With her thesis, Michèle Aschwanden, graduate of the Bachelor of Business Administration HWZ, won the UBS Sustainability Award for outstanding Bachelor theses of the HWZ Hochschule für Wirtschaft Zürich. In her thesis, she sheds light on the challenges facing the retail trade as one of the most important employment sectors in the Swiss economy, particularly in terms of the next generation of female managers.

Worse career opportunities for women

"In 2016, the Tages-Anzeiger titled its results of a large-scale evaluation "This is how women's career opportunities stand in the retail trade. Although there is a high quota of women among supermarket staff, the stores are mostly run by men. Trade unionist Priscilla Imboden explained the low quota of women at management level with the fact that alternative working and part-time models are little accepted in the retail trade at management level. As a result, after the birth of their first child, most women in the retail trade can no longer perform their previous management function and have to take on another one.

Top sharing as a solution

Top sharing, in which two executives share a managerial function and share tasks and management responsibility, could provide a remedy. The results from the comprehensive qualitative study conducted by Michèle Aschwanden, a graduate in Bachelor of Business Administration, show that the introduction of top-sharing can create a whole new perspective for female junior staff in the retail sector, which could motivate them to work in the food industry for the longer term. The decisive factor is to show them that top sharing makes it possible to optimally combine family, career and leisure activities.

Prevent fallow knowledge

The fact that most women in the retail trade cannot return to their previous management function after the birth of their first child means that valuable know-how remains unused and it becomes difficult for them to return later. Some retail companies have already recognized the potential of part-time management positions for women with children and allow them to return to their management roles. In this way, the companies continue to use the existing know-how and the female managers can optimally reconcile their family with their career through part-time leadership.

Michèle Aschwanden conducted 22 interviews with four different groups of people. The diversity among the interviewees is impressive: female branch managers of all ages, with and without families and with or without top-sharing experience, young female junior managers, company owners, sales managers, HR managers, experts on women's work and diversity. This diversity gives the empirical results a special significance, according to the jury of the UBS Sustainability Award.

Source: www.fh-hwz.ch

Which channels or touchpoints are most used in companies for internal communication and considered most relevant? This is what the Perikom fact check, which was conducted together with Accelerom AG and the HWZ Hochschule für Wirtschaft Zürich, wanted to find out by means of an online survey. For this purpose, more than 900 employees in large Swiss companies such as SBB, Lindt & Sprüngli or Clariant were surveyed in March 2021. The findings of the survey are intended to help set the right priorities when it comes to internal communication in the wake of digitization and the increasing complexity of communication channels.

Intranet central for information procurement

When asked which touchpoints employees use to obtain information, the intranet comes out on top. Just behind is the conversation with the direct supervisor and colleagues. Video messages from the CEO are also seen as very important - which has presumably experienced a significant upswing in the age of Corona. However, if you ask where employees first come into contact with a new topic, the conversation with their superiors is in first place.

Importance of the conversation with superiors is undefeated

The central role of the discussion with superiors is striking. According to the study, this touchpoint achieves top scores in all phases of the information process. Talks with superiors - whether in a team meeting or in an individual discussion - are experienced as extremely credible and relevant when it comes to changing an opinion or behavior.

Older people generally use more touchpoints than Young

The fact check also ascertained which employee type the respondents belonged to (motivated, conformist, minimalist and disillusioned) and whether major differences could be identified here. One key finding was that the more extroverted a person is, the more touchpoints they use.

One big surprise of the survey is that older employees are more inclined toward digital channels. This disproves the prejudice that young equals digital. This finding can also be interpreted to mean that younger employees are generally less aware of information, while older employees are more attentive to new information.

Relevance for practice in everyday business

So what do the results of the study mean for practice? The results were presented to a group of ten communications managers for discussion. They agreed that the employee communication touchpoints managed by the communication managers (intranet, information events, etc.) do generate attention for a topic. However, this is not enough to bring about a change in employee behavior. Communication from superiors and colleagues is needed. This is where the greatest potential of internal communication is recognized. But the path to this goal seems long and difficult; concepts for it are rare in practice and, as is so often the case, resources are lacking. But without the inclusion of management communication and communication in internal networks among the employees themselves, those responsible for communication will not succeed in establishing truly value-creating internal communication.

Insights for the right internal communication

1. The internal communication channels such as intranet, employee newspaper or newsletter generate a lot of reach, but have a rather deeper relevance.

