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News Article

Communication Key to Keep Workplace Motivation, Encouragement

ByKarin Dilge |Wed, 05/18/2022 - 13:45

The COVID-19 pandemic brought about many challenges, among them the adaptation to remote work, which generated a shift in labor trends. This new era of digital work necessitates a change in the desired characteristics and abilities of leaders need to ensure an efficient workforce, as well as to enable companies keeping their employees motivated and engaged, agree Human Resources experts.

“Leaders must teach their collaborators about the importance of planning their objectives and generate an environment of trust. This can help avoid burnouts and health problems,” said Eduardo Medeiros, CEO and Co-founder, WelbeCare. New practices must focus on achieving faster and more efficient processes. Such processes eliminate tiresome practices that wear out employees, which will boost their productivity and wellbeing. Traditional companies normally fill out the schedules of employees with meetings just ensure they are busy when they could be focused on achieving their tasks instead, mentioned Medeiros. However, modern-day technology revolutionized the way meetings work and enhanced business operations.

“There are two key factors that foster an efficient and productive workforce. One is working with clear objectives. A leader must know precisely what he expects from every job position. Generating trust in the working environment is the second factor,” Medeiros added. To motivate employees, the company’s purpose and mission statement should be clear. Furthermore, its bond of trust must extend to the digital environment. This confidence can be created through different channels such as the Metaverse or WhatsApp groups created to talk about topics unrelated related to work, he added.

“Going to work” is one of the most common human activities and has been so for ages. This changed drastically during the pandemic and altered routines severely. As a result, problems such as burnouts and mental health issues appeared more frequently.  To deal with these problems, leaders needed to adapt. “The pandemic’s main lesson was to break away from the leadership paradigms. This is how we changed toward a focus on the person, with empathy and flexibility. This must be preserved,” said Alma Puig, CEO, Great Place to Work, adding that this understanding was especially important in Mexico, where one out of four employees experience mental health issues.

Strategies to improve mental wellbeing have taken leaps forward thanks to the greater focus on people that companies developed, as they enhanced their communication skills and ensured work hours remained reasonable. “While we keep implementing the changes that new generations and global conditions demand, we can keep on moving forward,” said Puig.

Many companies focus solely on their clients. Nevertheless, to measure the real value of a company, it is similarly crucial to measure the experience of employees and adapt to their needs. "To improve the organizational culture, everything that happens within the company must be measured. What is not measured cannot be improved," said Nicolas Benenzon, CEO and Co-founder, Humand.

Part of this culture is an effective communication strategy. According to José Antonio Alonso Mendivil, Vice President, DIMEX Capital, the shift to a new era highlighted the importance of delegating and communicating with absolute clarity. Teamwork strategies like appointing an existing employee to help new newcomers to adapt and learn about the company were key to keep productivity steady, as the approach generated clear benefits for DIMEX. Technology should be used to enhance communication and create space for more humane business practices. The challenge here is to create a hybrid environment by encouraging flexibility while ensuring people still feel trusted and remain motivated.

Nevertheless, every company works differently. “Therefore, every company needs to find its own recipe for success and apply it. A more generalized approach could be one where the focus is on the person, with the support of technology,” concluded Alonso.

Karin Dilge Karin Dilge Journalist and Industry Analyst