The high-level contexts such as the ones we discussed in the last 12 months imply an additional right to the directives, team leaders and decision-makers in the organizations.
21 April 2021
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The opinions expressed by the collaborators of Entrepreneur his staff.
High-context contexts such as those that were agreed upon in the last 12 months imply an additional right to directives, teams of leaders and decision-makers in organizations: to transmit resilience and equilibrium to their teams to adapt ‒ a new entorno?
Undoubtedly, the first is to recognize the need for adaptation and not to oblige basic elements of the organizations: it needs an apprenticeship curve, to remove adaptability to new schemes such as Flexible work, redefine benefits and reduce imports frente a la incetidumbre.
We can say that the impact is different if it is for countries, communities, industrial activities or economic sectors, we can say that it is uniform in the anemic state of the people, and one of the signals that we have seen the study that we do by Gympass, which shows that 35% of the total usage of our applications is related to the provincial platform of users that access the apps of hello emotional.
It is an important signal for those responsible for managing the talent of the interiors of the companies: the concept of welfare is increasing and includes an emotional dimension that is key to the quality of life and health of the collaborators.
It shares four lessons to be learned that will lead the way to 2020 by adopting a range of salient companies.
Focused on humanized leadership: The books include that the logistics of goals and align the company’s methods are graceful of compromise, motivation, creativity, harmony between work and staff, communication, among other factors, that of much more than one work day in established hours. The leader that understands this is not only effective work teams: it will create highly efficient work environments that are key to the innovation and creation of the organizations.
It has a preventive effect on the Burned out: One of the adjustments observed is that the employees work hard 1.4 days more than their companions who are in the offices, agree with a study: what results in more than three additional work weeks a year. The organizations will have the importance of preventing and managing to avoid it burn out of their teams, and we expect to observe that various companies establish schedules to support the disconnection, as well as offer digital gifts to adopt new routines with remote ownership, which can be done within 5 minutes of meditation, others choose to agree on what is most convincing. With this comes the importance of implementing health programs based on the benefits to workers and businesses, leading to a greater and most salutable future.
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Focus on the balance between personal and laboratory life: In agreement with the Organization for Economic and Development Cooperation (OECD), Mexico occupies the second place of balance between work and its personal life, even with the drastic change of routine, there is also much more interest in establishing between working life and staff, including the creation of new normative norms, such as Nom 035, which can identify and analyze the factors of psychosocial risk and prevention measures to promote a favorable organizational environment; in addition to the recent approval of the Ley del Trabajo reform for regular home office and guarantee that the employees are entitled to the necessary conditions in order to carry out their work from home.
Social distance is not synonymous with Islam: Agreed with the article on “The work and the epidemic of health ”, published in the Harvard Business Review, the feeling of solidarity and Islam is the main impediment that enlists collaborators to carry out their laboratory activities, one can consider a social interaction loss, which can usually detonate the collaboration or exchange of ideas of points of view. As such, the leaders are also looking at welfare programs and retrospective physical activity programs – to Establish a remote social connection moment, allow self-help space and generate dynamics for a mayor integration.
We also have a new work paradigm, where we will be able to address the importance of emotional pay, promote awareness and generate healthy working climates. During 2020, this trend will accelerate and now we will have companies that are more interested in summarizing their innovation in the laboratory, with the potential to increase their productivity, creativity and well-being.