2. Face-to-face conversations, whether with colleagues or superiors, are central when it comes to anchoring messages.

3. Contrary to the typical rule of thumb "the younger, the more digital", more digital touchpoints are used as people get older.

4. The differences between Blue Collar Workers and White Collar Workers are rather marginal: Surprisingly, Blue Collar Workers use a similar number of digital touchpoints as White Collar Workers.

Source: Pericom

One in three Swiss SMEs has already been the victim of cyberattacks. Four percent were blackmailed as a result of these attacks. Even if the data of smaller businesses is less interesting to cybercriminals, these companies remain attractive targets for them for two reasons: First, to extort ransomware using ransomware, and second, to use them as a gateway for attacks on larger companies that work with these SMEs. If we look at the figures for the first half of 2021, 10,294 cyber incidents were reported to the National Cyber Security Center (NCSC). And the trend is upward.

Against this background, the Smidex Suisse Exposyum (neologism for Expo + Symposium) was launched. The event stands for a live platform for cyber security and physical security systems, which is not only attended by CSIOs and CIOs, but also by C-level representatives of SMEs and security officers in general. Therefore, the event also has a clear focus on practical solutions and less to no developer topics.

Things to know from experts

The participants will be offered a well-rounded program in more than 20 presentations. Nicolas Bürer, Managing Director of digitalswitzerland, will kick things off by talking about the future and opportunities of digital innovation and what risks and opportunities and hypotheses derived from them we will be confronted with in the coming years. One of the speakers will also be Candid Wüest, VP Cyber Protection Research at Acronis, who will use a recent survey to show where companies are currently struggling the most and how this relates to the merging cyberattacks.

Aarno Aukia, CTO of VSHN - The DevOps Company, will present the Secure Banking Operation Platform and talk about agile development processes, container platforms and tools for operational security engineering. And of course, ethical hackers play an important role in the conference. Sandro Nafzger, CEO & Partner, Bug Bounty Switzerland GmbH explains in an exciting talk why working with them is key to the success of any digital transformation.

Practical recommendations for more IT security in SMEs

But it is also possible to learn firsthand how a cyberattack takes place, what mistakes could have been avoided, and how to prepare against it in the future. Andreas Plüer, Head of Digital Service at EKT-Elektrizitätswerk des Kantons Thurgau, has experienced it firsthand and speaks plainly.

Christophe Monigadon, Head of Information Security at Berner Kantonalbank, will open the eyes of anyone who feels well protected in terms of software with his presentation. He provokes with the statement "Why do we need an IT security culture? We have a firewall!" and provides strong arguments in favor of it.

Patrik Kamber, Program Manager Digital Solutions, Johnson Controls, explains how artificial intelligence and workflows are helping safety workers identify hazard correlations early by calculating risk scores in real time.

With ORGANISATOR at a reduced price to the Smidex Suisse Exposyum

In addition to the conference program, the relevant security providers will also be represented with a booth at Smidex Suisse, such as Acronis, Avast, Bug Bounty Switzerland, Cisco, Elca, EVVA, Samsung, Siemens Switzerland, Splunk, Thycotic, Trendmicro, Trigon, T-Systems, Watchguard, who enter into dialog with interested trade visitors and support them in their safety precautions with great experience.

Exclusively for ORGANISATOR readers:

• Free expo ticket with code QP6C3.
• Discounted conference ticket with code: FKAXB. (Day ticket for CHF 318.50.- instead of CHF 490.-; 2-day ticket for CHF 578.50.- instead of CHF 890.-)

www.smidex.ch/tickets/

In private life, trade and parcel services or mobile phone providers often play an important role as service providers; in the work environment, it is suppliers, agencies or print shops. A new survey by CWS Workwear shows what services customers want now and in the future and how satisfied they are with providers. The survey was conducted in May 2021 by the market research company SKOPOS in Germany, Switzerland, Austria, Belgium, the Netherlands and Poland.

Sustainability is important

The topic of sustainability also plays a major role in services: According to the survey, a sustainable orientation of service providers is important to the majority of respondents (86 %), mostly both privately and professionally. In a country comparison, Switzerland is a pioneer in sustainability, ahead of Austria (76 %) and Germany (69 %). For younger respondents under 40, a sustainable orientation of service providers is more important than for respondents in other age groups.

