One of the biggest challenges for companies in times of crisis is, without a doubt, raising the level of productivity of their employees to cope with the lower demand of the market in which they are competing.
Many of the companies had already re-engineered their companies a few years ago, due to the need to lower production costs and face international competition or local competitors with strong financial backing and high infrastructure resources, but today they do not reach the settings made.
Can entrepreneurs continue to reduce costs and shrink their structures ?
Can you invest in equipment to improve production in the current economic context ?
¿ What is the productive outcome of the staff in the Argentine political and social environment today ?
I do not find a very convincing answer to these questions, but I do have the need to invite our reader friend to consider motivation. Motivation in times of crisis. Motivation in Argentine companies and in these times.
¿ Why is it important motivation in times of crisis ?
The answer is simple, although the existing socio-economic problem affects companies and can lead to closure, which is very serious and we see it daily; it also affects people and not only in their work environment, but also in their personal life. It affects them economically, psychologically, socially, and even physically; Therefore, these days, the employer must counteract the destructive effect that the environment has on the members of a company.
The company must ensure that all its members feel motivated, committed, confident and without extra work pressure, such as dismissal, always latent due to lack of sales of a company.
I say all the members because modern companies capable of facing today's competitive challenges have understood that today they are working towards a solution for a need. It is no longer a question of producing a specific product to be consumed by a customer, where the quality could be modified according to a specific change in a stage of "production", in other times employees had different responsibilities within the structure of The company, today it is useless to look back, companies work in a different way, whoever does not understand the new management will have other types of problems, which are irrelevant to touch now.
The leader who thinks about replacing the employee who does not perform due to personal problems, must understand that all the inhabitants of the region have similar or worse problems, because they may be without working for some time. It will not be easy to fill the position with a manager or cadet from a so-called first world country. If, unfortunately, you cannot find a smarter solution than to “reduce the staff”, then at least suggest two or more alternatives so that the person absent can face the unemployment situation, and if you do not have ideas that can help you, then, “reformulate your own function".
Stress and Productivity
The company that achieves the objective of maintaining the human group with a low level of stress, will improve productivity and profitability, and will also obtain extra benefits.
It will improve the image of the company.
You will position yourself better than your competitors.
The company will fulfill a social function, and then it will make sense.
¿ How to motivate in times of crisis ?
The answer can be simple, you have to forget a little about the treatises and theories of motivation known.
The employer has to feel that human resources are the most important capital that the company has; then you will not hesitate to protect, train, understand and help your employees so that they are comfortable and committed to their duties.
I looked in some books for the explanation, if you will, more academic to the subject, but I do not share the top-down way in which motivation is considered. Managers or managers are always advised how to understand subordinates to help them solve their problems, and I wonder why not use the concept of network structure for this type of communication, who can determine the affinity of the members of a group By hierarchy levels, it is better that the prevailing culture throughout the company is to help each other, this implies generating an internal communication system that leads to detect the problems that affect its members. Then it only remains to invest time by the number one of the company to eliminate various conflict situations that affect employees.
The confidence necessary for one person to transmit their problems without fear to another and to be helped is not achieved overnight, but starting to invest time in caring for people's problems can be done tomorrow.
Other factors that make the company a good workplace.
Make good money.
Do interesting work.
Get prizes for production.
These factors may be more tangible and undoubtedly solve many of the inconveniences of the people, but if the distribution of the economic income of the company is fair, even if these are not consistent with the needs of the employees, it will surely not affect their productivity.
¿ Can the manager recognize if the employee is handled with confidence within the company ?
I can think of two questions, in the answer I will find the need or not to implement a change starting tomorrow.
1st. - Do you dare to ask your employees what they think of the personal treatment they receive in your company?
2 °.- Do you think they will answer what they really feel?
I want to remember a phrase that I found in Robert Levering's book, “ A Great Place to Work, ” that I save for the end of this note:
" People are first even if this means some financial loss in a short time." Thomas J. Watson Jr., President of IBM.
