriously addressing the question of how, in addition to work, working and communication relationships in their organization should be structured and designed in the future, even if there are no definitive answers to these questions yet.

Source and further information: www.ifidz.de

Top Employer certification is awarded to the best employers around the world: Organizations that demonstrate the highest standards of employee offerings. Each of these companies has a forward-looking human resources system that works continuously to optimize working conditions and plays a pioneering role in the development of its employees. Sodexo Switzerland, which participated in this certification for the first time, can now also boast the distinction of being a Top Employer. "We are extremely pleased to have been recognized," says Sabrina Schlosser, HR Director Sodexo Switzerland. "In recent years, we have worked specifically on optimizing processes and structures and creating added value in the form of additional services and employee benefits that go beyond the normal standard. This award shows that our efforts are bearing fruit and that we are on the right track."

Sodexo Switzerland specializes in facility management and catering services. More than 600 employees work in the areas of workplace design, cleaning, catering, corporate catering, logistics, security and reception services, conference services and technical facility management. People are the focus at Sodexo Switzerland, according to the company. Employees enjoy many amenities. For example, holidays can be added if they fall on the weekend. There is a focus on employee development through training and development, as well as diversity and inclusion. The company also supports foreign employees with language courses if they so desire. Employees' strengths and talents are actively promoted. "At our company, employees can take responsibility for their own careers, grow into new roles and develop themselves further," says Sabrina Schlosser. "We have developed and promoted 80 percent of our managers internally."

The assessment of the experts of the Top Employers Institute coincides with the regularly very good results in the employee survey of Sodexo Switzerland. "The award motivates us to do our utmost to continuously improve in the future and to continue to offer our employees attractive working conditions."

Source: Sodexo Switzerland

The sponsor and initiator of the Prix SVC awards is the Swiss Venture Club, an independent association for the promotion and support of SMEs in Switzerland. With the Prix SVC Central Switzerland, it honors exemplary SMEs that impress with their innovative products and services, their corporate culture, the quality of their employees and management, and their sustainable track record. A prerequisite for nomination by the jury is a strong anchoring in the region.

For this year's award ceremony, the jury can point to six impressive success stories from the Central Switzerland economic region (the following pictures show impressions of the jury's company visit day). The finalists are (in alphabetical order):

• Bachmann Forming AG: The parent company Bachmann Group is a family-owned Swiss company with more than 50 years of experience and is based in Hochdorf in the Lucerne Lake Valley. Bachmann Forming AG develops and produces customized, intelligent packaging solutions for the food sector. They also produce capsule solutions for coffee and other multi-beverage applications and manufacture packaging for the pharmaceutical and medtech industries under cleanroom conditions using sterilizable materials. The group of companies is already managed by Reto Bachmann in the second generation and employs 280 dedicated employees.
  https://www.bachmann.ch

• EVZ Holding AG: The EVZ is the largest ice hockey club in Central Switzerland and also an innovative sports company with around 110 permanent employees and 500 part-time staff in the areas of sports, management, youth development and catering. With 15 junior teams and its in-house training concept "The Hockey Academy", the EVZ focuses on sustainable and long-term youth development. The EVZ is led by CEO Patrick Lengwiler and comprises EVZ Holding AG and its subsidiaries EVZ Nachwuchs AG, The Hockey Academy AG, EVZ Sport AG, EVZ Gastro AG and EVZ Management AG, as well as the Zug Ice Sports Club.
  https://www.evz.ch

• InfoGuard AG: InfoGuard is a leading and independent Swiss company for comprehensive cyber security. Every day, 200 security experts work to ensure cyber security for over 400 business customers in Switzerland, Germany and Austria. Customers include well-known banks, insurance companies, industrial enterprises, energy service providers, hospitals as well as service providers and public authorities. InfoGuard is an independent company, fully owned by the management and the board of directors with participation of the management. CEO and Delegate of the Board of Directors is Thomas Meier.
  https://www.infoguard.ch

• Pirmin Jung Switzerland AG: The foundation of the company's current success was laid with company owner Pirmin Jung's career choice as a skilled carpenter. Since 1996, the company has been developing and promoting construction with wood - out of conviction. More than 100 engineers and planners at several locations in Switzerland and Germany accompany projects in the fields of structural design, building physics and fire protection. With their new company headquarters "House of Wood" in Sursee, Pirmin Jung is implementing their company philosophy "Building responsibly" in a supporting way. The development and showcase project for digital, climate-friendly and recyclable planning and building meets the highest social, ecological and economic concerns.
  https://www.pirminjung.ch