"Sustainable solutions are becoming increasingly important not only for products but also for services. Private convictions influence the expectations and preferences of customers when it comes to suppliers. We are noticing this more and more," explains Juliana Scherrmann, Head of Marketing at CWS Workwear, a leading service provider for workwear.

Regional service providers with personal advice preferred

In this context, the issue of regionality is also important to many: 65 % of respondents would prefer to support regional service providers. In Austria, the figure is as high as 74 %, while in the Netherlands it is only 46 %. At 83 %, the 40-49 age group attaches the greatest importance to a service provider's regionality. Added to this is the desire for personal advice: value is placed on a personal sales talk in all countries, most so in Switzerland (68 %). In Germany, 59 % want this and in Austria 64 %.

Customer orientation influences satisfaction with service providers

Strong customer orientation is important to the respondents and is not always perceived. More than a third, namely 39 %, are of the opinion that "The customer is king" is not lived by service providers, in Austria even 44 %. The Netherlands stands out positively here, where only 13 % are dissatisfied with customer orientation.

But customer expectations are not always met: One in five say they are even frequently dissatisfied with service providers. In a European comparison, the Germans are the most dissatisfied with 24 %, Switzerland with 19 %, and the Poles the most satisfied with only 17 % of regular dissatisfaction. The 25-29 year olds are the most dissatisfied of all age groups. Women (24 %) also tend to be more dissatisfied than men (18 %).

The main reasons given for dissatisfaction are poor quality of service, lack of competence and poor availability. 12 % also complain about unfriendly service providers; in Austria, the proportion is highest in a country comparison at 17 %, and lower in Switzerland at only 9 %. Younger respondents under the age of 40 are more likely to deal with unfriendly service providers, with 25-29 year-olds in particular complaining about unfriendliness from service providers, at 22 %.

Highest satisfaction with service providers in the hotel and catering industry

Gastronomy and hotel services are rated best by respondents compared to other service industries with 90 % satisfaction - in Switzerland with 86 %. With cosmetic and hairdressing services 89 % are satisfied, in Austria even 95 %. In Switzerland, the figure is only 84 %. There are clear country differences in the case of automotive service providers: In the Netherlands, 82 % of respondents are satisfied, in Poland 75%. In Switzerland, satisfaction with automotive services is 82 %.

Handicraft occupations achieve a similar result to motor vehicle services (81 %) on average across the country, with 80 % satisfied respondents. Handicrafts achieve the highest satisfaction among respondents in the Netherlands (86 %). Satisfaction with craft service providers is lowest in Germany and Belgium (78 %). In Switzerland, satisfaction is 80 %.

Across all countries, a quarter of respondents are rather dissatisfied with parcel services. In Germany and Austria, 69 % are satisfied with their deliverers, while in Switzerland, 76 % are satisfied. Bringing up the rear overall in the satisfaction ranking of the service sectors are mobile communications companies and Internet providers with 71 % and marketing service providers with 69 % satisfied respondents. The proportion of dissatisfied respondents in Switzerland is as high as 36 % (mobile communications and Internet providers) and 40 % (marketing).

Source: CWS-boco Suisse SA

As of October 2021, a new player in the field of organizational development and leadership consulting will enter the market. With many years of experience in well-known communications agencies as well as experience in the further development of organizational structures - most recently in the management of an ERP software provider - Silvia Peter offers a wealth of experience through insight into over a hundred companies. In addition, she brings a broad range of industry experience, an MBA in "Leadership and Organizational Development" as well as in-depth technical knowledge and a wide range of methodological skills.

"Inspiring companies to develop their core sustainably in order to become and then remain fit for the future" is how Silvia Peter describes her company vision. In addition to organizational development and leadership consulting, her range of services also includes consulting & coaching as well as training & education in specific topics such as "creative offering".

"According to various studies over the last twenty years, only just 16 percent of employees are engaged (see Gallup.com 2013 and 2021). Imagine the impact if only a minimal percentage of those who are not engaged suddenly find joy in their jobs. That's just one of many reasons why I'm convinced that I can contribute to the success of many companies and agencies with my outside perspective." is how Silvia Peter explains her step into self-employment.

