{"id":180403,"date":"2025-10-29T05:55:27","date_gmt":"2025-10-29T05:55:27","guid":{"rendered":"https:\/\/teknomers.com\/en\/salaries-higher-than-the-industry-average\/"},"modified":"2025-10-29T05:55:29","modified_gmt":"2025-10-29T05:55:29","slug":"salaries-higher-than-the-industry-average","status":"publish","type":"post","link":"https:\/\/teknomers.com\/en\/salaries-higher-than-the-industry-average\/","title":{"rendered":"Salaries higher than the industry average"},"content":{"rendered":"\n

A few days ago, Juan Roig, the founder of Mercadona<\/strong>, addressed over 1,500 entrepreneurs from the mass consumption sector during the 40th AECOC Congress in Valencia. His speech championed a dual message that resonated with many: the necessity of making money while firmly advocating for employee well-being<\/strong>. “You need the worker to feel well treated as a human being, and well treated,” he emphatically stated, challenging the long-standing notion that profit should come at the expense of worker conditions.<\/p>\n

This sentiment, a cornerstone of Roig’s philosophy, is not merely rhetoric<\/strong>; it is backed by substantial corporate data. Mercadona proudly asserts, “We offer salaries above the sector average.” This strategy of prioritizing employee satisfaction may well be their most effective long-term business plan, positioning them as leaders in not just the grocery sector but also in corporate culture.<\/p>\n

Juan Roig: A Modern Visionary<\/h3>\n

Often compared to Richard Branson, Juan Roig embodies a similar ethos in the Spanish business landscape. Branson famously stated, \u201cTake care of your employees and they will take care of your business.\u201d Roig echoed this sentiment, urging business leaders to invest in their workforce as a means of attaining sustainable growth. He introduced the concept that wellness begins with financial compensation<\/strong>. <\/p>\n

According to Roig, a Mercadona manager in the A category<\/strong> can earn approximately \u20ac2,100 net per month. This amount places them among the best-paid in the supermarket segment. The data shared by Mercadona reveals a structured pay scale based on experience:<\/p>\n\n\n\n\n\n\n\n\n\n\n
Position<\/th>\nGROSS Monthly Salary<\/th>\nNET Salary<\/th>\n<\/tr>\n<\/thead>\n
Manager A (less than 1 year)<\/td>\n\u20ac1,686\/month<\/td>\n\u20ac1,470\/month<\/td>\n<\/tr>\n
Manager A (less than 2 years)<\/td>\n\u20ac1,851\/month<\/td>\n\u20ac1,546\/month<\/td>\n<\/tr>\n
Manager A (less than 3 years)<\/td>\n\u20ac2,054\/month<\/td>\n\u20ac1,566\/month<\/td>\n<\/tr>\n
Manager A (4+ years)<\/td>\n\u20ac2,280\/month<\/td>\n\u20ac1,830\/month<\/td>\n<\/tr>\n
Annual bonus for objectives (Less than 5 years)<\/td>\n1 extra monthly payment<\/td>\n<\/td>\n<\/tr>\n
Annual bonus for objectives (More than 5 years)<\/td>\n2 extra monthly payments<\/td>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

Notably, the total compensation<\/strong> for a Manager A with over five years on the job could reach a net salary of around \u20ac2,100<\/strong>, representing a significant 27% to 72% increase above the minimum wage. <\/p>\n

Competitive Landscape<\/h3>\n

In the context of competing supermarket chains, such as Lidl<\/strong> and Carrefour<\/strong>, the pay structure at Mercadona stands out. While Lidl has higher base salaries\u2014approximately \u20ac1,539 net per month\u2014the bonuses and incentives offered by Mercadona give it a competitive edge. Carrefour, on the other hand, generally offers lower wages, starting at around \u20ac1,387. This disparity positions Mercadona favorably in a labor market plagued by shortages.<\/p>\n

Retaining Talent in a Competitive Market<\/h3>\n

The pressing challenge of employee retention<\/strong> was underscored by Mar\u00eda Miralles, a senior partner at McKinsey’s Iberian retail sector. She noted that finding qualified employees is becoming increasingly difficult, emphasizing the importance of retaining skilled workers. This reality has created a labor market where companies like Mercadona, that prioritize employee welfare and offer attractive compensation, enjoy a competitive advantage.<\/p>\n

Roig’s Mercadona Model<\/strong> is built on ensuring better salaries than competitors and fostering a stable workforce. This long-term vision is crucial for not only attracting talent but also discouraging employees from seeking opportunities elsewhere. <\/p>\n

Investing in Employee Development<\/h3>\n

In an era marked by an inverted demographic pyramid<\/strong> in Spain, companies face an impending staff shortage, making it more vital than ever to support employee growth. Mercadona’s commitment to its staff is exemplified by its substantial budget for training. In 2024 alone, the company plans to invest \u20ac128 million, allocating four million training hours<\/strong> to support employee development. This initiative translates to an investment of \u20ac1,164 per employee and aims to promote talent within the organization.<\/p>\n

Mercadona’s investment in training<\/strong> not only seeks to attract qualified personnel but also strengthens its workforce by providing career advancement opportunities. As Elena Orden, a spokesperson for Merco in Spain, pointed out, \u201cIf you want to have the best workers, you need to offer them what others do not offer them and prioritize their well-being.\u201d <\/p>\n

In conclusion, Juan Roig’s recent address serves as a significant reminder of the evolving relationship between employee welfare and business success. By prioritizing fair compensation, continuous training, and a supportive work environment, Mercadona not only fosters a motivated workforce but also strengthens its position at the forefront of the industry. As the challenges of employee retention and competition escalate, investment in human capital emerges not merely as a choice, but as an imperative for sustainable growth in Spain’s retail landscape.<\/p>\n


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General News – 2<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

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