• Stöckli Swiss Sports AG: Stöckli Swiss Sports AG is the most successful ski manufacturer in Switzerland, both in ski sales and active racing. The company operates 10 specialist sports stores in Switzerland, 2 test centers and selectively supplies Swiss specialist sports retailers. Over 60 percent of the annual ski production is exported to over 40 countries. The traditional company, which has been in existence since 1935 and is based in Malters (LU), is family-owned and managed by CEO Marc Gläser.
  https://www.stoeckli.ch

• Trihow Inc: The birth of Trihow AG began over a cold beer and a lively discussion between Beat Knüsel (CEO & Co-Founder) and Patrick Link (Innovation & Co-Founder). In the process, it became increasingly clear to the two of them that although digitization is advancing, it is too much technology-oriented instead of people-oriented. Since then, Trihow has been connecting the analog with the digital world. By interacting with haptic elements, digital content becomes easy to access and experience. Together with their customers, Trihow's 15 employees develop holistic and human-oriented solutions in hybrid spaces: whether in retail, consulting situations or configurations - Trihow makes digitally available content "tangible" and thus brings the customer experience to an amazing new level.
  https://trihow.com

The award ceremony for the Prix SVC Central Switzerland 2023 will take place on Tuesday, May 2, 2023, at the Culture and Convention Center Lucerne (KKL). 1,000 guests from business, science, politics and culture are expected. Nik Hartmann will conduct the award ceremony.

More information: www.svc.swiss

In Dielsdorf in the canton of Zurich, Green is building on an area of over 46,000m² the large-scale Metro Campus Zurich project. It consists of three high-performance data centers (M, N and O) for cloud providers and companies as well as a business park with several office buildings. The first data center was occupied by major customers in December 2022 and officially started operations on January 17, 2023. The other stages are already planned.

High-performance data center with high energy efficiency

Datacenter M is considered one of the most advanced data centers in Switzerland in terms of performance, connectivity, security and energy efficiency. The data center area of 5,600 m² provides space for around 80,000 servers and allows high-density computing, which is in particular demand from public cloud providers (hyperscalers). Green designed the data centers for high power density while maximizing energy efficiency with their local teams. "Datacenter M is a beacon project in terms of energy efficiency and sustainability," explains Andrea Campomilla, COO, who is responsible for the data centers at Green.

Optimizations were made in terms of architecture, choice of materials, room furnishings, equipment and cooling concept. The latter ensures that whenever possible, cooling can be done with ambient air instead of mechanically and energy-intensively. Photovoltaic installations on the roof of the building and the purchase of renewable energy round off the sustainable concept. Green achieves top values, with a PUE value close to 1. The use of waste heat is also considered exemplary. Via the future district heating network, more than 3,500 households as well as businesses and industry in the region will benefit from climate-neutral heating and process heat from Datacenter M.

More data centers: Construction to start before the end of 2023

The further stages of the expansion have been determined: Civil engineering work for the south office building already started in January 2023. Part of the approximately 3,000m² Office space will be used by Green to ensure the smooth operation of the high-performance data centers on site and to maintain close contact with customers. Additional office space is leased.

Green has accelerated its growth and innovation program in Switzerland. The next step will be the construction of data centers "N" and "O". Due to demand, construction will start as early as 2023. "We are consistently investing in innovation and growing in a customer-oriented and sustainable manner," explains Roger Süess, CEO of Green.

Source: Green

After the successful premiere at OFFA 2022, which was sold out with around 250 participants, an OFFA Business Day will also be held this year. The event is a meeting place for business representatives, founders, owners and managers from the greater St.Gallen area. Here they are given space for exchange as well as suggestions on challenges in the commercial environment.

Shortage of skilled workers in the trade

The shortage of skilled workers in the industry continues to advance. Eliane Frei, owner of Freiraum Personal- & Organisationsentwicklung, will talk about the strategies that can be used to counter this development in her presentation "Mindset as a success factor - moving away from shortages to resources". This will be followed by a discussion on the topic with Markus Fust, Managing Director of Schreinerei Fust, Luzi Thomann, CEO of Thomann Nutzfahrzeuge, and Fabian Füger, owner and Managing Director of Bäckerei Füger Handmade. The afternoon will be moderated by Christoph Lanter.

Preferential food for trade association members

Registration for the 2nd OFFA Trade Day on April 20, 2023 is available at. www.offa-gewerbetag.ch possible. The conference price is CHF 130.00 for trade members of the Regio St.Gallen-Appenzell Ausserrhoden-Bodensee and CHF 160.00 for non-members. One OFFA day admission is included in the conference price.