Gestión del talento en tiempos del #COVID19

Mariano Vila Por Mariano Vila, Socio y Director General LLYC Argentina *
Esta pandemia nos obliga a tomar decisiones, de un momento a otro en muchas ocasiones; inclusive decisiones que no teníamos previstas. Una pandemia como esta, un verdadero cisne negro como analiza Isonomía en su último podcats que recomiendo escuchar; cambia la dinámica en que nos relacionamos con nuestros equipos de trabajo, ya sea de oficina o planta. Cambia lo qué hacemos, y porqué lo hacemos. Hace que cambie y/o evolucione nuestro propósito.

En un momento de angustia y crisis, a escala global, con poca certeza sobre lo que pasará más allá del mañana, los liderazgos en este momento son determinantes. Para mantener la calma, para comunicar con transparencia y sin especulaciones y para promover la motivación entre nuestros colaboradores.

Nuestros equipos se vuelven más exigentes, esperan respuestas. Sean buenas o malas noticias. Así como los líderes son la voz de las organizaciones, ellos son más que nunca un aliado fundamental en este momento. Son nuestros prescriptores, nuestros embajadores. Tenemos que tenerlos más cerca que nunca, pero no agobiarlos tampoco. A pesar de tamaña crisis, también hay oportunidades para la construcción o refuerzo de la marca empleadora. Entre las conclusiones que obtuvimos de este webinar *, destaco las siguientes:

PRINCIPALES RETOS

En este contexto, a las compañías se le plantean 3 retos principales:

-Cómo mantener la vinculación con los profesionales que en este momento están separados. Pasamos de tener una oficina a tener cientos.

-Cómo mantener el nivel de trabajo y el negocio a flote. En cuanto a servicios esenciales, se les está pidiendo una responsabilidad enorme, entonces la pregunta es ¿cómo se mantiene el ámbito y el compromiso de esas personas que anteponen el bienestar social al individual?

-Cómo vamos a hacer esa vuelta a la normalidad y recuperar el ánimo después de un proceso tan doloroso. En España, por ejemplo, se calcula que unas 40.000 compañías han tenido que reducir su plantilla.

COMUNICACIÓN ESENCIAL

Es importante dar seguridad. No significa informar todo el día; la seguridad se ofrece conectando. ¿Cómo conectamos con nuestros profesionales?

Creando relatos que marquen el tono de lo que decimos. Es casi más importante el tono que el mensaje, es con lo que se van a quedar nuestros profesionales. Este relato tiene que estar construido desde la empatía, y estamos viendo también que se apoya mucho en el reconocimiento. No debemos dar por sentado nada. Todos estamos haciendo un esfuerzo extra y eso tiene que ser reconocido. La comunicación tiene que ser cercana, escuchar, comprender y dar respuesta a las inquietudes; no es momento de los grandes discursos corporativos. Hoy tenemos que ser radicalmente honestos: nos está pasado con los gobiernos, no queremos buenas noticias, necesitamos la verdad.

COMPROMISO CON LOS EMPLEADOS Y LA COMUNIDAD

Los trabajadores son los mejores embajadores de las compañías. Hoy vemos a diario muchísimos empleados orgullosos de trabajar donde trabajan y hacer lo que están haciendo. Si bien es un momento muy duro, es inmejorable la situación para mostrar que de verdad somos una organización preocupada con la sociedad y nuestros colaboradores. Vemos muchos trabajadores que defienden sus compañías de manera natural y orgullosos de cómo reaccionan.

Esto va de la mano con el fenómeno de comunidad: el valor que tienen las empresas dentro de la sociedad se está viendo reflejado, y la necesidad que tenemos todos de trabajar en pos del bien común: hay compañías que se ponen a disposición con dinero, ideas, recursos.

LIDERAZGO

Este escenario nos plantea una vorágine de emociones. Los líderes tienen un doble rol: ver qué hacen con sus propias emociones y las emociones de sus equipos, que posiblemente sean diferentes a las que sienten habitualmente.

Lo importante es tomar contacto con lo que se siente y darle lugar. En general, tendemos a reprimir emociones negativas, sobre todo las que están sintiéndose en este contexto: las que más sienten las personas es angustia, incertidumbre. Sin embargo, también puede ser que sientan esperanza, confianza. Para los líderes es importante tomar contacto con lo que está pasando y ejercer lo que se llama autoliderazgo, ya que las emociones son muy contagiosas, aún de manera virtual. Los estados de ánimos se perciben.

AUTOCUIDADO Y AUTONOMÍA EMOCIONAL

Por estar trabajando mucho más ahora, las personas no tienen que llegar a su límite, al “burn out”, porque eso será peor. En Europa, por ejemplo, se ve al personal de la salud que se ha enfermado potenciado por comer mal, dormir mal y el estrés inaudito de una situación así.

En esto es fundamental cuidarse a uno mismo y generarse espacios y sensaciones que produzcan bienestar, más allá de lo que suceda afuera. El reconocimiento es fundamental, y las empresas tienen mucho por hacer, ya que pueden dar un impulso muy generoso. Pero más allá de lo que la empresa puedo hacer por mí, yo por mi tengo que hacer mis propias cosas.

LA COMUNICACIÓN, COMO CLAVE

La comunicación es determinante en este momento, pero no cualquier comunicación. La misma tiene que ser:·

  • Cercana y activa. Que escuche y comprenda. Que sepa o intente dar respuestas a las inquietudes que van desde la vida laboral y profesional, hasta la familiar y personal.
  • Sincera y transparente. No ocultar miedos. No impedir que nuestros sentimientos se vislumbren. Todos somos personas pasando por una misma situación. Habrá malas noticias para dar y debemos liderar ese relato con honestidad.
  • Constante y proactiva. No perder el contacto, pero también dejar “espacios libres”. Anticiparnos.
  • Una comunicación bidireccional. Trabajar con otros líderes y especialistas, las inquietudes que nos planteen.
  • Coherente. Ser consecuente con lo que decimos, o hacer mientras decimos.
  • De largo plazo. Pensar la comunicación con efectos del día después. Podemos dar respuestas de corto plazo, pero tenemos que pensar en el impacto del largo.
  • Basada en un relato. Que nos permita construir una historia.

En resumen, nunca antes se ha visto tan expuesta a la comunicación como herramienta de trabajo. En definitiva, hablamos de una sola comunicación. Ya no existe la externa y la interna; es la misma, y en esta crisis queda más que en evidencia la potencialidad y beneficios que tiene, siempre y cuando esté bien gestionada y no peque de oportunista

* El pasado viernes 03/4 con María Obispo y Adela Saénz Cavia, organizó un webinar para conversar sobre los desafíos de la gestión del talento en tiempos del COVID19

Prensa Económica

120 thoughts on “Gestión del talento en tiempos del #COVID19

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Gestión del talento en tiempos del #COVID19

tiempo de lectura: 5 min