En 2020 el mundo cambió drásticamente y a medida que las empresas inician el 2021, las transformaciones en el lugar de trabajo que traerá el nuevo año serán más tangibles y permanentes.
“Reconstruir o rejuvenecer la cultura empresarial puede ser el primer paso para una organización con mejor desempeño y esto es lo que puede significar este año de cambio y un 2021 de consolidaciones”, afirma al respecto Martha Ardila, Gerente de Ventas de Centroamérica y El Caribe para Red Hat, compañía líder en desarrollo de software empresarial de código abierto, que ha hecho de su visión de Cultura Abierta un valor agregado para sus clientes, junto con su conocimiento y liderazgo en el sector tecnológico.
En ese sentido, Capital Financiero comparte las seis tendencias en la cultura empresarial que se consolidarán en el próximo año y para las que hay que prepararse y aprovechar las oportunidades que significan:
1) Construcción intencional de cultura: en el pasado, cualquier cosa que se pareciera a la cultura era probablemente un subproducto de las tareas laborales. Ahora, la cultura informa el trabajo diario y el entorno laboral.
Los esfuerzos intencionales para construir la cultura de la empresa serán notorios a medida que las empresas regresen de meses de trabajo remoto o se adapten a la nueva normalidad del teletrabajo y el distanciamiento social. Es obvio que esto significa cambios permanentes. Algunas culturas necesitan curarse después de que los despidos, las licencias o los cierres cambiaron drásticamente su fuerza laboral.
Otros están adaptando sus procesos de trabajo o entornos físicos para dar cuenta de las necesidades de distanciamiento social. Los empleados se están adaptando a medida que regresan a la oficina después de meses de estar separados.
2) Lugares de trabajo descentralizados: con el trabajo remoto, ahora común en innumerables industrias, los empleadores están reconsiderando la distribución de sus oficinas. Ya sea que se reduzcan los pies cuadrados, se trasladen a ubicaciones más asequibles o se reestructura el espacio de trabajo pero, en conclusión, deben prepararse para una fuerza laboral administrada tanto digital como físicamente.
The Washington Post incluso espera que las empresas pronto comiencen a contratar ejecutivos para “liderar la experiencia del trabajo remoto”, por ejemplo. Así que a medida que el trabajo desde casa se normalice, las empresas continuarán agregando valor a los empleados en estos puestos. Se normalizarán las asignaciones para gastos de internet, equipo y materiales de oficina e incluso suministros de café como lo deseable de un buen empleador.
3) Mayor papel de la comunicación interna: La combinación de un trabajo a distancia con uno presencial incrementará la importancia de esta herramienta de comunicación con los empleados.
Será muy valioso y determinante que todos los trabajadores puedan estar al tanto de las novedades de la compañía, independientemente de dónde se encuentren desempeñando su labor, por lo que contar con una buena estrategia de comunicación interna resultará clave para que el sentimiento de pertenencia a la empresa crezca y a la vez la plantilla se sienta más motivada. De hecho, un equipo motivado rinde un 44% más y aumenta un 27% el compromiso de los empleados, según estudios de expertos en esta materia.
4) Énfasis en las reuniones uno a uno: con cambios hacia una fuerza laboral más descentralizada por reglas de bioseguridad, los gerentes y líderes buscarán formas de mejorar su comunicación con los subordinados directos. Al implementar reuniones semanales uno a uno, los gerentes pueden ofrecer entrenamiento constructivo y cubrir las preocupaciones de cumplimiento en caso de que un empleado sea despedido.
Así que contar con plataformas de virtualidad con alta capacidad y con automatización de ciertos procesos ayudarán a lograr la productividad deseada para el nuevo año.
5) Mayor dependencia de los procesos digitales: en consonancia con la tendencia anterior, es evidente que lo digital y virtual serán eje en la forma en que se colaborará y construirá equipo en 2021. Las empresas necesitarán seguir trabajando rápido en adoptar plataformas digitales que faciliten la gestión de los procesos diarios. Esto supondrá un cambio, tanto en la propia empresa como en la cultura de la plantilla ya que hay muchos trabajadores que tendrán que formarse en nuevas competencias para saber manejar las nuevas herramientas digitales.
La capacitación y actualización de las habilidades es otro foco en el que deben trabajar las empresas para mantener un alto nivel de empleabilidad, especialmente ligado a la necesidad de adaptación de las empresas a la nueva realidad del mercado.
6) Seguridad informática y cultura: Hace poco, entre expertos en Tecnologías de la Información (TI) se compartió un informe sobre la correlación entre el aumento de los ciberataques y el aumento del trabajo desde casa. Fue una encuesta relativamente pequeña con solo 200 profesionales de TI en cinco países respondiendo, pero indicó que el 20% de las organizaciones habían experimentado un ciberataque relacionado con un trabajador remoto.
Otro 28% de los encuestados indicó que estaba utilizando sus dispositivos personales para realizar tareas relacionadas con el trabajo más que su máquina de trabajo. Ante esto, hay empresas que están invirtiendo mucho tiempo en hacer que su cultura empresarial les sirva como escudo, insertando prácticas, comportamientos y actitudes que apoyen los esfuerzos técnicos en ciberseguridad.
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