Tips to make meetings more productive

Have you ever had the feeling that you are wasting time while attending a meeting with your teammates and/or your boss? You are in the meeting, but are you thinking about other things? Can these sensations be avoided by making meetings more efficient? We try to explain how.


According to team building and leadership specialists, one of the essential issues is to be clear about why you are calling a meeting. Sometimes, we have the feeling that we are in that room, simply because you have been told to or because it’s on the calendar, without a defined objective.

Nowadays, and after everything that has happened in the last year, there are also those who distinguish between the organisation of face-to-face meetings and virtual meetings, given that the latter are not always easy to control, either because everyone is talking at the same time or because the attendees’ connections start to fail.

But in any case, the essential guidelines are the same:

  1. Before convening a meeting, whether it is face-to-face or virtual, we must be clear about the objective: What do we want to achieve? Is it really necessary?
  2. If possible, it should be planned with enough time to inform the interested parties, so that they can prepare for the meeting as well as the convenor, and so that the time is used to the maximum. Similarly, if necessary, it is advisable to provide attendees with the necessary documentation.
  3. The invitation should only reach the essential people. There is no point in having 20 people attending if only 5 are really interested and/or affected. For the company, time is money, and it is not productive to have a lot of people as forced spectators.
  4. Calculating the duration of the meeting is also important to avoid it taking longer than necessary, and obviously you have to be punctual in order to keep to the timetable. When calculating the duration of the meeting, we must think about setting aside time for requests and questions that can be asked at the end of the meeting.
  5. The space where the meeting is held, in the case of face-to-face meetings, must be adequate for the number of people convened, and must have all the technological and analogue tools necessary to clearly set out all the issues to be discussed.
  6. Once in the meeting, we have to assign the “role” that each of the attendees has to assume, if the interventions have to be marked. What is clear is that there must be a moderator, who will usually be the convenor, to avoid diluting the objective for which we are meeting.
  7. For a correct development, before starting, the moderator must read the agenda in order to be clear about the issues to be discussed or resolved, and make clear the reason for the meeting. From this point onwards, he or she must ensure that the time allocated to each of the topics and speakers is respected, so that the established timetable is adhered to and everyone can make their points.
  8. Once all the scheduled interventions have been completed, it is time for Q&A, in order to polish the topics dealt with, resolve any doubts that may have arisen, and decide whether any new contributions should be made before ending the session.
  9. In the closing session, it is important to define the conclusions drawn, as well as the solutions to the problems that have arisen during the meeting, and the deadlines for carrying out the actions to be undertaken.
  10. Finally, it is important to draw up a summary or a record of the minutes that includes everything that has been presented, interventions, conclusions, and even details the decisions that have been taken and the actions that must be carried out from now on.

The achievement of all these premises should guarantee effective and efficient internal meetings, meetings with suppliers and meetings with clients, so that we do not end up with a feeling of wasted time. It is especially important to make the most of time in order to achieve productivity and efficiency objectives that generate the economic benefits necessary for the survival of an organisation, thus guaranteeing the professional and personal stability of all those involved.

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According to the Idescat, this June 2021 there were 445,862 unemployed people. Of these, more than half (54%), specifically 240,564 people, belong to the age group of more than forty-five years. 


These shocking data reflect that it is people close to the age of fifty who find it most difficult to get a job. What is happening?

We need to ask ourselves if we can move forward as a society without counting on people who can best add value to jobs. How can the people who can bring experience, seriousness, rigour, and talent to a company be the people who find it most difficult to get a job? 


Being over fifty: difficulty or opportunity?

Everything basically points to a problem of business culture, given that experience is undervalued. Apart from wanting to save and not value enough the opportunity involved in having a young worker and a senior worker together, an unstoppable tandem, the resumes of senior professionals are automatically ruled out. So, until there is a change of mindset, it will be difficult to find a solution to this nefarious problem. One of the worries of people around the age of fifty looking for work is that they are closer to retirement age. But this should not be a hindrance, as they are people with more professional background and more experience than young people, and this is an added value.


Now, what can we do if we are in this situation? Here are 11 tips we give you so that finding a job beyond your fifties is an opportunity:

  • Be always eager to learn, especially digital skills.
  • Keep training. This attitude is one of the most valued.
  • Be optimistic and ask for help to find a job. Be positive and consistent!
  • Have patience and hope, know how to manage negative feedback, and work on resilience.
  • Make a curriculum designed for each job offer.
  • Even if you have a very long work experience, explain only that of the last 15 or 20 years.
  • Be clear on which sector you want to work.
  • Do not include in your CV your marital status, children, or too personal data.
  • Take advantage of public resources offered by your city council, County Council… You will surely find some resources to help you find a job.
  • Look for opportunities in the sectors that have been strengthened by the health crisis: technology, pharmacy, education, health, and so on.
  • Get active on social media. Make a good LinkedIn profile, a good network of contacts, and make yourself known!