More information and contact: www.silviapeter.ch

As soon as the pandemic-related entry restrictions are lifted again, people are increasingly drawn to foreign destinations. Many people are now aware that they leave behind a large ecological footprint and accept CO2 compensation. Since many long-distance journeys also lead to countries of the Third World, a social component is added to the ecological component. Meetchangemakers.com has recognized this and proposes a "social compensation" fee to make long-distance travel more socially responsible in this way. More than that, the social compensation would benefit a so-called changemaker and his cause. At the same time, the traveler would have the opportunity to meet the changemaker and get to know his social initiative - hence the name "Meetchangemakers".

Socially responsible long-distance travel - and formative experiences

Meetchangemakers sees itself as an NGO that "does something different" to make a difference in the world. A pilot project has now been launched in South Africa. There, Changemakers include a cancer survivor who became an agricultural pioneer to feed her community, or a graffiti artist who transforms neglected neighborhoods and gets children off the streets through creative art. Other inspiring changemakers include programmers for disadvantaged children, environmentalists, reformed gangsters, and human rights advocates, all with very unusual stories.

The fact that South Africa was chosen for the pilot project is no coincidence. François Rüf and Gisela Piercey from Switzerland are behind Meetchangemakers. Piercey has lived in South Africa herself for the last 16 years and through the project she can give something back to the country that has shaped her life. She comes from the travel industry and has found a way to use tourism to support the Changemakers.

It's time for "social compensation

Social compensation can easily be implemented as part of companies' social investment budgets - to ensure that their travel expenses have a positive social impact. The meetchangemakers.com platform is therefore calling on philanthropists, travelers and the general public to visit their website to learn more about the people their pilot project supports. There are several ways to get involved - from financial contributions to volunteering to raising public awareness.

www.meetchangemakers.com 

Experts from Savoy Stewart, a leading real estate broker and commercial property expert based in the heart of London, have tried to find out the biggest trends for office designs in 2022. To do this, they scoured thousands of Pinterest boards dedicated to numerous styles of office design. Based on the number of images pinned for each style, it was possible to predict which styles people are currently most interested in and which they are likely to incorporate into their workspace in the near future.

Minimalist, classic, Scandinavian: the top 3 office designs 2022

The most popular office design of 2022 is expected to be the "minimalist designed office" be, with a whopping 273,028 pins across all boards on Pinterest. A minimalist office without clutter provides an airy environment where you can focus perfectly. The "classic office" is in second place on all Pinterest boards with 179,931 pins. Some people may think that classic office worlds are outdated, but they are probably wrong with this assessment. After all, classic aspects will return in office designs in 2022 due to people's interests. In third place is the "Scandinavian office" With 162,972 pins across all boards on Pinterest. Similar to the minimalist style, a Scandinavian styled office offers a clean environment with a touch of nature.

Only at the back of the pack: Smart and ecological offices

The "modern office" is in fourth place on Pinterest with 147,590 pins. It is usually achieved by choosing cool colors, simple designs and soft textures. A "smart office" in turn, is perfect for tech-savvy employees who prefer to let technology simplify their lives. With 143,065 pins across all Pinterest boards, smart office design is the fifth biggest trend predicted for 2022.

In sixth place is the "colorful office" with 81,290 pins, followed by the "Art Deco Design" With 49,223 pins on all Pinterest boards. The "Eco-Office" is in eighth place with 47,899 pins. With organic, natural elements and a touch of green, an eco-friendly office might be just what our planet (and all the people pinning this design on Pinterest) needs right now.

In ninth place is the "Loft office" with 30,713 pins. Loft offices are characterized by a modern urban style, which can be seen by means of an abundance of open spaces and industrial elements in the interior. The tenth biggest trend for office design in 2022 is the "Pop Art Office" with 25,007 pins on all pinboards on Pinterest.

Source: Savoy Stewart Ltd, London

42 young professionals between the ages of 18 and 22, all of whom have successfully launched their careers with an apprenticeship, will represent Switzerland and their professions at WorldSkills in Shanghai from October 12 to 17, 2022. 40 names in the Swiss line-up are known a year before the grand opening, with only the plumbers, heating engineers and carpenters to be nominated in the coming weeks. So far, the team includes 32 men and 8 women from 15 different cantons, with French-speaking Switzerland represented by 6 competitors. In three disciplines (landscape gardener, automation technician and industry 4.0) teams of 2 compete, accordingly Switzerland is represented in a total of 39 competitions.

