{"id":6922,"date":"2022-10-24T17:40:38","date_gmt":"2022-10-24T20:40:38","guid":{"rendered":"https:\/\/www.collectivebrains.com\/?p=6922"},"modified":"2024-10-31T16:41:36","modified_gmt":"2024-10-31T19:41:36","slug":"voce-esta-satisfeito-com-o-seu-acordo-de-trabalho","status":"publish","type":"post","link":"https:\/\/www.collectivebrains.com\/pt\/blog\/voce-esta-satisfeito-com-o-seu-acordo-de-trabalho\/","title":{"rendered":"Voc\u00ea est\u00e1 feliz com seu contrato de trabalho? E com seus funcion\u00e1rios?"},"content":{"rendered":"
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O que voc\u00ea tem de lidar em seu trabalho frequentemente n\u00e3o \u00e9 o acordo de trabalho do qual voc\u00ea se lembra. De fato, o que voc\u00ea precisa gerenciar para a maioria das pessoas que trabalham em empresas \u00e9 radicalmente diferente do acordo escrito. O \u201cacordo de trabalho\u201d \u00e9 uma maneira informal de se referir ao acordo entre a empresa e o funcion\u00e1rio para executar uma declara\u00e7\u00e3o de trabalho. Ele define o que ambas as partes devem dar e receber e deve ser o mais claro e detalhado poss\u00edvel.<\/p>

As empresas devem fazer um esfor\u00e7o significativo para que os funcion\u00e1rios entendam o que est\u00e1 contido no acordo quando contratam novos funcion\u00e1rios e toda vez que o status deles muda. Os funcion\u00e1rios tamb\u00e9m devem se esfor\u00e7ar para esclarecer o que est\u00e1 no documento do acordo e al\u00e9m dele e garantir que est\u00e3o cumprindo as expectativas.<\/p>

N\u00e3o seria \u00f3timo se as coisas fossem assim t\u00e3o simples? O que \u00e9 mais doloroso de encarar s\u00e3o justamente as verdades ocultas nas entrelinhas ou totalmente fora delas, o que \u00e9 uma frustra\u00e7\u00e3o crescente de d\u00e9cadas de uma for\u00e7a de trabalho derrotada nos EUA. Novos conceitos, como \u201cdemiss\u00e3o silenciosa\u201d e \u201ca grande demiss\u00e3o\u201d, s\u00e3o constru\u00e7\u00f5es feitas com base em anos de acordos de trabalho desfavor\u00e1veis. Quando \u00e9 preciso lidar com as realidades brutais do local de trabalho atual, a compensa\u00e7\u00e3o monet\u00e1ria deve ser alta para equilibrar as realidades. Uma conta que nenhuma empresa est\u00e1 disposta a pagar. Ambientes de trabalho t\u00f3xicos, exig\u00eancia cont\u00ednua de horas extras sem um objetivo claro, avalia\u00e7\u00f5es de desempenho e planos de carreira pouco claros, planos de desenvolvimento n\u00e3o eficazes, benef\u00edcios baixos, sal\u00e1rios estagnados e hor\u00e1rios r\u00edgidos n\u00e3o s\u00e3o manifesta\u00e7\u00f5es raras dessas realidades. Portanto, eu esperava que a mesa virasse quando a situa\u00e7\u00e3o dos funcion\u00e1rios se tornasse mais favor\u00e1vel no p\u00eandulo atemporal capital-trabalho. E foi o que aconteceu.<\/p>

N\u00e3o \u00e9 f\u00e1cil para nenhuma empresa mudar suas pol\u00edticas da noite para o dia e recuperar a lealdade dos funcion\u00e1rios e n\u00edveis mais altos de envolvimento. Tamb\u00e9m n\u00e3o existem balas de prata. O processo \u00e9 delicado e requer boas ferramentas e planejamento. Sua Organiza\u00e7\u00e3o de Pessoas pode lider\u00e1-lo, mas o mais impactante \u00e9 mudar a mentalidade dos l\u00edderes e, portanto, seu impacto direto sobre todos os outros membros da empresa. Portanto, comece com o CEO e a equipe executiva - liderar pelo exemplo e seguir o exemplo s\u00e3o muito importantes. A maioria dos funcion\u00e1rios \u00e9 leal primeiro aos seus l\u00edderes e depois \u00e0 empresa. E, por motivos semelhantes, as pessoas deixam as empresas principalmente por causa de l\u00edderes ruins. Portanto, por que n\u00e3o come\u00e7ar a investir primeiro em seus l\u00edderes?<\/p>

