By Nancy Malacara
Getting closer to people and eradicating bad practices with the help of the Human Resources team are the keys for companies to really connect with their employees. If they fail to do so, churn will increase, morale will be lowered and even companies’ productivity and profitability will be adversely affected, warns Arleth Leal, Director General of the Human Resources firm Red Ring.
“Old paradigms are being broken. On the one hand, changes in labor culture have obligated us to become more strategic and, on the other, to become drivers of the business as opposed to just a support department,” adds Renata Maldonado, a specialist in change management and Human Resources Director of the multinational corporation Natura.
According to the 2020 Human Resources Challenge Report ‘Where are we Heading?’, produced by this Brazilian firm, the greatest challenge faced by these areas in the Latin American region is attracting and retaining the best talent. Even so, one out of three sector leaders believes that their executive team give maximum priority to human capital risks.
This being the case, the experts consulted produced a list of six trends that will strengthen the employee-employer relationship and improve the work environment for companies in both Mexico and Latin America.
Collaborative and goal-based work
Integrated working ecosystems with a horizontal hierarchy whose teams focus on clear goals stand out because they produce employees who are more focused and productive. Data produced by the analysis firm Gallup show that committed teams are up to 21% more profitable.
Generation Z will soon be entering the labor market in increasing numbers. According to the auditing firm Deloitte, their share will grow until it reaches 75% of the global labor market between 2020 and 2025.
“Organizations that successfully manage to jump aboard the generational management train may enjoy improvements in productivity of up to 30%”, says Maldonado.
Flexible working practices
Companies will have to opt for flexible working hours, a casual dress code, home office and other incentives that represent added value for collaborators. The human capital firm Kelly Services estimates that 61% of staff members have considered leaving their jobs due to lack of flexibility.
Technology will become a driving force and catalyst for the reach of organizations. Furthermore, it will stimulate two key aspects: ongoing collaborator training and a shift towards more flexible work schemes.
Leadership is progressing towards more human practices. Organizations will need to set up forms of humility-driven, collaborative leaderships. To this end, Luciana Caletti, VP of Glassdoor América Latina, recommends that leaders should receive training at least once a year in management, soft skills and senior management.
With the entry into force of Mexican Standard NOM 035, which obligates companies to identify and prevent psychosocial risk factors, their emotional salary will be indispensable for employees to feel at ease. Workplaces are free to design their own strategies offering wellness programs. additional benefits or special dispensations that may have a positive impact on their people.