Being positive is one of the first things we need to be clear about when it comes to finding a job. Remember that no matter what happens, and no matter what it costs to find it, the opportunity is always there, because the sun rises every day.


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We have heard many times that management salaries are above what is reasonable and fair

El raonament és senzill i potent alhora: l’actiu més important i rendible de qualsevol empresa són els seus treballadors i treballadores. Aleshores, què pot ser millor que mantenir l’actiu més important de l’organització en el seu estat natural, que és on es manifesta tot el seu potencial?


Aquest raonament, però, no és d’aplicació exclusiva a l’àmbit laboral. Les seves connotacions són primordials, ja que totes les persones som treballadores, si més no en potència, sigui en l’àmbit laboral actiu, postlaboral, en l’àmbit acadèmic, o en qualsevol altra situació. És evident, doncs, que la felicitat transcendeix qualsevol d’aquests raonaments, per a anar a raure en el comú denominador: l’ésser humà.


La recerca científica de la felicitat

Parlar de la felicitat no és cap novetat, Aristòtil ja en feia profundes dissertacions al segle IV aC. Però, en els últims anys, ha pres força el concepte de psicologia positiva, que és un corrent de la psicologia que estudia les bases del benestar psicològic i de la felicitat, així com de les fortaleses i virtuts humanes. La diferència respecte a altres corrents propers de la psicologia i amb els seus precedents històrics és que aquest es basa en el mètode científic. El psicòleg Martin Seligman en va establir les bases a la fi dels anys 1990, i d’altres autors, com Mihály Csíkszentmihályi, l’han fet créixer amb les seves contribucions. 

A primer cop d’ull, el propòsit de la psicologia positiva pot sonar massa arrogant: «ara la ciència pretén explicar-nos què és la felicitat?». Però són moltes les veus dissidents que consideren que la felicitat va molt més enllà del processament d’un simple conjunt de valors mesurables en l’àmbit de la psicologia.

Debats a banda, totes les persones sabem, sense que ens hagi calgut aprendre-ho, quan ens sentim bé, i, sobretot, quan ens sentim malament. És quelcom innat. I és que el nostre organisme va com una seda amb el benestar, mentre que comença a donar senyals d’alerta quan experimentem malestar


Què en diuen els experts

Atès que les empreses són sobretot conjunts de persones, pot semblar que sigui bàsic garantir el benestar i la satisfacció dels treballadors a la feina. Tanmateix, en la lògica empresarial lligada a la Revolució Industrial (encara molt present arreu), el paradigma general ha estat tot el contrari: fer-los treballar al màxim per a obtenir majors beneficis. Una visió on el seu benestar personal queda lluny de la incumbència de l’empresa.

Els estudis sobre aquest tema arriben a la conclusió que l’experiència dels treballadors que se senten a gust a la seva organització és molt més preuada que, fins i tot, els béns materials que poden rebre com a gratificació. I això és perquè aquesta experiència no té caducitat; sempre pot ser evocada i gaudida de nou.

La felicitat dels treballadors com a baròmetre de la salut empresarial

Així doncs, ara ja no es tracta de centrar-se només en la famosa experiència de client (CX), sinó que l’experiència del treballador també juga un paper cabdal en l’èxit de l’organització. Tant des del punt de vista de l’empresa, perquè un empleat feliç, creatiu o empàtic és sinònim d’un treballador més productiu, com des del punt de vista del treballador, perquè passem gairebé un terç de la nostra vida a la feina. 

És bona mostra de la consolidació d’aquesta tendència el sorgiment de diversos índexs, com ara l’Índex Global de Felicitat en el Lloc de Treball, que mesuren la felicitat al lloc de treball. Així mateix, es consolida la figura coneguda com a Chief Happiness Officer o director de benestar en aquelles organitzacions que aposten pel valor de les persones i la rendibilitat d’un empleat feliç.


La difusió aconsegueix conscienciació i implicació

Persones i empreses són una estranya barreja. Les persones som éssers tangibles que actuem moguts per la gratificació; posem els nostres esforços en allò que ens gratifica, sigui en la forma que sigui. Tanmateix, les empreses són en si intangibles, tot i que alhora estan formades per persones, i tenen com a propòsit o bé el benefici propi, el benefici social (sense afany de lucre) o bé una combinació de les dues, que aporti benefici però de forma sostenible per a la societat.  

Estranya barreja i, alhora, quina sinergia tan fructífera quan el focus de l’organització es posa en les persones!

A 11Onze s’ha cregut des de bon principi en aquest valor fonamental, que és compartit per totes les persones que formen la nostra comunitat. I funciona! 