EuroSkills participants bring the "spirit of Graz" to the team

For the first time ever at a WorldSkills mission, no fewer than seven team members bring experience from international championships. European champions Yunus Ruff and Silvan Wiedmer (Industry 4.0), Mario Liechti (Electronics Technician/2nd in Graz), Gil Beutler (Polymechanic Automation/2nd), Susan Wildermuth (Decorative Painter/3rd), Adrian Büttler (Plasterer-Drywaller/3rd) and Jan Meier (Constructor/4th) will carry the "spirit of Graz" into the Swiss WorldSkills team.

Intensive preparation ahead

The country's best young professionals have been recommended for the national team during the SwissSkills Championships and - depending on the profession - in other selection procedures carried out by the professional associations.

In the coming 12 months, the professional champions now face an extremely intensive, but also personally and professionally formative preparation period. The nature of the preparation training is as varied as the 39 different competitions in which Switzerland will be represented in Shanghai. What all participants have in common is that only with a lot of diligence, sacrifice and determination can the dream of the desired medal become reality. When the Swiss team marches in with the Swiss flag at the big opening ceremony in a year's time, the team members will each have an average of around 1000 hours of preparation behind them.

Experts support professional champions

For the subject-specific preparation, the talented professionals can count on the support of their experts nominated by the professional associations, who generally coordinate the training program very closely with the employers and can count on their great support. The preparation program also includes physical and mental elements, as well as performance and media training. Team cohesion and the exchange of experience among the 42 competitors are promoted during 6 team weekends.

"The next year will be very intense for our National Team and will require a lot of passion and perseverance. But first and foremost, the path that our team members now have ahead of them until a year from now is a unique, priceless further education and school of life with many highly emotional moments," explains Martin Erlacher, the technical delegate of SwissSkills.

You can find more information here: www.swiss-skills.ch/shanghai

In listed companies, the dismissal of top managers is often published as an ad hoc announcement: Relevant media then speculate about the background, objectives and meaningfulness of the measure. It is much less frequently discussed what such a dismissal means for a top manager and how companies can effectively support their managers in the separation process.

Because that's exactly what they should do - both out of a sense of responsibility toward the departing executives and in their own interests. After all, a tough separation dispute can be expensive and protracted, and in the end it harms everyone involved - the people affected and the company. It is therefore worthwhile, particularly in the case of top executives, to fulfill one's corporate responsibility and duty of care even after a dismissal.

First the lawyer, then the shock

It doesn't matter whether the company is realigning itself or whether an unwelcome internal competitor has won the decision-makers over to his side: An unexpected dismissal is perceived by most of those affected as a great injustice. Unsurprisingly, the first thing they do is contact their lawyer. And that's a good thing, because a close examination of the contractual agreements and the current situation is essential in such a situation. In addition, a competent employment lawyer can still optimize the terms of termination and demand sensible additional benefits. This can include, for example, competent top management outplacement support, which assists the person concerned in this difficult phase with advice, intelligent strategies and excellent contacts. Such an offer can, of course, also come from the responsible company itself.

Economic concerns at the highest level

Of course, top executives also receive top salaries. A top manager will therefore certainly not immediately end up in the poorhouse - also thanks to usually generous severance payments. But even at this level of income, a certain discomfort sets in when the regular payments fail to materialize. This is because personal lifestyles and the obligations that need to be met have often developed in parallel with the increase in salary. These habits and liabilities cannot be easily reduced. This is why top earners are rarely unimpressed by the loss of their high-paying position, even in financial terms.

Sudden silence

But the psychological effects are often much worse: Just when they were needed, highly respected and courted, a dismissal of top managers means far more than just a job loss. Often, the shock extends far into their private lives and shakes the foundations of their personalities. After all, performance- and career-oriented personalities have a particularly hard time dealing with a sudden loss of significance. Friends and family also often react with irritation when a successful person, who until then had been extremely focused on his or her career, suddenly spends his or her days waiting dejectedly for phone calls. Sometimes, top executives who have been recalled can become downright lethargic. This also has to do with the fact that they often have no experience with such setbacks, because their career had been reliably on a steep upward trajectory up to that point.

No blind actionism!

But beware: Even supposedly sensible initiatives with which those affected try to take their fate into their own hands - as they are accustomed to doing - can have an extremely counterproductive effect. For example, many top executives believe that their good network and excellent qualifications will make it easy for them to find a new job on their own. Consequently, they pick up the phone, call their valuable contacts and - still under the strong impression of the experience - report the dismissal. Not infrequently, they also complain a bit and wash their dirty laundry. Unfortunately, such conversations do not lead anywhere, because neither curiosity nor solidarity nor pity are motives for entrusting someone with a new responsible task in top management.

