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Banorte Benefits was created with the goal of reducing employee turnover among Generation Z employees at Banorte. Initially, an environmental analysis was conducted to understand the needs and desires of young people in a work environment, which allowed for the creation of a User Persona. Then, a solution was proposed, and the return on investment (ROI) was investigated. Subsequently, a prototype of a web page was developed.

To gain a deeper understanding of what Banorte employees wanted in their workplace, a survey was conducted of 60 people. The results showed that 71.7% of respondents preferred to have flexibility in terms of work schedules and formats. Through further research within the company, it was found that the lack of flexible working hours was the main reason for resignation, with 40% of the votes, followed by economic and growth concerns, with 35% of the votes. Based on these results, it was decided to focus Banorte Benefits' efforts on meeting these flexibility and growth needs.

An exhaustive investigation was carried out on the behaviors and preferences of Generation Z, and our "User persona" was created to understand how our target audience thinks and interacts with their environment.

Banorte Benefits was created as a flexible benefits model to provide an immediate sense of growth and reduce employee turnover among Generation Z. A hierarchical structure of benefits was designed divided into levels (Entry, Junior, Senior, Director) and sub-levels (Bronze, Silver, and Gold) so that employees can choose a benefit every time they advance to the corresponding level. An accumulation system of points based on the goals of each position and their fulfillment was established to advance from level to level within a period of 1 to 3 years. The benefits were carefully selected based on exhaustive research into what young people value in a job and are reasonable in cost according to the position held. Likewise, the company philosophy of "Each collaborator sets and advances their career at the pace they want" would be maintained.

Before building the Banorte Benefits prototype, a thorough financial analysis was conducted of the expected return on investment. The conclusion reached was that the implementation of this benefits package can generate a significant return on investment. By offering employees an attractive and flexible option, their job satisfaction and commitment can be improved, which in turn translates into increased productivity and talent retention. Additionally, reducing employee turnover reduces the costs associated with hiring and training new employees.

To measure the return on investment of the proposal, financial indicators such as increased productivity, reduced hiring and training costs, and decreased absenteeism and illness expenses can be used. Intangible factors such as improved work environment and the company's image in front of employees and the market should also be considered. It is important to highlight that three possible scenarios were created for our proposal, which are achievable turnover objectives and clearly demonstrate that Banorte Benefits is a profitable investment for the company.