Si vols que el teu negoci faci un gran salt, utilitza 11Onze Business. El nostre compte d’empresa i autònoms ja està disponible. Informa-te’n!

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Les dones ocupen tan sols un 34% dels càrrecs directius a

Els diners formen part de la nostra vida des de ben petits. Amb les primeres monedes que posem a la guardiola, els diners que ens donen els avis per l’aniversari, la primera feina d’estiu, l’ajuda dels pares per comprar-nos els primers capricis… I de sobte, arriba la majoria d’edat i, entre molts d’altres canvis, per primera vegada tenim el control sobre els nostres diners. Però realment ens han ensenyat a gestionar-los? Serem capaços d’independitzar-nos, d’arribar a final de mes? La resposta és que, sens dubte, sí, controlar tot això està a les nostres mans, i només necessitem una mica d’organització per treure’n el màxim rendiment.


Per què necessito els diners?

El primer estereotip que hem de trencar respecte als diners és comparar-nos amb els altres. Calcular el que tenim o guanyem en funció del que té la gent del nostre entorn no és ni ser objectiu ni realista. Cadascú neix i creix dins un entorn determinat, en unes condicions sobre les quals rarament ha pogut influir. Si estàs estudiant i tot just comences a encaminar el que serà la teva vida, treu-te la pressió de sobre, perquè res està escrit, i l’important no és on comences sinó on pots arribar. Així doncs, el primer que ens cal fer és analitzar la situació actual i determinar el nostre objectiu a mitjà termini. No serà el mateix viure a casa dels pares i centrar-nos en els estudis que tenir la voluntat d’independitzar-nos, encara que per aconseguir-ho hàgim d’invertir part del nostre temps en treballar. Determinar això ens portarà a la següent pregunta: quants diners necessito per viure?

En aquest punt ja hem de començar a jugar amb les nostres finances i diferenciar les despeses fixes de les variables, tal com fan les empreses. Les fixes seran totes aquelles que tenim tant sí com no cada mes, com ara el lloguer del pis, el gimnàs, el preu de la targeta de transport o una subscripció a Spotify. En el cas de les variables, seran totes aquelles en què l’import pot variar d’un mes a l’altre en funció de les nostres necessitats. Per exemple, tot i que el menjar és imprescindible, no gastarem el mateix un mes que l’altre, i justament és un dels punts on podem retallar despesa. Amb això no ens referim a deixar de menjar o comprar els productes més econòmics del mercat, independentment de la seva qualitat. Més aviat ens referim a tot el contrari: apostar per un consum més responsable.

Com puc reduir la meva despesa mensual?

Només cal mirar l’entorn actual per veure que les tendències de consum, és a dir, el tipus de compra que fa la major part de la societat, està canviant, i cada vegada són més les persones que en comptes de comprar en grans superfícies industrialitzades busquen el producte de proximitat, més qualitat i menys quantitat. Aquests petits canvis ens permetran fer una compra amb consciència, prioritzant només els productes que necessitem i cuidant al mateix temps la nostra salut i economia. Algun exemple que podem aplicar a la nostra vida diària podria ser beure aigua en envasos reutilitzables (ampolles de vidre o metàl·liques) i evitar així la compra diària d’ampolles d’aigua, tot substituint-les per garrafes que són més econòmiques i ens duraran més temps.

El mateix podem fer a l’hora de la compra, portant la nostra bossa per evitar comprar bosses de plàstic. Un altre truc útil pot ser organitzar el nostre menú setmanal, per saber què menjarem cada dia i, per tant, què ens cal comprar. Ni més ni menys. Pel que fa a productes d’higiene, podem optar per paquets familiars, on hi ha més quantitat per menys preu, o bé alternatives com les pastilles de sabó o les copes menstruals que, més enllà de ser econòmiques, no generen residus. També existeixen botigues a granel on pots comprar només la quantitat que necessites, sigui de productes alimentaris o de neteja de la llar. Investiga la teva zona i busca l’opció que més s’adapti a la teva butxaca, recordant sempre que allò que s’ha fet sempre, o allò que fa la majoria, no sempre és la millor opció per tu.

Pel que fa al transport, també cal buscar aquest equilibri i valorar alternatives al transport privat, que suposa un cost més elevat si sumem gasolina, impostos, assegurança i reparacions. El transport públic o la bicicleta són dues opcions econòmiques que ens poden ajudar a controlar les nostres despeses al mateix temps que cuidem el medi ambient. Fins i tot en el moment de sortir de festa podem retallar despeses si actuem amb consciència. Reservar amb antelació, aprofitar ofertes i descomptes o marcar-nos la quantitat que volem gastar abans de començar la nit ens ajudarà a mantenir un cert control. Si aquesta última part és la més difícil, un truc pot ser portar en efectiu l’import que volem gastar. D’aquesta manera, no hi haurà marge de passar-nos de pressupost i això ens permetrà gestionar millor les sortides, sense gastar ni un euro més del que toca.


