Al interior de las empresas se presentan infinidad de factores que desmotivan a los empleados y que los orillan a tomar la decisión de renunciar y cambiar su entorno laboral y, aunque algunos de estos elementos tienen que ver con sentimientos internos del trabajador, existen otros que tienen relación con la mala dirección de la empresa.
La rotación de personal puede evitarse cuando los superiores están interesados en su equipo de trabajo y hacen todo lo posible por acabar con la misma, no debemos olvidar que si no se ataca el problema rápidamente, una persona desmotivada puede contagiar a sus compañeros haciendo que cada vez más personas estén inconformes con las condiciones laborales que tienen.
Para poner fin a esta situación lo primero que se debe hacer es identificar el comportamiento de los empleados y reconocer cuáles son los factores que los tienen en ese estado, cabe mencionar que en esta etapa, los jefes tiene un papel crucial en la motivación y de ellos depende lograr que los empleados se sientan bien en el clima laboral que viven, sin embrago, también será responsabilidad de los empleados encontrar qué los tiene así y cómo pueden automotivarse, recordemos que las responsabilidades son compartidas.
Las causas de la desmotivación laboral pueden ser dentro de la empresa tales como: falta de objetivos o retos, ausencia de un plan de desarrollo profesional para el trabajador, monotonía, estrés, exceso de trabajo, mala relación con los jefes o compañeros de trabajo, trabajo mal remunerado, que el jefe no sepa escuchar, poco o nulo reconocimiento, jefe incompetente y falta de comunicación interna.
Las causas propias de los empleados son identificadas como problemas familiares o personales que invariablemente repercuten en el clima laboral, así como situaciones en las que el empleado decide tomar el empleo en lo que encuentra una opción mejor a nivel profesional, lo que provoca que durante su estancia esté con una actitud negativa y poco participativa.
La falta de pasión por el trabajo se puede detectar cuando el empleado presenta: pesimismo, absentismo, pide permisos frecuentes para llegar tarde, desinterés, llega tarde o se sale antes de su hora de trabajo, poco compromiso con el trabajo, no le interesa la integración con sus compañeros de trabajo y evade nuevas responsabilidades.
De esta forma, motivar a un empleado tiene que ver con proveerle estímulos o condiciones necesarias para que adopte el comportamiento y/o desempeño profesional que se busca de él. Si bien es cierto que las técnicas posibles de utilizar son diferentes, dependiendo de las diversas realidades culturales, sociales, etc., lo cierto es que existen pautas generales para lograr el mayor interés y compromiso de los trabajadores de una empresa.
Si la apatía viene desde un problema personal o familiar, el jefe deberá escuchar al subordinado, desarrollar empatía a través de la retroalimentación y tratar de ayudarlo para encontrar una solución a su problema, la mayoría de las veces, el hecho de ser escuchado es de gran ayuda para el empleado, lo que permite una estabilización de su estado de ánimo.
Por otro lado, si el desinterés viene provocado por la mala dirección de la empresa, será fundamental en primera instancia, que el jefe o líder del área escuche al empleado y lo haga sentir pieza fundamental para la empresa.
A esto puede sumarse buscar iniciativas propias que fomenten el trabajo en equipo, por ejemplo conversar abiertamente aclarando las dudas sobre normas, responsabilidades, deberes y derechos, valorar los aspectos positivos de los subordinados, agradecer y elogiar las buenas acciones que ellos realicen, pedir disculpas cuando sea necesario, respetar la dignidad de los trabajadores, desarrollar planes de carrera, promocionar o ascender a los empleados que lo merezcan, así como, procurar un pago justo por el trabajo realizado.
Gracias a éstas y otras técnicas será posible alcanzar la automotivación, ya que los trabajadores reconocerán diversos factores positivos y se volverán gradualmente miembros más creativos, motivados y conciliadores, principalmente porque podrán controlar el estrés y manejar de manera positiva sus propios sentimientos y los ajenos.
Los cambios que se vayan dando serán trascendentales si lo que se busca es contar con una cultura organizacional fuerte que aporte a la productividad de la empresa y trabajadores satisfechos que vayan en pro de ello.
Por otro lado, si pese a los esfuerzos para retener al empleado, éste continúa apático, lo mejor será respetar su decisión y dejar que cambie de trabajo.
“Como líderes es imprescindible estar atentos de cuáles son los motivos o señales que hacen que nuestros empleados se sientan desmotivados, la rotación de personal se da en todas las empresas y es parte de la evolución de la misma, pero cuando enfrentamos rotación de personal frecuente, se deberá hacer una evaluación de las condiciones en las que se tiene a los empleados y, una vez detectadas estas necesidades, trabajar para brindar un clima laboral que permita el bienestar de todos y cada uno de los miembros de la oficina”, destaca Margarita Chico, Directora General de Trabajando.com México.
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