Atualmente, h\u00e1 uma s\u00e9rie de novos requisitos que os l\u00edderes precisam dominar para serem eficazes. Muitas empresas aceitaram cronogramas h\u00edbridos que misturam as diferentes op\u00e7\u00f5es de trabalho remoto. Consultores e prestadores de servi\u00e7os s\u00e3o uma grande realidade na maioria das equipes, e a comunica\u00e7\u00e3o se torna um desafio, pois as pessoas n\u00e3o t\u00eam o mesmo l\u00e9xico para come\u00e7ar. Eles tamb\u00e9m precisam entender como lidar com pessoas que (finalmente!) se sentem mais \u00e0 vontade para pedir folga pessoal para lidar com problemas de sa\u00fade mental, quest\u00f5es familiares e, \u00e0s vezes, uma melhor harmonia na vida. Com tudo isso e muito mais em andamento, os l\u00edderes precisam de apoio para aprender e desenvolver novas habilidades. E tamb\u00e9m precisam de algu\u00e9m para ligar e pedir uma segunda opini\u00e3o sobre como lidar com situa\u00e7\u00f5es espec\u00edficas e \u00fanicas. Eu digo que as empresas n\u00e3o est\u00e3o fornecendo as melhores ferramentas para os l\u00edderes ou n\u00e3o est\u00e3o sendo realistas ao estabelecer expectativas. E isso tem sido estressante para muitos l\u00edderes. Ent\u00e3o, o que as empresas e os l\u00edderes podem fazer a respeito?<\/p>

Primeiro, todos os l\u00edderes devem ter acesso a grandes mentores. Grandes mentores s\u00e3o Mentores Certificados. Para come\u00e7ar, as empresas devem reformular seus Programas Internos de Mentoria (Internal Mentoring Programs, IMP) para incluir mentores internos e externos, oferecendo aos executivos uma base de conhecimento mais ampla para consulta. Em seguida, devem oferecer a todos os executivos a oportunidade de serem certificados em mentoria, para que estejam preparados para assumir essa fun\u00e7\u00e3o ao conversar com os membros de suas equipes. Uma transforma\u00e7\u00e3o profunda come\u00e7a e impacta toda a organiza\u00e7\u00e3o por meio do planejamento e da execu\u00e7\u00e3o de um programa eficaz de IMP. A vantagem significativa dos Mentores em rela\u00e7\u00e3o aos Coaches \u00e9 que os executivos agora recebem conselhos de pessoas com experi\u00eancias relevantes e relacion\u00e1veis em sua \u00e1rea de neg\u00f3cios. Eles entendem naturalmente o que seus mentorados est\u00e3o passando, o impacto comercial de uma recomenda\u00e7\u00e3o e a capacidade de oferecer experi\u00eancia e conhecimento em habilidades b\u00e1sicas e b\u00e1sicas. Sem d\u00favida, as empresas ter\u00e3o funcion\u00e1rios mais engajados. E tamb\u00e9m l\u00edderes e funcion\u00e1rios mais desenvolvidos e instru\u00eddos em suas \u00e1reas. Uma maneira eficaz de oferecer Aprendizado e Desenvolvimento (L&D) personalizado para cada funcion\u00e1rio, e exatamente no momento em que ele precisa, o que gera uma reten\u00e7\u00e3o mais extensa. Um programa em que todos saem ganhando, com potencial real de economizar dinheiro em aumentos e b\u00f4nus para reter talentos. Empresas com L&D eficaz e l\u00edderes que se preocupam genuinamente com os membros de sua equipe t\u00eam taxas de reten\u00e7\u00e3o mais altas. Os funcion\u00e1rios que reconhecem que est\u00e3o sendo cuidados por seus gerentes s\u00e3o mais leais e engajados. E os l\u00edderes ficam menos estressados em dar feedback em tempo real e ajudar os funcion\u00e1rios a se desenvolverem e prosperarem, independentemente de suas diferen\u00e7as - tudo isso com alguns ajustes em seu IMP.<\/p>

Se voc\u00ea n\u00e3o estiver convencido, permita-me apelar para o seu bom senso. A renova\u00e7\u00e3o de seu IMP n\u00e3o exige muito trabalho e investimento. Mas todas as alternativas exigem. A resposta para oferecer um melhor acordo de trabalho aos funcion\u00e1rios \u00e9 fornecer \u00e0 sua organiza\u00e7\u00e3o um plano robusto de L&D baseado em mentores certificados. Esse \u00e9 o verdadeiro divisor de \u00e1guas no local de trabalho atual.<\/p>

Cesar Keller<\/strong>
Fundador da Collective Brains<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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\n\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tFale conosco sobre nossos Programas de Mentoria Interna<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"

What you have to deal with in your job is frequently not the work deal you remember. In fact, what you must manage for most people working in corporations is radically different from the written agreement. \u201cThe work deal\u201d is an informal way to refer to the agreement between the company and the employee to […]<\/p>","protected":false},"author":3,"featured_media":6920,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","inline_featured_image":false,"footnotes":""},"categories":[2,3],"tags":[9,10],"class_list":["post-6922","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-business","category-introductions","tag-agency","tag-business"],"acf":[],"yoast_head":"\nAre You Happy with your Work Deal? | Collective Brains Blog<\/title>\n<meta name=\"description\" content=\"What you have to deal with in your job is frequently not the work deal you remember. 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