Controla la teva situació econòmica des del mòbil

Aquestes són algunes de les recomanacions que ens ajudaran a mantenir el control dels nostres estalvis, però la tasca important és analitzar la nostra situació particular i fer-nos les següents preguntes: de quins ingressos disposo? Quina quantitat he de destinar a despeses fixes? Què em queda per destinar a l’oci? Necessito estalviar de cara al futur?

Si una cosa tenim a favor, és que actualment existeixen aplicacions per gairebé tot. Controlar les nostres finances mai ha sigut tan fàcil. La majoria d’entitats financeres s’estan posant les piles des de fa anys perquè l’experiència del nou client digital sigui intuïtiva i àgil, de manera que en un sol clic tinguem a la nostra disposició tota la informació que desitgem, des del saldo total del compte (els diners de què disposem), fins a les despeses que hem realitzat amb la targeta, veient de manera gràfica on estem destinant la major part dels nostres diners. Això ens permetrà fer-nos una idea de la nostra situació actual i cap a on hem de dirigir els esforços futurs.


Treballar i estalviar, els dos grans aliats per tenir diners

Una eina clau per gestionar els nostres estalvis són les guardioles digitals, un espai del compte on posarem els diners que volem destinar a una activitat concreta. El funcionament n’és senzill: ens hem de proposar un objectiu, sigui un viatge o alguna cosa que volem comprar, i a partir d’aquí calculem quin import hauríem d’ingressar cada mes per aconseguir-lo. Cal buscar l’equilibri entre allò que desitgem i els nostres recursos actuals. Si volem més diners, haurem de treballar més. Si no podem treballar més, els haurem de gestionar de forma més eficient. Però, sigui quina sigui la nostra situació, prendre el control de les nostres finances i saber en tot moment què està passant al nostre compte corrent és indispensable.

L’últim consell és no perdre de vista que mai caminem sols. Tenim pares, familiars i molta gent al voltant que ens pot ajudar a entendre què significa tot allò que té a veure amb els diners, que, en definitiva, és entendre com funciona el món actual. Tenir el seu suport i seguir els seus consells serà un pilar indispensable perquè aquest primer contacte amb el món de les finances sigui clar i comprensible. Quan prenem el control dels nostres diners, estem prenent el control de la nostra vida.


11Onze és la comunitat fintech de Catalunya. Obre un compte descarregant la super app El Canut per Android o iOS. Uneix-te a la revolució!

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No ho podem negar: les rebaixes són un estrès.

T’has llegit la pòlissa de la teva assegurança de la llar? L’error més habitual en contractar una assegurança és no revisar quines cobertures inclou la pòlissa. Per evitar sorpreses desagradables d’última hora, et detallem alguns punts del contracte en els que t’has de fixar.


La cobertura de continent cobreix els costos de reparació o reconstrucció del teu habitatge en cas de desgràcia. Per a diferenciar-ho del contingut, una fórmula molt gràfica és imaginar que podem posar el nostre habitatge cap per avall. Tot el que cauria seria contingut, mentre que el que no cauria seria continent.

Cal tenir en compte que el valor de la cobertura de continent no representa el preu de compra o el valor de mercat del teu habitatge. Tampoc hauria d’incloure el valor del sòl sobre el qual es va construir la casa o l’edifici. En realitat, és la quantitat que es necessitaria per reconstruir l’habitatge i deixar-lo com estava. Aquest valor es coneix com a “cost de reconstrucció”.

L’assegurança de llar també inclou una secció dedicada al “contingut”, és a dir, les teves coses (televisor, roba, ordinador, bicicleta, etc.). L’import que apareix en aquesta secció és la quantitat que l’assegurança et pagarà com a màxim si passa alguna cosa amb les teves coses, d’aquí que hagi de correspondre’s més o menys amb el seu valor real.

