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Motivación laboral: ¡65 ideas para motivar a empleados! La motivación laboral es el motor de una empresa… ¿Lo sabías? No es extraño oír hablar a las grandes compañías, a las más exitosas, de la motivación laboral de los empleados como una de las apuestas firmes de la compañía…. casos de las famosas Google, Twitter o Facebook. Unos empleados motivados es más que un activo de la empresa, es pieza clave de una compañía de éxito. Si hablamos de motivación laboral, también lo hacemos de implicación en el proyecto, de buen clima laboral, de bienestar laboral… Un sinfín de elementos en cadena que la motivación laboral e ideas para motivar a empleados provocan. ¿Claro y en botella? AGUA Pero no quiero solo darte datos… ¡Que fácil es hablar! Voy a plantearte 2 casos muy sencillos, uno de motivación laboral, otro sin motivación laboral. No te voy a dar la reflexión que puedes sacar de estos contextos sobre la motivación laboral, las has sacado tú solo.

Probablemente estés pensando que estas preguntas no tienen ningún tipo de sentido… ¿No? 3- Innovación. ¿Cómo estás de comprometido con tu empresa? “Menos del 50% de los empleados están realmente comprometidos con su empresa”, así empieza el artículo publicado en Equipos y Talento sobre el informe presentado por Meta4 y tatum “Barómetro del Compromiso en España”, y es que según este informe la gestión del compromiso se sitúa solo en 64 puntos de 100, lo que hace que este aspecto se haya convertido en unas de las principales preocupaciones para muchas empresas y departamentos de rrhh, por lo tanto ¿qué estamos haciendo? ¿Estamos valorando realmente a nuestros colaboradores y poniendo en valor la importancia que tienen para el desarrollo de nuestra empresa?

, y es que como bien se expone en el artículo la falta de motivación y/o compromiso influye también en los resultados de la compañía. Y lo primero que nos planteamos es por qué ha pasado y qué ha llevado a esta situación. . - Falta de iniciativa y de entusiasmo en las actividades que realiza a diario. - Quejas y conflictos con los compañeros. Foto: unsplash.com. Conclusiones y retos para la gestión del compromiso. Tras un periodo de dificultades, las plantillas están muy desgastadas y las organizaciones que necesitan ser más competitivas deben recuperar el compromiso e ilusión de sus empleados, generándoles experiencias que fortalezcan sus vínculos.

La gestión del compromiso ha recobrado un protagonismo fundamental y se ha convertido en una de las principales preocupaciones para los CEOS y directivos de Recursos Humanos, debido a su implicación directa con los resultados de negocio. Siendo conscientes de esta necesidad Meta4 y tatum Consulting Group deciden elaborar el informe “El Barómetro del Compromiso 2015”, un estudio dedicado a analizar la situación actual de las empresas respecto a la gestión del compromiso y cuya presentación tuvo lugar el pasado 20 de abril en Madrid, conducido por Eugenio de Andrés, socio Director de tatum y Carlos Castellanos, Director de Operaciones Globales Cloud de Meta4.

Eugenio de Andrés (Socio Director de tatum) durante la presentación del Barómetro de Compromiso. Job Embeddedness - Team Management Training From Mindtools.com. Reducing Staff Turnover © VeerBombovn What are the reasons why your people stay? Stop for a minute, and think about why you stay in your job. You may be respected, or have good friends in the workplace. Perhaps you have a short commute, or your organization has good benefits. Or, maybe, you enjoy your work and your boss appreciates you. There can be many positive factors that anchor you in your job, and the happier you feel about your work, the less likely you are to look for a position elsewhere. "Job embeddedness" brings together all of these factors, and determines how committed people are to their jobs. What is Job Embeddedness? Terence Mitchell, Brooks Holtom, Thomas Lee, Chris Sablynski, and Miriam Erez first introduced the concept of job embeddedness in their 2001 Academy of Management Journal paper, "Why People Stay: Using Job Embeddedness to Predict Voluntary Turnover.

" However, the researchers say that this is only partly true. People become embedded in many different ways. Example . Dimensiones, categorías y elementos de la gestión del compromiso. “Los líderes suelen decir a menudo que el mejor valor de sus organizaciones son sus empleados – pero en realidad, esto solamente se cumple cuando estos empleados están verdaderamente comprometidos con su trabajo”. En esta frase del informe de Gallup “State of the global Workfplace” se resume la relevancia que tiene hoy la gestión del compromiso en las empresas de todo el mundo. En este informe, se demuestra como el compromiso de los empleados incide directamente en su desempeño, traduciéndose en una mejora de múltiples factores críticos para la compañía como la percepción del cliente, la productividad, el volumen de ventas, el absentismo, etc.

