Recursos Humanos: cuatro factores a los que una PyMe debe poner atención
Es bien sabido y comprobado que los recursos humanos son la empresa en sí misma y que cuidarlos es una de las tareas más importantes. Esto adquiere especial importancia cuando hablamos de una Pyme, donde generalmente el número de personas es menor y tienen, por lo tanto, un mayor contacto entre sí.
¿Pero cómo hacerlo? ¿A qué poner atención? Hay factores de alerta que deben ser atendidos:
1. Conflicto de rol múltiple: es la presión recibida por un determinado grupo de la empresa para aliarse con ellos y en ese momento tener que optar por la lealtad para con determinados colegas o grupos de trabajo.
2. Falta de recursos: todos sabemos que hoy las empresas, por una cuestión de costos, tienen un número reducido de personal y en consecuencia de tiempo; los conflictos surgen porque la demanda es mayor que la cantidad de recursos.
3. Valores y prioridades diferentes: es probablemente el más difícil de solucionar, ya que los valores no cambian con el tiempo. No es recomendable tener disputas por valores básicos que no van a cambiar.
4. Diferencias de percepción sobre un problema determinado: esto genera un gran impacto en la empresa, porque crea comportamientos defensivos y de conflicto entre los grupos de trabajo.
Ante ello, existen tres recomendaciones que podrían ayudar a mejorar paulatinamente la situación: reconocer y definir la naturaleza de la insatisfacción, ser objetivo en este proceso y analizar para decidir y dar el debido seguimiento.
En todo este proceso es sumamente importante definir responsabilidades para iniciar con las acciones. Podemos comenzar por tener un objetivo claro con una buena comunicación, incorporando personas ajenas del grupo y modificando la estructura de la organización para estimular la sana competencia. Asimismo, tener una junta mensual para informar los avances o lo que todavía nos falta es una excelente práctica, donde todos se sentirán incluidos.
Aunque todas las empresas y sus etapas de madurez son diferentes, este tipo de ejercicios deberían arrojar resultados en 6 u 8 meses; por supuesto, con la debida dedicación.
Finalmente, no tenga miedo ni desesperación: el conflicto no es un daño irreparable en el funcionamiento de la empresa sino una oportunidad única para buscar una única percepción empresarial y trabajar en favorecer el clima organizacional y los resultados.
Por Vicente Credidio, Director de Atención y Relación de TOTVS México
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