Les clàusules de la pòlissa, a examen

Aquí tens alguns elements que hauries de tenir en compte per no pagar de més i que l’assegurança no et pagui de menys en cas de sinistre:

  • Evita duplicitats. Si la teva finca té assegurança, comprova les seves cobertures, ja que podràs excloure de la pòlissa particular els elements del continent que ja estiguin inclosos en l’assegurança comunitària. Tingues en compte que, en cas de sinistre, si un element està cobert tant per l’assegurança comunitària com pel teu particular, no el cobraràs dues vegades.
  • Assegura’t que la valoració del continent és correcta. Si els capitals assegurats estan molt per sobre del valor de la teva casa, estàs pagant per una protecció que no necessites, ja que en cas de sinistre l’assegurança només pagarà la reconstrucció, res més. I, en el sentit contrari, si el valor de reconstrucció de la teva casa està per sobre dels capitals assegurats, l’asseguradora només pagarà fins als capitals assegurats, deixant-te coix en la teva recuperació. Per tant, has d’ajustar la pòlissa perquè estigui lleugerament per sobre del valor de la teva casa, però sense pagar per una cobertura innecessària. De manera orientativa, tingues en compte que la valoració hauria d’oscil·lar entre uns 800 euros per metre quadrat en els pisos normals i els 1.300 euros en una casa unifamiliar.
  • Comprova que la valoració del contingut és adequada. Tingues en compte que les assegurances imposen límits al valor individual de les teves coses que cobreixen per defecte. Normalment, els teus objectes valuosos necessitaran una cobertura addicional. Per tant, cal que els donis d’alta o la teva companyia només et retornarà fins al límit individual que tens per defecte en la teva pòlissa. Et recomanem fer fotos (o un vídeo) de totes les teves coses. Per a estimar el seu valor, convé fer primer una llista amb els objectes de valor i calcular el seu cost, i després estimar la xifra dels articles menys valuosos, com roba i utensilis de cuina, i arrodonir el seu valor.
  • Vigila com es reflecteix la cobertura dels vidres. La cobertura de vidres inclou des de finestres fins a miralls. Has d’assegurar-te que les finestres s’incloguin dins del capital i cobertures de continent, mentre que els miralls interiors s’inclouen en el contingut. De vegades les asseguradores utilitzen aquesta separació per excloure part dels vidres de la cobertura, així que fixa’t si tots estan coberts.
  • Tingues en compte la cobertura dels danys estètics i la pisa sanitària. Banys, plaques de cocció i altres elements han d’estar protegits per aquestes cobertures. Algunes asseguradores inclouen aquests elements com a part del contingut, la qual cosa pot perjudicar-te si el capital assegurat està per sota del real. A més, pot fer que banys i cuines quedin fora de cobertures específiques, com els danys estètics, si només es cobreixen els danys del continent i banys i cuines es consideren contingut. Has de comprovar que la cobertura de danys estètics cobreix les reparacions necessàries per a mantenir la uniformitat estètica de la teva casa després d’un sinistre, ja que les asseguradores juguen molt amb les limitacions d’aquesta cobertura, especialment en banys i cuines. Comprova que la teva pòlissa cobreix la pisa sanitària com a continent i no té exclusions ocultes. Ni tampoc els danys estètics, que han de cobrir un capital mínim de 2.000 euros.
  • Assegura’t que l’assegurança cobreix el valor de reposició del contingut. El valor real és el valor que calculen la majoria de les asseguradores per a substituir les teves coses robades o danyades. Es calcula partint del que costaria avui aquest mateix article (el valor de reposició) restant la pèrdua de valor a causa de l’edat, el desgast i els trencaments (depreciació). D’aquí la importància que l’assegurança no cobreixi el valor real, sinó el valor de reposició, que ve a ser el preu pel qual es podria comprar avui el teu article (de la mateixa marca i model) si fos nou. En definitiva, el valor de reposició és el preu de mercat. Si la teva assegurança utilitza el valor real, probablement et compensa buscar una assegurança amb preu similar que utilitzi el valor de reposició.
  • Comprova que la pòlissa s’inclou defensa legal. Sense aquesta cobertura, la teva assegurança no t’oferirà el suport d’un advocat en cas de conflicte legal. Aquesta és una de les primeres cobertures que les asseguradores tendeixen a retallar per oferir preus més baixos.
  • Repassa si el preu contempla els elements de seguretat. El fet de posar una porta de seguretat fa que la majoria de les assegurances abaixin el preu de les cobertures relacionades amb robatori. I el mateix succeeix amb mesures de seguretat com a alarmes o reixes. També elements com a sensors de fum o aigua haurien d’ajudar-te a reduir el preu de les cobertures relacionades amb aigua i foc. Assegura’t que aquests modificadors estan inclosos en la teva assegurança si els tens.

Com a resum, podem destacar que és fonamental que revisis els capitals assegurats i l’adequació a les característiques del teu habitatge; comprovis que tots els límits són correctes i cobreixen allò que esperes, i que la teva assegurança contempla alguns modificadors en el preu per ajustar l’import que pagues cada any als canvis que realitzes en la teva llar.


Si vols conèixer una assegurança justa per a la teva llar i per a la societat, descobreix 11Onze Segurs.

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Unemployment rises slightly in Catalonia in July, despite the fact that the employment record has been maintained. But can we trust the reliability of the official data? Are there inactive workers who should be counted as unemployed?