A new and good legend must be made

An experienced and qualified consultant knows how important it is in such a situation to turn the defeat suffered into a success story. He supports his clients in developing a new, positive and exciting legend that credibly underpins their attractiveness and competence for new leadership tasks. And this is not simply a matter of making up a story. Rather, it is important to accompany the person concerned comprehensively, to bring his personality holistically back into balance and to develop, together with him, a new, forward-looking career strategy.

Not a case for the application portfolio

Exciting top positions in attractive companies are not advertised on Stepstone, and a conventional application does not help here either. A combination of systematic job hunting and referral marketing is therefore important. The goal is to transport a top executive to a suitable new position. For this to succeed, a consultant should have an excellent network and a very good reputation in the top echelons of business. In this way, he can draw the attention of prospects or advisory board members to his client and set the "advertising drum" in action as quietly as efficiently. The effectiveness of this approach is demonstrated not least by the fact that top managers without accompanying consulting spend an average of 9 to 12 months without a job, whereas with appropriate support they have already found a new position after 3 to 6 months. Ideally, such consulting only ends when onboarding has also been successfully completed.

Conclusion: Dismissal of top managers does not leave them unscathed

When top managers are unexpectedly recalled, it is not unusual for their whole world to come crashing down. The loss of the job is accompanied by feelings of loss of significance, economic anxiety and helplessness. This can have a lasting impact on the personality, but also on relationships with partners, friends and families. Companies are well advised to avoid the effects of understandable anger and despair and protracted legal disputes by supporting those affected with appropriately designed counseling to cope with the situation and find a suitable new top responsibility very quickly.

Checklist: What to do when top managers are dismissed

Top managers who have been dismissed face a major new challenge. What they should do in this difficult situation - and what to refrain from doing:

What to do:

• Find allies and new contactsInternal and external networks should always be cultivated. Because allies in the company sometimes see the change coming before the top manager suspects anything. After the dismissal, it is important to establish new contacts in order to keep an ear to the market.
• Financially secureThe loss of a job, even with top salaries, leaves a hole in the household budget. It is therefore important to make provisions and secure the financial situation while resources are still available. The exit negotiations should also focus on an appropriate severance package.
• Complete ongoing projectsWhat has been started should be finished. The farewell should be well organized, recalled top managers should "collect" their deserved recognition.
• Search new activities: Time with the family, hobbies or involvement in honorary offices, associations or committees give executives a meaningful task in the time of upheaval.
• Involve external advisorsProfessional career counselors provide support through individual coaching and also offer concrete help in the application process. Exchanging ideas with others who have had similar experiences can also help in coming to terms.

This is something to avoid:

• Emotional communicationAnger and verbal blows are of no use - on the contrary. If you want to fall back on your former employer as a credible reference, you should curb your emotions and remain professional.
• Arouse compassionNo one has ever been elevated to a management position out of empathy. So going down the pity route in your own professional network won't get top managers who have been recalled any further. Instead, they need to emerge from the crisis in a strong position.
• The others are always to blameThere is always a reason for dismissal. This does not necessarily have to lie in the incapacity of the top executive. Rather, the company can also change. Nevertheless, dismissed top managers should check where they may have made mistakes - and learn from them for the new position.
• Falling into lethargyAnyone who is used to being needed at work most of the day will fall into a deep hole after losing their job. However, those affected should quickly find their way out of this state and also accept help from their (personal) environment.
• Blind actionismAfter being dismissed, top executives should take their time and not pick up the phone themselves to find a new job. The storm should first calm down, external support by e.g. career consultants should be consulted.

Author: 
Dr. Eckart Eller is CEO of the EL-NET Group. https://www.elnet.group/

The initiative "Best Retail Cases Switzerland" creates a common interface between solutions, providers and customers. It is marketed by Innovation World Switzerland and ming agentur ag. Collected future-oriented Swiss retail and eCommerce cases are shown on the platform. The aim is to impart knowledge and present innovative applications for the retail sector using concrete examples. Various online and live events are held throughout the year. An award is also presented.

