Qué lecciones aprendí de la pandemia para enfrentar el 2021

Por Leandro Moure, country manager, Logicalis Argentina.

Se atribuye al antiguo filósofo griego Epicteto la frase: “No es lo que te ocurre, sino cómo reaccionas lo que importa”. Si bien esta crisis está lejos de terminar, la lucha inicial para hacer una rápida transición y continuar con el negocios como de costumbre se acomodó con el paso de las semanas. En esta nueva etapa los líderes deben reflexionar sobre su respuesta a la pandemia y aprender a prepararse para la incertidumbre futura.

Muchas organizaciones pensaban que estaban bien preparadas para enfrentar los problemas que implicaban una interrupción importante del negocio. Pero en el ojo del huracán del COVID-19, los planes cohesivos, que tanto las empresas como los gobiernos habían preparado, se rompieron y en su lugar tuvieron que depender de un conjunto de medidas creadas ad hoc para apoyar el trabajo remoto de manera inmediata. Un estudio de la consultora Gartner reveló que sólo el 12% estaba preparada para el coronavirus y asegurar una continuidad del negocio.

Una deficiencia común que saltó a la vista en este contexto fue que los planes de continuidad de negocios y la recuperación ante desastres tenían como escenarios proyectados más comunes catástrofes naturales o ataques terroristas. La retrospectiva es maravillosa pero desafortunadamente se crearon muchos planes sin reconocer completamente el impacto que puede tener una pandemia global. Para el futuro hay que pensar escenarios con interrupciones más extensas que no sólo afecten a toda la compañía, sino que también involucren recursos sociales vitales, como el transporte. Esto requiere nuevas disposiciones, con datos, aplicaciones y personal independientes de la ubicación

La pandemia puso en el centro el activo más importante que tienen las empresas: su gente. El largo período de aislamiento y llevar a cabo sus responsabilidades diarias sin el apoyo en persona de sus equipos es una tarea difícil para todos. El trabajo flexible permanente no era una opción para muchas empresas pero ahora algunas lo harán parte de su política corporativa, ya que los empleados aprendieron a administrar sus entornos domésticos y de trabajo. Una encuesta de PwC realizada en el mes de junio entre ejecutivos y trabajadores de los Estados Unidos afirmó que el 83% desearía trabajar remotamente al menos un día a la semana y el 73% de los líderes empresariales dijeron que trasladar sus empleados de las oficinas al hogar fue un éxito. Los nuevos planes de trabajo remoto obligaron a las empresas a apoyar a sus empleados con políticas que se centran en su bienestar y es posible que veamos nuevas posiciones como “jefe de trabajo remoto” para asegurar un cuidado y una gestión óptima.

Finalmente, relacionado con lo anterior, vimos que brindar a los empleados oportunidades y espacios para crear, contribuir y cooperar tiene un impacto positivo, tanto para ellos como para las empresas y la sociedad en general. En estos momentos de inestabilidad, incentivar a desarrollar el espíritu emprendedor entre los colaboradores es una herramienta que ayuda a descubrir el talento que muchas veces está escondido y permite pensar y mostrar ideas innovadoras y diferentes. 

La fuerza laboral global se volvió más íntima entre los colegas, clientes y socios. Ver a las familias o sus mascotas a través de videoconferencias e incluso mirar lo que pasa en sus hogares y su vida familiar estableció una conexión humana real más profunda. La tecnología, lejos de ser una amenaza se convirtió en una aliada para apoyar el progreso social. El desafío que tenemos en adelante es mantener este delicado equilibrio.

Prensa Económica

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Qué lecciones aprendí de la pandemia para enfrentar el 2021

tiempo de lectura: 2 min