The daily business takes place in the permanent relationship with the different members of the different areas of the company, including the heads who have been appointed to accompany the fulfillment of their own assigned tasks and the assurance of the expected results. Each one of the members of the work team recognizes that they have been selected for their competences and understand that their performance will be rated not only by the management they carry out but also, and perhaps especially, by the results they obtain when evaluating and evidencing your results with your clients, whether internal or external.
When we are assigned to be part of a work team, we surely know what is expected of each of us and we recognize that our contribution is significant because it is articulated with the contribution of the other members of the group, who we believe will be our allies in development. of the different activities in the area. It is about recognizing what a shared work experience means, an interpersonal relationship that is consolidated to the extent that we participate in the same expected achievement, when we give appropriate use to the assigned resources and when we lean on each other to make congratulations, if they come, be deserved and celebrated together.
The supervision and vigilance exercised by our bosses lead us to understand that their recommendations and contributions to the work we do are an opportunity to continue learning and at the same time to develop our potential in such a way that we can excel by implementing new and better ways of do the task that we have been entrusted with, giving the added value that will positively surprise our clients, coworkers and our bosses.
A comment that is often heard in the corridors and workstations is "so leave the boss is not looking", as an invitation to mediocrity and abandonment of self-discipline and the requirement to deliver quality work. However, it is evident that such advice is not followed by those who will be identified and rated as outstanding when evaluating the results obtained.
Today, some trends related to the importance of achieving well-being, happiness at work, engagement and identity with the organization are gaining strength; Different conceptual elaborations have been developed and deployed regarding the importance of building and maintaining healthy, healthy and harmonious work environments that have as a consequence the retention of talent and the development of an organizational culture that is based on the collaborator's sense of belonging. In this sense, the relevant role of the immediate boss is to abandon his / her job title and understand the scope of his / her management with the members of the work team,clarify the personal and work profile of those who are part of your team and recognize the capabilities of each one of them that allows you to clearly establish the tasks assigned to you and the expected results, leading the collaborator to interpret and assume that their work is a source of inspiration, motivation and challenge.
The judgment on the labor commitment may have to be made precisely when the boss is not there, when each one must address that the result of his management is given from the recognition of his expertise, experience and knowledge which will lead him to develop a Outstanding management, which will undoubtedly be a reason for personal satisfaction and will be valued by who your clients will be in the process.
Each collaborator in the organization recognizes that they have an added value to give in their daily work and that therefore they must develop some competences that will make them special at the time of the recognitions, which go beyond salary and contractual aspects. It is about strengthening a personal dynamic that does not depend on schedules or regulations, it is a mentality that incorporates thoughts related to personal development, with the personal vision that materializes in the permanent search for superior results that are encouraged from within outwards, which challenge the imagination and demand the construction of alternatives that go beyond what is established as acceptable by manuals and bosses.
"When the boss is not there" should be a business proposal associated with performance improvement programs, a work philosophy that exalts the commitment of the collaborator who perceives that their organization is a place where, as Kaplan and Norton say, "Worth the worth working for. ”
I hope that this brief reflection allows you to open your imagination to new ways of building retention plans in the company, new alternatives to weave within each collaborator a network of reasons that lead him to do things well without the need for the boss to be with me. looking.
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* José Manuel Vecino P. * Master in Environmental Management, Specialist in Human Management, Manager of Human Management, Business Consultant and University Teacher.
