{"id":2308,"date":"2026-09-06T09:13:43","date_gmt":"2026-09-06T06:13:43","guid":{"rendered":"https:\/\/beneflo.io\/?p=2308"},"modified":"2026-09-07T09:24:19","modified_gmt":"2026-09-07T06:24:19","slug":"what-latvian-employers-offer-vs-what-employees-actually-want","status":"publish","type":"post","link":"https:\/\/beneflo.io\/es\/what-latvian-employers-offer-vs-what-employees-actually-want\/","title":{"rendered":"Lo que ofrecen los empleadores letones frente a lo que realmente desean los empleados."},"content":{"rendered":"<p class=\"wp-block-paragraph\"><strong>Notas de la <a href=\"https:\/\/smarthr.lv\/comp-ben-2026-programma\">SmartHR COMBENBEN<\/a> seminario en Riga<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Beneflo particip\u00f3 en el seminario SmartHR COMBENBEN en Riga, donde los profesionales de recursos humanos y compensaci\u00f3n dedicaron el d\u00eda a una pregunta: \u00bfse est\u00e1n destinando los presupuestos de beneficios a aquello que los empleados realmente valoran?<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">La respuesta breve, seg\u00fan los datos presentados en el escenario, es que en su mayor\u00eda s\u00ed, pero con un punto ciego constante.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\">Entre las empresas que ofrecen beneficios, todas ofrecen las mismas siete cosas.<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Una aclaraci\u00f3n antes de presentar las cifras: estos datos abarcan organizaciones que ya cuentan con un programa de beneficios. Muchos empleadores en Letonia no ofrecen nada m\u00e1s que el salario, y no est\u00e1n incluidos en esta muestra. Dentro del grupo que s\u00ed ofrece beneficios, la distribuci\u00f3n es la siguiente:<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th>Beneficio<\/th><th>% de organizaciones que ofrecen beneficios<\/th><\/tr><\/thead><tbody><tr><td>seguro m\u00e9dico<\/td><td>99%<\/td><\/tr><tr><td>Eventos sociales y deportivos (deportes de equipo, fiesta de Navidad, etc.)<\/td><td>95%<\/td><\/tr><tr><td>Opci\u00f3n de trabajar a distancia<\/td><td>92%<\/td><\/tr><tr><td>Tel\u00e9fono m\u00f3vil (para uso laboral y personal)<\/td><td>85%<\/td><\/tr><tr><td>Estacionamiento pagado o reembolsado<\/td><td>84%<\/td><\/tr><tr><td>Regalos (Navidad, cumplea\u00f1os, etc.)<\/td><td>82%<\/td><\/tr><tr><td>Prestaciones por acontecimientos vitales (matrimonio, nacimiento de un hijo, etc.)<\/td><td>80%<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Para tener una idea de la escala, una empresa present\u00f3 su propia cifra desde el escenario: 1711 euros por empleado. Se trata de la cifra de una sola organizaci\u00f3n, no de un promedio del mercado, pero da una idea del presupuesto que hay detr\u00e1s de una lista como esta.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Si se vuelve a leer la tabla, el problema se hace evidente. Nada diferencia a un empleador de otro. Una vez que una empresa decide ofrecer beneficios, casi inevitablemente ofrece esta misma lista; por lo tanto, un candidato que compara dos ofertas similares ve la misma p\u00e1gina dos veces. El presupuesto se est\u00e1 gastando, pero una vez tomada la decisi\u00f3n de gastarlo, no se est\u00e1 realizando ning\u00fan trabajo competitivo.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\">\u00bfQu\u00e9 empleados tienen la mejor calificaci\u00f3n?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">En una segunda sesi\u00f3n se presentaron datos desde la perspectiva de los empleados, una clasificaci\u00f3n que se mantuvo tanto en Letonia como en el mercado b\u00e1ltico en general:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>seguro m\u00e9dico<\/li>\n\n\n\n<li>Horario de trabajo flexible<\/li>\n\n\n\n<li>d\u00edas de vacaciones adicionales<\/li>\n\n\n\n<li>Trabajo remoto o h\u00edbrido<\/li>\n\n\n\n<li><strong>Beneficios de las comidas<\/strong> \u2013 mejor valorado en Letonia que el promedio b\u00e1ltico.<\/li>\n\n\n\n<li>Beneficios para el bienestar<\/li>\n\n\n\n<li>Eventos de equipo<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\"><em>(Calificaci\u00f3n promedio de importancia otorgada por los empleados, escala de 1 a 7. Estudio de Wolt y Norstat, 2025, n=1500, pa\u00edses b\u00e1lticos).<\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Las dos listas coinciden en la parte superior: seguro m\u00e9dico, flexibilidad y teletrabajo. Los empleadores tienen derecho a ello.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">El dato interesante estaba en la nota al pie. Los beneficios de comidas ocupan el quinto lugar cuando los empleados clasifican los beneficios entre s\u00ed, pero <strong>Cuando se les pregunta directamente al respecto, el 87% afirma que las prestaciones relacionadas con las comidas aumentan su satisfacci\u00f3n laboral.<\/strong> Esa brecha entre la preferencia jerarquizada y el impacto declarado es donde la mayor\u00eda de las estrategias de recompensa pierden valor. La gente no pone la comida en primer lugar en una lista. La perciben a diario.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\">Deseo versus realidad<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">La diapositiva m\u00e1s clara del d\u00eda fue tambi\u00e9n la m\u00e1s sencilla:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>El 57% de los empleados a\u00fan no recibe ning\u00fan beneficio de comida regular.<\/strong> M\u00e1s de la mitad.<\/li>\n\n\n\n<li><strong>El 53% elegir\u00eda el servicio de entrega de comida a domicilio.<\/strong> si la decisi\u00f3n dependiera de ellos.<\/li>\n\n\n\n<li><strong>El 90% de los empleados letones afirma que la libertad de elecci\u00f3n es importante.<\/strong> \u2014 El 38% lo considera muy importante, el 52% bastante importante.