Management Channel

Archive for October, 2009

And yes … crises, the problems in the local and world economy. There are still persons who decide to resign from the work. The majority, since it is logical, the first they look for a new employment, but others go away, without warning…

Today to retain to the persons who work  at companies or our teams, it is a problem. Even more if we are not provided with budget. Nevertheless, I believe that not always the money is the solution at the moment of retaining them

It is better work in prevention …

If we ask in general why the personnel voluntarily leaves a work, probably they will listen to one or all the following answers:

- The relation of the employee with his chief or manager is disfunctional.
- The employee does not feel  valued.
- The employee does not feel that his talent is being used.
- The employee does not have any way of measuring his success or progress.

Ok, these motives are important, but  not the only ones I want to speak on something less conventional.

Let’s evaluate the following alternative, I believe that the people resign from his work it is because, they cannot see the union / relation between the work that do and the future that they imagine and want for them.

When poeple understands that his work helps them to carry out his personal dreams he does not resign.

If we look at the employee of any company it is possible to see two ends of the labor commitment: the very awkward one and the one that wants to resign but it does not do it (he is looking for a new job). But: what is the difference between this employees?

Is it the work that they do? No, there are the people with slightly qualified works that have so much commitment, as the one that does a very specializing work. The nature of the work does not produce the commitment for itself.

Is it the of salary / payment that they receive? No, it is not any money quantity  be able to guarantee the commitment.

Is it the intellectual level? Not, in fact, it departs from the most intelligent people it is the one that minor labor commitment has.

Then: what is the difference? The highly awkward personnel has the vision of because they work.

Some of them work to improve his numbers of sales, to obtain that bonus (extra pay), so that they could take a few better holidays, change the car or arrange the house.
It is his dream, his vision and that supports them in his work places, makes them focused in the work. Neither the task, nor the money, but his dream.

Others, they have a vision for his career and work very much to obtain the following promotion, which them is going to put a step closer to his dream. The dream hires them. Not the work. Not the title that they have or the one for that look. It is his dream. (perhaps to give to his children all the things that it never had).

It is not our work that hires us, not even money or the things that our work brings to our lives … But our dream it does.

We must be capable of understand what motivates the members of our team  (leaving aside the basic needs), to be able to help them and to commit themselves with his work.

Is this possible??

In these times I have observed that the organizations give increasingly theirs relevancy to the persons who are employed at them. Big companies have changed the name of the area Human resources into Human Capital, demonstrating interest to change the form to which one treats the persons (like part of this change, I listen more to speak about Persons instead of Resources).

The persons at present are considered to be the key factor of the organization since in these the knowledge and the creativity resides.

I believe that the motivation is a fundamental element for in the success of a company, the persons with high motivation are capable of fulfilling any definite target. The true thing is that not all the organizations have taken account of this and continue without bearing in mind the human factor.

The labor market has transformed, the salary has stopped being the principal element passing to other considerations like the flexibility, serviceability, the personal development … In some publications of speech of “Emotional Salary”

At present the principal reasons of permanence or abandonment of the company center on reasons of emotional type. And professional every day they value more the flexibility, the autonomy, the programs of support, the formation, the measurements of conciliation of the personal and labor life, the good labor ambience…

To motivate the persons is not an easy task and in the labor ambience it has his peculiarities.

1. THE LAW OF THE PROCESS
The leadership develops every day, not in one day

2. THE LAW OF THE INFLUENCE
The real measurement of the leadership is the influence — nothing more, neither more nor less

3. THE LAW OF THE FIRM AREA
The confidence is the foundation of the leadership

4. THE LAW OF THE INTIMATE CIRCLE
The potential of a leader is determined by those who are closer to him

5. THE LAW OF THE VICTORY
The leaders find the form of which the team wins

6. THE LAW OF THE SACRIFICE
A leader must yield to rise

7. THE LAW OF THE OPPORTUNE MOMENT
When is to be a leader so important as what to do and where to go

8. THE LAW OF THE LEGACY
The lasting value of the leader measures itself for the succession

9. THE LAW OF THE GRANTING OF POWERS
Only the sure leaders grant power to others

10. THE LAW OF THE RESPECT
For nature, the people follow leaders who are stronger than they themselves

A manager who wants to mark a difference, probably wants to have more influence in the people who surrounds it. Influence to others is something complicated and it is not just an attitude question, but it is demonstrated by:
A person who want to influence others must be capable of:

• To motivate the others to change.
• To replace his wrong conducts.
• Make the things happen.

This is a starting point, but… What are the effective strategies to extend our skill to influence?

A team is a group of persons (individuals), who have learned like working TOGETHER, to obtain a target.

One can realize when a group of persons is a team because:

• They establish clearly his mission and targets.
• It is well organized.
• It has clear the functions and responsibilities of his members.
• Between members the communication is  in an open way.
• It solves the disagreements internally.
• Steadies  in the capacities of his members.

When does a team come to his maximum potencial?

• Know well his targets and commits itself with them.
• They develop procedure of work effective, avoiding the bureaucracy.
• When they construct on the differences. This point is very important, since there cannot be avoided the differences(that’s why we are individual).
• They acquire flexibility and adaptability.
• They are capable of learning permanently.

What do yo think about it?