El compromiso además, incide directamente en otros aspectos clave, como la motivación del personal, o la capacidad de retención de los empleados por parte de la empresa. En artículos anteriores, hemos analizado distintos aspectos de la gestión del compromiso. Las dimensiones del compromiso Estos autores distinguían tres dimensiones del compromiso:

4331f1c0-2229-4a1b-9f4f-9b40c7b3977b-original.jpeg (JPEG Image, 2185 × 1644 pixels) - Scaled (46%) The Three Habits of Highly Effective Demotivators. Jake, a young marketing whiz, thought he’d found his perfect match in a well-funded technology startup in the academic sector. (It’s a real company, but I’ve changed all names.) For the first few months, Jake was in heaven: smart colleagues, plenty of autonomy, an open field of savvy customers looking for solutions in a hot sector, behind-the-curve competitors, and a terrific product he could sell with his heart. The only problem was Lawrence, the startup’s CEO. Lawrence was brilliant, no doubt about it, and great when it came to dazzling the venture crowd. He’d step into a roomful of funders, deliver the gospel as he saw it, paint a thrilling picture of the company’s future, and walk away with bulging pockets.

But among his super-talented employees, most of whom had joined the company because they felt inspired by the service the company offered, Lawrence was known mostly as the “DM.” Great demotivators make sure that any humiliation they inflict occurs in public. NOTICIAS RRHH. Img.en25.com/Web/AchieveGlobalInc/CoachingRedefined_infograph. Key insights from Gallup employee engagement report. This is a few months' old but it’s a good read so thought I’d draw your attention to a few insightful tidbits. “TO WIN CUSTOMERS — and a bigger share of the marketplace — companies must first win the hearts and minds of their employees.”

Top-level: Engagement makes a quantifiable difference to the bottom lineManagers and leaders play a critical role in engagementDifferent types of workers need different engagement strategiesEngagement has a greater impact on performance than corporate policies and perksEmployees are not prepared to engage customers unless they’re engaged themselves What can companies do to improve employee engagement? The three types of employee at work: In 2012, 18% of the US working population were actively disengaged, 52% were disengaged and 30% were engaged. Over the past 12 years, the biggest variation on any of these figures was 8%. How can companies accelerate engagement? Most powerful thought from the report? (You can download the full report here.) Create True Customer Loyalty: 10 Rules. Customer loyalty comes from having a strong relationship with your customers. When they see you as a friend and ally, they're reluctant to jump ship, even if it means they can get something a little cheaper.

Creating such relationships requires both the right attitude and the right behaviors, according to Jerry Acuff, author of The Relationship Edge in Business. Here's some advice he gave me a while back: 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. Top 10 excuses for failing to engage with engagement. Wavebreak Media/Thinkstock Over the 25 years or so Great Place to Work® has worked with thousands of organisations across the globe we’ve heard virtually every rationale as to why they’ve not yet engaged with engagement. Whilst we fully understand these barriers or obstacles our experience shows that they are not insurmountable; they may be hurdles but not brick walls. Engagement is all about building a culture where people have pride and trust in the organisation and are committed to working together and individually to achieving the organisation’s objectives. With the potential rewards so high – the most engaged organisations enjoying up to double annual net profits[1] - there must be compelling reasons why some organisations have not yet taken those first steps.

Here are the top 10… [1] Employee Engagement - The Evidence, Rayton, Dodge and D’Analeze, November 2012. 10 things you didn’t know about engagement. iStock/Thinkstock Despite engagement being firmly established in HR circles and endorsed at government level, there is still no universally agreed definition.Engagement is an output – one of the key drivers is trust.Only around 1/3rd of employees say they are engaged, putting the UK 9th out of the world’s twelfth largest economies (based on GDP).HR metrics such as employee turnover, absenteeism, etc. are being increasingly sought after by investors when assessing the value of an organisation.While engagement needs ownership and commitment from the top, some of the best ideas and initiatives will come from front-line employees and teams. It’s not what you do so much as how you do it.Disengaged staff are a by-product of poor management.The oldest staff are usually very engaged.

If they’re not, there’s something wrong.If you want staff to stay engaged during change, communicate, communicate, communicate! You can’t over-communicate when you’re changing things. New Generation of Business: Connecting Employee Loyalty with Customer Loyalty. Www.hrzone.com/files/siftmedia-hrzone/hrzone-engagement-toolkit.pdf. 4 claves para tener empleados leales. Carlos Fernández Sousa, ha conducido por más de 30 años la gestión de ... Por quinto año consecutivo se realizó el Foro Nacional de Negociación ...

