On the occasion of HEMAQ's 35th anniversary, we reached out to Enrique Gritzewsky, COO since 2017, to learn firsthand what defines the corporate culture of a company that has made its mark in its industry over four decades.

"In general, we could say that what characterizes us is 35 years of a philosophy focused on human capital. Meaning that, we always seek the common good of those involved in the 'world' of HEMAQ. With this we seek to generate an ecosystem of professionals who perform their work with passion. We must put ourselves in our clients' shoes at all times and understand not only how we affect or benefit their companies and projects, but also the people who make up each of these."

As in any human endeavor, the guidance of work ethics is vital: "As part of our values we defined some topics that are especially relevant to us, such as passion, ethics, innovation, spirit of service, integrity and proactivity in all our activities. Each of these values serves as an axis and are part of the work of the members of the HEMAQ family, which is why we went a little further and incorporated them into the DNA of our company."

"We must remember that we are looking to leave a positive impact on our society , so we are not only concerned about taking care of our customers; additionally, we are concerned about taking care of the members of the HEMAQ family and the society in which we operate. By creating a culture like this we achieve a very important level of mutual commitment, which creates a really solid bond... together we are invincible".

The HEMAQ family has stood out for its professionalism and productive capacity, and this has been demonstrated over time: "We have achieved that each and every one of our employees is motivated to deliver comprehensive solutions to both our internal and external customers. Thanks to this, we have the high-level work environment that we only longed for in the past".

To this end, we prioritized communication channels that could facilitate internal communication for all employees, such as a biweekly newspaper and various content through applications, e-mails and platforms such as Microsoft OnePlace. "Internal communication is key to success, which is why at the beginning of 2023 we set out to improve it as part of the 'Challenge of the Year' and why it is constantly evolving thanks to our work team,"explained Gritzewsky, who in 2017 moved from operations management to directorship.

Likewise, the implementation of collaboration and feedback tools has allowed for improvements in processes and documentation consistency in each project, such as SAP's SharePoint platform, an enterprise resource planning platform, as well as the remote work modality, with which much higher levels of interaction and collaboration were achieved. In addition, HEMAQ's 360° Evaluation serves as an evaluation mechanism in which employees can evaluate each other, allowing for new forms of feedback and the development of better action plans for continuous improvement.

Finally, we asked Enrique what distinguishes HEMAQ's corporate culture compared to other companies. "I would say that our corporate culture is totally transparent. The same information I know about our culture should be known by any member of the team. What I would like is that we all really live our culture, but not only inside HEMAQ, but outside. If we want to give back to society, we must act according to our ideals, and in this way we will undoubtedly be able to do our part for the betterment of the world".