Catalonia has registered an upturn in unemployment after five consecutive months of a downward trend. According to data published by the Ministry of Labour, during July, the Catalan labour market added 1,612 more unemployed people (+0.49%) than in June. Despite this slight increase in unemployment, it remains the lowest unemployment figure since the 2008 crisis.

Currently, there are a total of 331,356 unemployed people, but in the last year, the total number of unemployed has been reduced by 10,035 people, 2.94% less. Compared to 2022, there are 103,185 more contracts, which is equivalent to a 2.8% increase. In total, there are 3.75 million workers in Catalonia and an unemployment rate of 8.44%.

The unemployment figures for Spain as a whole also reflect the best figures for 15 years. The Spanish economy continues to create jobs and reduce unemployment for the fifth consecutive month, although the pace slowed in July to below the historical average. The active population increases to 23.8 million people and the number of employed exceeds 21 million, another record high.

Unemployment stood at 11.6%, a fall of 11.7 points, after 365,300 people found work in the second quarter of the year, adding 595,614 people to Social Security since January. On the other hand, the number of unemployed registered at the offices of the public employment services fell by 10,968 people in July, -0.41% compared with the previous month, to a total of 2.68 million.


Inactive workers who are not registered as unemployed


In March 2022, the latest labour reform came into force, one of the main objectives of which was to change the production model, moving from temporary to permanent contracts in order to reduce temporary employment and precariousness. Therefore, work and service contracts disappeared, while the possibility of temporary contracts was restricted to very specific situations that cannot exceed 90 days worked per year.

In exchange, it was proposed that companies should use fixed-term contracts so that people doing seasonal work would not have to worry about whether their contract would be renewed after a period of inactivity and would have the same rights as workers with a permanent contract.

Despite the benefits for employees that this type of contract brings, it has the counterpart that workers who were previously considered unemployed are no longer counted as unemployed. In other words, when an employee with a fixed-term contract enters a period of inactivity, he or she receives unemployment benefits, but is not counted as unemployed, but is considered a “jobseeker with an employment relationship”.

This is a significant number of people who, in Catalonia alone, last year accounted for 5.7% of all workers affiliated with Social Security in Catalonia under this type of contract. If we take figures for the whole of Spain in December 2022 and January of this year, they were equivalent to 443,078 and 660,000 unaccounted jobseekers.

Obviously, the official data do not include the people who are looking for work but who are not registered with the SOC or the SEPE, either because they are self-employed, because they do not make any profit, or because they are part of the underground economy. Nor is it specified how many people work part-time, not because they want to, but because they cannot find another full-time job.

And it is true that these figures are difficult to account for, but more transparency in the data related to discontinuous permanent workers does not require any effort, but the simple will to reduce the divergence between the reality of the labour market and the official rhetoric, an unavoidable necessity if we really want to evaluate the effectiveness of employment policies.


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Taking out home insurance is essential to protect ourselves against incidents that may affect our home, but it is often not easy to understand the policy terminology. We explain some basic concepts you ought to know.


A home insurance policy is a contract by which the policyholder (the person who takes out the policy) pays a premium (amount of money) to the insurance company in exchange for being guaranteed coverage for a risk that is defined in the policy. For this reason, it is important that, when taking out the policy, you study each of the clauses of the contract carefully. We help you to familiarise yourself with the terminology used by the insurer to make the whole process easier.



The building is understood to be all the structural elements of a property, that is to say, the foundations, walls, ceilings, doors, windows, as well as the electrical installation, water and security devices. Basically, all those elements that if we were to turn the house upside down would not fall, as well as any structure attached to it (the garage, the swimming pool…).

You have to bear in mind that each insurance company may have small variations when considering which elements make up the building. Even so, you should be aware that the amount of the building cover does not represent the purchase price or the current market value, but the cost of rebuilding the home.



The contents refer to all those elements or goods found inside the property: furniture, electrical appliances and other electronic devices, as well as clothing, jewellery, works of art and any valuable personal effects. Contents cover can help you recover the cost of replacing your items that have been damaged in various situations, or that you have lost in the event of theft.

Bear in mind that you will need to make a list of all items before taking out insurance, and belongings above specifically stated values will require additional cover. It is also important to remember to let the company know if you want to add any new items you have acquired after signing the policy.

Civil Liability

Civil liability cover protects against damage caused to third parties by those legally responsible. In the case of home insurance, it covers the person who has taken out the policy or any member of their family (including pets if they are added to the policy) living in the home, for incidents in the home that may affect another person.

This is an essential type of cover in any home insurance policy. A water leak that causes damage on the floor below, a flowerpot that falls from your balcony onto a car, or the breakage of a neighbour’s window while your children are playing ball, are examples of incidents that would be covered.