Year-round online retail storefront and webinars

"As a result of increasing digitization, the retail industry is undergoing rapid change. With Best Retail Cases Switzerland, we want to show these changes in concrete terms. Innovative omnichannel models, smart technologies, creative design and networked systems are to be given their own showcase, so to speak," explains main initiator Ewa Ming. The focus is not only on presenting exciting cases, but also on being a contact point for events and networking throughout the year. Thematic webinars starting in March 2022 will present trends and best cases.

Best Retail Cases Award for the best cases in Switzerland

The best cases will be honored for the first time with a separate award in various categories on December 7, 2021. From now on, providers, retailers and manufacturers can submit their cases that have already been used in practice. Subsequently, users will have the opportunity to vote for their preferred solutions. These votes, as well as the jury's evaluation, will ultimately determine the winners of the award.

Further information can be found at https://bestretailcases.com/ch.

Six out of ten respondents to a representative survey expect the Internet and technology to create new jobs. In view of such prospects, the fundamental attitude toward digitization remains positive. The fifth edition of the Oliver Wyman study "Switzerland's Digital DNA" is published as part of digitalswitzerland's Swiss Digital Day.

More than half want to develop digital skills

The restrictions associated with the Corona pandemic have accelerated digitization in Switzerland, as in many other countries. However, this also results in a need to catch up, as the fifth edition of a representative survey conducted by the international strategy consultancy Oliver Wyman with around 1,500 participants shows. According to the survey, 44% of all respondents want to further develop their technological skills. This desire is particularly pronounced among younger people. For 20% of all respondents, on the other hand, the first thing they want to do is familiarize themselves with new technologies; this is mainly expressed by older people. Overall, 76% of the Swiss population expressed a desire to learn. Professionals in particular are very aware of the growing importance of digital technologies. Thus, 62% stated that the Internet and technologies create jobs for people. However, a good one in five survey participants fear that they will not be able to keep up with the pace of technological progress; this applies in particular to workers in the hospitality industry, retail and public administration.

Digitization facilitates lifelong learning

"The majority of the Swiss population is no longer satisfied with their digital status quo," observes Nordal Cavadini, Partner at Oliver Wyman. "After the pandemic experience, people want to use digitalization more for themselves and actively shape it." If employers want to retain skilled workers, they should embrace this desire and upskill their employees themselves or financially support their willingness to learn. The advance of e-learning is making training easier. According to 75% of those surveyed, the Internet and technology simplify the learning process.

Diana Engetschwiler, who is responsible for Swiss Digitaltag, an initiative of digitalswitzerland, says: "The digital sovereignty of the Swiss population has been the focus of Digitaltag since the very beginning. The digital transformation can only be shaped if people are involved in the digital transformation. The concern of the national Digitaltag is to involve people in the open discourse about the transformation and to offer further education to spark self-initiative for lifelong learning."

The Swiss also see the benefits of ongoing digitization in other areas of life. Internet and technologies simplify mobility planning for 80% and democratic participation opportunities for 68%. In view of such advantages, three out of four respondents see digitization as an opportunity for Switzerland. The Swiss are particularly open to change in the healthcare sector. Six out of ten respondents say the Internet and technologies are already helping them to live healthier lives. Kolja Dutkowski, Principal at Oliver Wyman and digital expert, urges haste: "Digitization is a huge opportunity for the healthcare sector to personalize the current offering and increase efficiency. The sooner stakeholders make tangible progress, the greater the opportunity to reduce reservations."

Reluctance to share data with tech companies and online retailers

Across all industries, the Swiss population trusts hospitals, doctors and health insurers more than any other industry when it comes to sharing personal data. According to the survey, this applies to 69%. Otherwise, the respondents only rate their banks and the scientific sector (universities, colleges, research institutes) similarly positively. By contrast, distrust prevails above all toward online retailers and technology companies. Only 24% of respondents have confidence in these high-growth sectors of the economy; 56% lack it. For domestic online retailers, however, the survey also contains a positive message: they were able to profit more from the pandemic-related increase in purchases via the web than foreign competitors.

The topic of trust and the associated restrictive handling of data will continue to occupy companies. 61% emphasized that they are reluctant to pass on data to third parties.
would pass on. The continuing skepticism results, among other things, from concerns about cyberattacks. A good 70% of the Swiss population assume that the Internet and technology will lead to an increase in cybercrime. Oliver Wyman industry expert Dutkowski calls on the business community to act: "In the digital age, data is of central importance. Those who want to use it must guarantee their customers the highest security standards and communicate transparently."