Reclutar y retener el talento en contextos de incertidumbre. Esa fue l... 5 Ways to Get and Keep Motivated. I've posted about motivation many times, but I recently ran across this short and sweet recipe from Omar Periu, one of the world's top motivational speakers. The toplines are adapted from my conversation with Omar, but the commentary is my own: 1. Always act with a purpose. If you don't know why you're doing something, you're making that part of your life utterly meaningless. String together enough meaningless acts in your life and your entire life will be literally pointless--without a point. Starting every action with a review of your purpose, however, puts everything you do into context. 2.

Most people misinterpret this concept. If you're responsible for your own results, you take ownership of whatever future that emerges from those results. 3. Perfectionists are the hugest losers in life because they either expect things to be perfect before they take action or, if they do take action, they can't enjoy whatever happens because it's not the perfect outcome. 4. 5. Managing in a low-engagement environment is exhausting - what can you do? This article was written by Fraser Marlow, VP of Marketing & Head of Research, Chris Rice, CEO, and Mary-Ann Masarech, Engagement Practice Lead at leadership development and engagement consultancy BlessingWhite. Picture, if you will, each employee as a spinning plate. You can see your organisation as a large space with 100, 1,000, or even 50,000 plates spinning. Left too long without attention, they run out of energy, start spinning out of control or may come crashing to the floor.

Personal development, coaching, performance management, addressing team dynamics and reinforcing objectives are all forms of plate spinning. There are many factors that would have attracted your employees to your organisation in the first place: exciting work, rewarding long-term opportunities or the freedom to make their own decisions. Low engagement is like having less energy flowing into these plates. But your business' purpose is not only to have satisfied employees, they also need to be contributing. The Top 10 Reasons People Hate Their Job. Www.ccl.org/leadership/pdf/research/2012AR.pdf. Las 12 cualidades del liderazgo que generan un clima motivador. Share news on LinkedIn.

Infographic: Employee Engagement - Learn from the best in class! | Hay Group Atrium - United States. Employee Engagement? The New Focus Should be Employee Involvement. Employee engagement has emerged as a current buzzword, and countless companies use engagement as a way to measure the level of commitment among their workers. However, research from the Aberdeen Group shows that only 31 percent of organizations have a formal strategy for designing, implementing and measuring employee engagement. And when companies do measure engagement, it is usually done through an annual survey, which can often give a false sense of security. Soliciting feedback from employees on an annual basis may sound good in theory, but annual surveys typically only show that an employee is doing his job and not much beyond that.

Moreover, as these surveys are often completed anonymously and with multiple choice answers, they lack an interactive and personalized focus that is needed to get an accurate depiction of employee engagement. A better way to judge employee satisfaction Employee involvement and organizational well-being Increasing employee involvement. Employee Loyalty Acid Test - Latest News. The percentage of employers ranking health care costs as the most important issue to senior management jumped from 54 percent in 2003 to 87 percent in 2004, according to a new MetLife study. Other benefits issues of concern for senior management include retirement savings programs (44 percent), workers’ compensation (31 percent), retiree benefits (25 percent) and long-term care (18 percent). Some of the survey’s other findings: Among companies that do not currently offer online benefits enrollment, 36 percent of employers expect to add online enrollment during the next 18 months.Employers’ most important benefits objective is controlling costs, with 55 percent citing that as the most important goal.

The MetLife study was conducted during the third quarter of 2004. A total of 1,528 human resources/benefits executives from companies with at least two employees participated in the employer survey, which was fielded in September by TNS NFO. Propuesta de indicadores para medir el Capital Humano a partir del Balance Social. Www.ejournal.unam.mx/rca/200/RCA20001.pdf. Técnicas y herramientas para la motivación laboral. Motivación 3.0: qué nos impulsa a compartir. “Felicidad laboral”: cinco claves psicológicas que potencian la motivación. Five Ways to Retain Employees Forever - David K. Williams and Mary Michelle Scott. Building a Positive Team - Team Management Training From Mindtools. Your Employees are Engaged...REALLY? MOTIVACIÓN EN LA EMPRESA, ¿CÓMO MOTIVAS A TUS EMPLEADOS? - rrhhMagazine Red Social. Las Top 2.0 del Employer Branding en España.

The #1 Reason Your Employees Don't Trust You - Synergy Work Solutions. New/wp-content/uploads/2011/04/ABC-Sample-Org-Index-02-15-11.pdf. Organizational Assessment Survey | Leadership Training and Organizational Culture Change — Speed of Trust. Rebuilding Morale - Team Management Skills from MindTools. Understanding Developmental Needs - Team Management Skills from MindTools. The Three Component Model of Commitment - Team Management Training from Mindtools.