Watch out for the small print

Yes, it’s a no-brainer, but we must read the small print of our policy carefully to avoid last-minute surprises. For example, terms such as burglary and theft may seem similar, but while many policies cover damage caused in case of burglary (subtraction of property by use of force or violence), other companies do not insure you in case of theft (theft of property due to negligence), as may be the case if you have left your front door open.

The lack of maintenance of a property or not taking the corresponding precautions if you have a dangerous dog are two more examples of imprudent actions that could be classified as negligence, and which would not be covered by the majority of home insurance policies.

And finally, shop around before you buy. The insurance market offer is very varied thanks to the entry of insurtech and the competition between different companies. Take the time to make a comparative study that will allow you to find the option that best suits your needs and the type of home you want to insure.


If you want to discover fair insurance for your home and for society, check 11Onze Segurs.

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May Day was historically associated with pagan festivals linked to spring until the Second International established May Day as a labour holiday. It did so in 1889 to commemorate the bloody struggle of American workers for the eight-hour working day.


The fact that International Workers’ Day is celebrated on 1 May has its origins in the American workers’ struggle for a shorter working day, which in the second half of the 19th century often stretched to 16 hours. 

As the capitalist system took hold in the large industrial cities of the United States against a backdrop of high unemployment, workers’ working conditions had become increasingly harsh. Faced with this situation, the American Federation of Labor called for a general strike to begin on 1 May 1886 to demand the eight-hour workday.

Workers’ repression

On 3 May, the protests in Chicago turned violent when the police acted extremely harshly against the workers as they demonstrated. The next day, a rally held in the city’s Haymarket Square turned bloody during police intervention. A bomb exploded among the ranks of the uniformed officers, although historians are unclear whether they or the workers were the target, killing seven policemen. The officers then opened fire on the demonstrators, killing several and injuring hundreds.

As a result, a trial was held and eight men were convicted for the action. Four of them ended up on the gallows, although no evidence was presented linking them to the bombing. Nor was the international campaign to save their lives of any use. The words of August Spies, one of the condemned men, just before his execution were prescient: “There will come a time when our silence will be more powerful than the voices you strangle today”.

Recognition of the workers’ struggle

The Second International established 1 May as a labour holiday in 1889, giving rise to today’s International Workers’ Day. Paradoxically, the United States, the country where the events took place, wanted to dissociate this date from the workers’ movements. That is why President Grover Cleveland had Labour Day celebrated in September.

Prior to the Chicago events, May Day in the United States and parts of Europe was a date marked to celebrate the exuberance of spring in rural areas. The origin of this holiday can be traced to ancient Roman practices of celebrating spring flowering. 


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Do we live in a meritocracy, where effort is rewarded? Does the social lift really work? Numerous studies question whether people’s socio-economic success depends on their merits or whether it is predetermined by the privileges granted by their place of birth or social class. 


The saying that the future is in our own hands, which we have heard so often from our elders, is in question. At least if we do not belong to a wealthy family. An Esade study shows that equality of opportunity in Spain is a fallacy: it is 24 times easier to end up in the top 1% of the population if you come from one of the families with the highest income than if you belong to one of those with the lowest.

The situation in Catalonia is much better than in Andalusia or the Canary Islands, as it offers the highest level of absolute and relative intergenerational mobility in the sample, with rates similar to Scandinavia. But, even so, the social lift is clearly out of kilter

A contested model

After leaving behind feudal society, which was made up of rigid estates, bourgeois society, based on theoretical equality before the law, was supposed to allow people from the lower classes to progress socially if they worked hard enough. Traditionally, education was the main way for the lower and middle classes to move up the ladder. However, more and more experts point out that education no longer guarantees anything and that meritocracy does not exist.

The idea that effort takes precedence over privilege in our society is fundamental to legitimising Western liberal political and economic systems. To maintain the established social order, most individuals must believe they can get ahead if they try hard enough.  

However, as Harvard Law Professor Michael Sandel warns, “the first problem with meritocracy is that opportunities are not really equal for everyone“. In fact, in the so-called Ivy League universities, which include eight of the most prestigious in the United States, there are more students who belong to the top 1% of the country’s wealthiest families than to the bottom 60%. 

Daniel Sanabria Lucena, Professor of Psychology at the University of Granada, adds that in reality “the best predictor of academic performance and later professional success is not cognitive performance, it is the socio-cultural context, that your parents have money. 

The adventure of entrepreneurship

The success stories of young entrepreneurs such as Steve Jobs, who founded Apple in his garage, have become popular. However, these are not representative cases, but highly unusual, stories that only happen to one person in a million. Moreover, in many of these cases, there are determinants of success that go beyond merit and personal effort.

