The importance of human capital in organizational culture – News Couple

The importance of human capital in organizational culture

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What learning has the pandemic left you? Many entrepreneurs have answered me why this is so important Human capital in their company. People’s physical and mental well-being has become a relevant feature that overrides other types of outcomes.

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This leads us to the question: Wasn’t it important before? Many managers and leaders can say yes clearly. However, a health crisis like the one we are going through or facing has revealed many areas of opportunity and accelerating trends towards places where different organizations have been moving.

This Thursday, October 21, in the framework of the IOS 2021 Collision = Innovation Network Summit, experts such as Noemi Zozaya, Co-Founder and CEO of Deliving Happiness México; Alma Lagunas, co-founder of Karan Consulting Group; Sergio Boragas, Director of Operations, OCCMundial; She met Paula Lavigne, Clinical Psychologist, in a panel discussion titled: “ Well-being and organizational culture: the key to corporate success He discussed the importance of human capital for organizations, as well as the challenges and opportunities that companies have found, in terms of From team management , on this “new normal” and how it affects the company’s organizational culture.

“Talking about organizational culture is at the core of any company, but let’s start with what it means first,” said Sergio Boragas. The speaker explained that this refers to how the organization, from the day to day, is made up of the company. Likewise, he emphasized that previously structures were more rigorous, values ​​and mission were defined by a few people, and human capital was not directly involved. Currently “the most important asset of any company is human capital”.

The CEO commented that to achieve goals within the company, it is important to engage employees with the goal that they all share the same culture. “Reaching the number of sales is not only what makes the company or the KPIs they gave you in the production team, you will make it happen, [what makes a company] It’s what you live by, how the CEO proclaims and how any employee can live the same values, and that’s why that’s important.”

“Organizational culture is what people do when their boss is away.” Noemi Zozaya added. According to Alma Lagunas, one of the biggest challenges for companies today is putting this value experience into practice.


Mental health is a priority issue for achieving an excellent culture

How much does he feel their lives have changed with the home office? In Mexico, more than 40% of workers experience work stress, and 63% of 10,800 people surveyed said they had felt ill in the past 24 months, according to the survey. Work pressure in Mexico 2021, It was implemented by the Internet MX Association.

“When analyzing this universe, 23% of people can experience constant stress that affects them at home or in their daily lives…which is very high pressure,” says Boragas.

According to the speakers, thinking about productivity and good management of an organizational culture, factors that emerged in the period known as Close Or quarantine must be taken into account, among which are stress, anxiety and depression. , the fact that working from home means sharing the “sacred structure of the family” in work and school situations.

Speakers recommend leaving the rules of the game very clear and having a commitment and trust with your collaborators. “According to the World Health Organization, companies report a trillion dollars in lost productivity annually due to stress,” Lagunas recalls.

Other speakers’ suggestions to leaders include:

  • Accompany the team, try to see them at least once per camera, if they are in the home office, ask them how they are feeling, how they are feeling. “Cooperative space is key.”
  • Respect working hours. Pay attention if the employee feels they are working longer than before and talk to them about it.
  • Leave mental health stigmas behind. “Don’t be afraid to talk about this,” create a safe environment for employees to talk about these issues.
  • Involve your team. Involve them in new projects and goals.
  • Bearing in mind that comfort is not bad.
  • Be aware of the signs that your mental health or the health of your team is not doing well.

“Ultimately, if you don’t rest, if you don’t eat well, if you don’t exercise, if you don’t take care of yourself, this huge water tank will overflow…and you suffer from chronic stress that has physical repercussions, and a greater potential for mental disorders, such as they stated that Depression is the leading cause of disability worldwide, so of course it has a direct impact on businesses,” explains Paula Lavigne.

How can we proceed to create a great corporate culture?

“The number of vacancies they are looking for someone who specializes in wellness has doubled… since now I need an expert to come and do it,” says Lagunas.

Leaders must be aware of “how their employees are,” who they can be mobile, telecommuting, hybrid, or outspoken they need to be in the office, and leaders must be aware of the skills their collaborators possess.

All of this brings us to the famous “emotional salary” that has been talked about a lot lately, which has a lot more to do with appreciation and connecting with employees, collaborators or associates (whatever you want to call them) than a salary increase or economic bonuses. It does little for employees to truly adhere to the organization’s values ​​and expertise.

“In the most recent 2021 online job search survey, the most important part of finding a job for someone was the emotional paycheck, not how much they get paid more. What do you offer me as a company, flexible hours, and collaborative areas where we can sit down and think about new strategies? ‘ adds Boragas.

but, What Happens If You Invest Too Much in an Emotional Salary and the contract Health Platforms, I give vacations, I organize events, I have suitable spaces for various activities, I pay well And my collaborators still leave me for another company that pays them more.

Certainly, “not everything is emotionally arranged,” among the challenges of leaders is to constantly set new goals and objectives for employees so that this does not happen. “This is where the challenges and loyalty we can generate with our employees are linked to creating a strong organizational culture,” says Boragas.

check they fit the culture (or it fits with the culture), how will you achieve it? “Slow hiring, quick firing…Now the trend in HR is to hire more for the sake of values ​​and not for the sake of skills , because values ​​cannot be learned during skills Can,” Zuzaya concludes.

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