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Esa \u00faltima cifra es la que merece la pena considerar. Nueve de cada diez empleados se preocupan menos por el beneficio espec\u00edfico que reciben que por ser quienes lo eligen. Un paquete de beneficios fijos, por muy generoso que sea, responde a una pregunta que los empleados no se plantean.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\">\u00bfQu\u00e9 est\u00e1 cambiando en la vida cotidiana de la oficina?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">La secci\u00f3n final abord\u00f3 el comportamiento de los pedidos entre 2025 y 2026: peque\u00f1as se\u00f1ales operativas que, en conjunto, tienen un impacto significativo:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>De lo espont\u00e1neo a lo planificado.<\/strong> Ahora las empresas realizan los pedidos con hasta tres d\u00edas de antelaci\u00f3n, en lugar de hacerlo la misma ma\u00f1ana.<\/li>\n\n\n\n<li><strong>La comida como motivo para entrar.<\/strong> En los modelos de trabajo h\u00edbridos, el servicio de catering se ha convertido en un argumento pr\u00e1ctico para elegir la oficina en lugar del hogar.<\/li>\n\n\n\n<li><strong>Los eventos de equipo y los pedidos grandes est\u00e1n en aumento.<\/strong>, impulsados por el deseo de tener variedad en un solo lugar en lugar de cinco proveedores diferentes.<\/li>\n\n\n\n<li><strong>Los h\u00e1bitos de consumo de aperitivos en la oficina han cambiado.<\/strong> Los dulces siguen estando presentes, pero tambi\u00e9n las barritas energ\u00e9ticas, las bebidas proteicas y los postres proteicos.<\/li>\n\n\n\n<li><strong>El caf\u00e9 se ha vuelto un caf\u00e9 de especialidad.<\/strong> Se mencionaron tostadores locales \u2013 Kalve Kafija, Rocket Bean, Andrito \u2013 en lugar de una marca gen\u00e9rica de suministros de oficina.<\/li>\n\n\n\n<li><strong>Las oficinas que admiten mascotas est\u00e1n comprando para mascotas.<\/strong>, incluyendo helado para perros en verano.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Ninguno de estos aspectos son estrat\u00e9gicos. Son la esencia de la experiencia de los empleados, y son precisamente las cosas a las que un plan de beneficios anual r\u00edgido no puede dar respuesta.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\">Conclusiones para los equipos de recompensas<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Tres cosas se repitieron a lo largo del d\u00eda:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Los beneficios universales son requisitos b\u00e1sicos, no ventajas.<\/strong> El seguro m\u00e9dico es pr\u00e1cticamente universal entre los empleadores que ofrecen alg\u00fan tipo de beneficio; es algo que no puedes permitirte eliminar y con lo que no puedes ganar. M\u00e1s all\u00e1 de eso, es donde radica la diferencia.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Los subsidios de alimentaci\u00f3n constituyen la categor\u00eda de alto impacto menos atendida en Letonia.<\/strong> Los empleados las valoran por encima de la media b\u00e1ltica, el 87 % afirma que aumentan la satisfacci\u00f3n laboral y el 57 % a\u00fan no las entiende. Se trata de una diferencia inusualmente marcada.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>La posibilidad de elegir es la ventaja.<\/strong> Dado que el 90 % de los empleados afirma que la libertad de elecci\u00f3n es importante, la estructura del paquete ahora tiene tanta relevancia como su contenido. Otorgarles un presupuesto y permitirles administrarlo elimina la incertidumbre que caracteriza a los paquetes fijos.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Ese \u00faltimo punto es la raz\u00f3n de ser de Beneflo. En lugar de destinar un presupuesto a una lista fija y esperar que se apruebe, los empleadores fijan la cantidad y la pol\u00edtica, y los empleados eligen en qu\u00e9 gastarlo (salud, transporte, alimentaci\u00f3n, bienestar, formaci\u00f3n) en 27 pa\u00edses de la UE, con todo el seguimiento centralizado.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Gracias a SmartHR por organizar el seminario y a todos los que vinieron a charlar despu\u00e9s.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<p class=\"wp-block-paragraph\"><em>\u00bfQuieres ver c\u00f3mo funcionar\u00eda un presupuesto de beneficios flexible para tu equipo? <a href=\"https:\/\/calendly.com\/juris-beneflo\/30min?month=2026-09\">Reserva una demostraci\u00f3n<\/a>.<\/em><\/p>","protected":false},"excerpt":{"rendered":"<p>Notes from the SmartHR COMBENBEN seminar in Riga Beneflo joined the SmartHR COMBENBEN seminar in Riga, where HR and reward professionals spent the day on one question: are benefits budgets going where employees actually value them? The short answer from the data presented on stage: mostly yes, but with one consistent blind spot. Among companies [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":2309,"comment_status":"closed","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-2308","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>What Latvian Employers Offer vs. What Employees Actually Want - Beneflo<\/title>\n<meta name=\"robots\" content=\"noindex, follow\" \/>\n<meta property=\"og:locale\" content=\"es_ES\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"What Latvian Employers Offer vs. What Employees Actually Want - Beneflo\" \/>\n<meta property=\"og:description\" content=\"Notes from the SmartHR COMBENBEN seminar in Riga Beneflo joined the SmartHR COMBENBEN seminar in Riga, where HR and reward professionals spent the day on one question: are benefits budgets going where employees actually value them? The short answer from the data presented on stage: mostly yes, but with one consistent blind spot. 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The short answer from the data presented on stage: mostly yes, but with one consistent blind spot. 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