Research has shown that the most common characteristic among entrepreneurs is access to capital, either through family or contacts that facilitate financial stability. Rather than a genetic inclination, it is often money and a safety net that enables entrepreneurs to take risks.

In fact, famous research by economists David Blanchflower and Andrew Oswald indicates that personality measurements and psychological test scores do little to predict who will run their own business. In reality, “it’s the start-up capital that matters,” they state emphatically in their study.

In this regard, the latest Global Entrepreneurship Monitor, which analyses entrepreneurship around the world, warns that businesses are often started with money from family, friends and colleagues. And it should be noted that many startup founders do not draw a salary for some time, something few people can afford. 

The rich of yesterday and today

It seems that the wealth of family dynasties is perpetuated over time much longer than previously thought, as research by Italian economists Guglielmo Barone and Sauro Mocetti suggests. By testing intergenerational mobility and wealth distribution in Florence by comparing records from 1427 with those of 2011, they found that the wealthiest Florentine families still had the same surnames almost 600 years later. And other studies suggest that this is not a phenomenon unique to Tuscany.

Individual effort is no guarantee of success for young people today. A Spanish government report even acknowledges that “being born into a low-income family conditions educational and development opportunities much more than in other European countries”. Poverty is increasingly becoming a cage with no way out for a significant part of the population.

While qualifications and specialised training generally increase employability and average income, most analyses show that those sections of the population that are born into a social position tend to live and die in that position

Indeed, young people have seen their present ignored and their future mortgaged. In recent years, when it comes to cutting large budget items, education has fared much worse than health and pensions. As a result, the main dynamo of the social lift is squeaking more than ever. And the amount of public debt they will have to pay off in the coming years has skyrocketed.


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Sometimes it is not easy to find the terms “ethics” and “business” together. It is popularly believed that the essence of one eliminates the other and in this we justify the lack of a network of companies that are truly committed to guaranteeing conditions, but society has changed and needs the working environment to change as well. A paradigm shift where company dynamics put in place fairer structures for all, for example, could be one of the ways to change the working environment.


When we talk about ethics in business, we basically concentrate on the ethical “choice” between possible options for a concrete and defined problem. We like to think that when faced with a problem, there are several options, and we can rank them from very unethical to very unethical. Therefore, it all boils down to using ethical criteria, ranking the options, and choosing the most ethical of the possible options. Thinking that this is possible and trying to deal with business ethics in this way gives us peace of mind, but it is a false security. It implicitly leads to the conclusion that all problems have ethical and unethical solutions, and that the simple fact of choosing the right decision criteria will lead us unequivocally to choose options from the group of ethical solutions.


Ethics as an isolated subject

The worst thing comes when we want to do business’ ethics training thinking this way, then the mess can be monumental, as well as the frustration afterwards. And if we look at most business training, ethics is a simple “little pill” that is given outside the core subjects, as if the manager can separate the decisions that need “ethics” from those that do not. In highly technical decisions, this may be possible, but in most decisions the ethical part is inseparable from the unethical part.

But in management training there is a tendency towards a curious specialisation. Ethics courses are held separately and many managers believe that they will receive the basic prescriptions that will enable them to make ethical choices from a range of possible options. The very fact of taking a business ethics course leads to the simple thought that there is an ethical painting page that automatically transforms solutions into ethical solutions. The manager may think that in this specialised training he or she will learn to paint any decision in a rosy colour. In reality it is the way one approaches the problem and the justification behind it, if the options are exhaustive, that the real ethics lie.


Working on empathy also with employees

Thus, ethics is not only to be found in any given choice between several options, but also in the very definition of the existing business problem. And also in which options we consider as a possible solution to the specific problem. For example, let us imagine that we have considered that we have two options: to dismiss or not to dismiss an employee. What we should do is to take a step back and look at what we want to dismiss. We define the problem and we see we have a member of staff who is always late. But we have to go one step further and find out why he is late, and somehow do something to compensate for his lateness. Also the implications of the fact that he is late: does it hurt anyone, does it affect the smooth running of the company? And once the problem has been defined, we should look at the possible options to solve it (not simply to fire or not to fire). It does not seem that dismissal is the only option. A change of working hours, a reprimand, a warning that being late affects productivity, and a long list of other options could also be considered.

It seems quite clear that the ethical component of managerial action is crucial to the whole process: how we define the problem, what possible solutions we propose, and how we choose the most appropriate one. Ethics cannot be reductionist and go straight to the choice. But it must also be transversal and permeate all business management disciplines. Reducing ethics to a mere ethical choice strips the manager’s task bare. It makes the manager less complete and his or her task is not shown in all its importance. It dwarfs him or her and also dwarfs the result of good management: the common good in capital letters.


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