When it comes to protecting their data and the further spread of digital technologies, however, the Swiss do not want to rely on companies alone. The majority of respondents still believe that increased regulation of the technology sector is necessary. Oliver Wyman partner Cavadini calls for greater dialog: "Politics and business must find a good balance of different interests so that the next stage of digitization succeeds." The willingness of the Swiss population to go along with it is definitely there; this is also shown by the current survey.

Source and further information: https://digitaltag.swiss/

The sponsor and initiator of the Prix SVC Nordschweiz is the Swiss Venture Club, an independent, non-profit association for the promotion and support of SMEs in Switzerland. With this award, it honors exemplary SMEs in the region that impress with their products and services, their innovations, their corporate culture, the quality of their employees and management, as well as their sustainable track record and regional roots. The award ceremony of the Prix SVC Nordschweiz 2021 will take place on November 25, 2021 at the Congress Center Basel. The event is expected to attract 1200 guests from business, science, politics and culture. The award ceremony will be hosted by Dani von Wattenwyl.

The finalists for the Prix SVC Nordschweiz 2021 are once again six impressive success stories from the cantons of Basel-Land and Basel-Stadt and Aargau:

• alltech Installations AG, Muttenz: alltech Installationen AG was founded in 1997. Domiciled in Muttenz and with a branch in Arlesheim, alltech Installationen AG today has around 200 employees and is one of the leading installation companies in northern Switzerland. The company's success is based on its proven service and expertise in the areas of sanitary installations, heating, industrial and refrigeration systems, energy systems, boiler service and 24-hour service, according to a statement. The company is managed by CEO Mauro Fusco. www.alltech.ch
• IfA Institute for Occupational Medicine AG, Baden: The ifA Institut für Arbeitsmedizin AG is a comprehensive provider of services for health in companies and for private individuals with different specialties such as general medicine, occupational medicine, physiotherapy, psychotherapy, cardiology, gynecology, pediatrics. The ifa was founded in 1995 as an outsourcing of the company medical service of ABB. Today, ifa comprises five business units: Practice, Occupational Medicine, Health Centers, Workplace Health Promotion and Telemedicine. The company is managed by Dieter Kissling, owner & CEO, and employs 120 people. www.arbeitsmedizin.ch
• MEDGATE, Basel: Since 2000, Medgate has been operating the Medgate Tele Clinic, the largest medical telemedicine center in Europe. Patients are advised and treated around the clock by telephone and video. For on-site consultations, patients also have access to the Medgate Mini Clinics and the doctors and clinics of the Medgate partner network. Medgate employs 500 people at four locations worldwide. The services are easily accessible, uncomplicated and comprehensible for patients. The company is managed by CEO Andy Fischer, MD. www.medgate.ch
• Monopol AG, Fislisbach: Since its foundation in 1947, Monopol AG has been producing facade paints, industrial coatings and corrosion protection for steel, aluminum and plastic. The coatings from Monopol AG are used around the globe by renowned architects. The family-owned company employs around 160 people at its sites in Switzerland and India. The company is managed by owner and CEO Lionel Schlessinger. www.monopol-colors.ch
• revendo AG, Basel: revendo AG is a Swiss company headquartered in Basel. Since its foundation in 2013, revendo has been working against the ever-growing mountain of electronic waste with its upcycling concept. Within the last seven years, in addition to the online store, nine branches have been opened in the cities of Basel, Zurich, Bern, Biel, St. Gallen, Lucerne and Winterthur. The concept of revendo focuses on the reuse of Apple and Android products to strengthen sustainable use and keep the devices in circulation longer. Before the purchased devices are offered for sale again, their performance is improved by making small technical improvements and replacing components. The company employs around 120 people and is managed by Aurel Greiner, VRP & CEO & major shareholder and Laurenz Ginat, CEO. www.revendo.ch
• Robotec Solutions AG, Seon: Robotec Solutions AG is one of the pioneers in robot-based automation with locations in Switzerland, Germany and China. With the experience of more than 700 realized projects for various industries, the company is a leading pacesetter in robot system construction. Robotec Solutions AG was founded in 1983 and today employs 55 people. Sustainability is very important to the company: It uses only electricity from renewable sources, and attention is paid to environmentally friendly procurement principles and optimal recycling. Robotec Solutions AG is managed by owner & CEO Nick Koch. www.robotec-ag.com