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2023 trends: how to empower your staff?

The beginning of the year is a good time to set new goals and implement changes that help achieve them. If we do it on a personal level, why shouldn't companies? Many of them are already working to join the Human Resources trends for 2023. One of the main challenges they must face is empowering the staff and how to better manage the talent of your workforce and make the most of their potential.

Talent management is a particularly complex issue for which there are no magic formulas. What does exist are a series of good practices that can be very helpful when it comes to achieving better results. These are precisely the ones that we are going to analyze in greater depth today.

Table of Contents

The importance of motivation to empower staff and their talent

No matter the number of skills and abilities a person has, if this You are not comfortable in your job, you will not be motivated and you will not reach your full potential. That is why it has become essential for companies to maintain good levels of motivation among their workforce.

A motivated worker performs better and feels more integrated within the company, which reduces the risk of wanting to go to work elsewhere. In addition, when feeling better, it is more creative and more productive, which positively affects their growth on a personal and professional level.

The result of this is that the company is perceived by all as a good place to work. This happens because it values human capital and strives to improve labor well-being. And this gives rise to a greater competitiveness.

We already know how truly important motivation can be. We are going to see what companies can do to improve it and thus ensure that their employees deploy all the potential that they carry within.

Learn to identify talent

The first thing that the entity must be clear about is which workers it should dedicate its efforts to. That is, who are those people in whom it is especially important to improve their motivation. This happens because they have a talent that is really beneficial for the company.

Therefore, the first challenge is learning to identify talent. In this sense, many companies make the mistake of constantly looking outside through new selection processes. Besides, they ignore the talented employees who already work for them, which increases demotivation.

Talent is the ability and aptitude that a person has to learn things and develop new skills. It is a soft skill that is necessary to work on, because that talent will be of little use if the employer does not take measures to promote it.

An employee who does all his tasks perfectly can be very effective. But you may not be talented, because you don't have the ability to go beyond what you're already doing. Talent is measured by more than performance reviews, it requires a careful observation work to detect features that can alert us to their presence, such as:

  • the ability to work in a team
  • having a positive attitude
  • creative ability
  • communication skills
  • the ability to make decisions
  • the delivery commitment
  • among other.

Nurturing and motivating talented employees to empower staff

Taking the first step, the company now knows which members of its workforce are especially valuable. These are talented people who hide much greater potential than it seems at first glance, and who they can become high performing employees.

But having identified them is not enough. It is not enough for us to know that a person has talent, we must make them feel valued and enhance their abilities. If we do not do it this way, that demotivation will end up appearing, which is the source of:

  • labor disputes
  • low
  • unexcused absences
  • performance drops
  • the termination of the employment contract

There are different ways to nurture and motivate talented employees. But there are two that always give good results:

Encourage the development of new skills

As we said before, a person who is capable of developing new knowledge and skills is talented. So it is a good idea to promote this growth from the company itself. For example, offering ongoing training, in matters related to hard skills that are essential to carry out the tasks of the occupied job. but also in soft skills that they can be useful in that position, in any other, even in personal life.

Offer career development to empower staff

If the employee knows that he is "doomed" to always do the same thing while he remains in the company, in the end he will end up discouraged. Because after a while you will get bored with your tasks, which will no longer pose any challenge, and which you will perform almost automatically.

In addition, if the worker sees that every time a vacancy arises, it is not covered with staff membersbut a new external selection process is used, you will have even less motivation to put in the effort.

The good thing is that you can fight this by implementing a career development plan. Not everyone can ascend. But it is possible to offer workers the possibility of going taking on new tasks in your position, or even a horizontal mobility Inside the company.

Generate a climate of trust to empower staff

One of the main challenges of the new generation leaders is to create a climate of trust with the members of their team. That they see in their boss a person they can trust and, for this to be possible, it is essential to have a good communication.

Information must flow throughout the hierarchical structure, not just from the top down, but also from the bottom up, because it is essential that decision makers are aware of the opinions and ideas of those most affected by the problems, who are the employees. In addition, communication must also run horizontally. This is the only way to generate a climate of true trust that makes employees feel much more comfortable and more integrated.

But it is not enough that there is good communication and active listening, the attitude of leaders and executives. if they show empathy and kindness, they will manage to reduce stress and employees feel freer when it comes to talking and presenting their problems, even if they have to communicate their discomfort.

Recognize achievements to empower staff

For years, the feedback employees received was always negative. If they did something wrong they were reprimanded for it, even in public, but the same was not the case when their way of acting and meeting the objectives was correct.

Luckily, for some time now this has changed. Because it has been shown that recognizing a person's achievements positively influences their level of satisfaction and motivation. In fact, if it is done in public, it also improves the motivation of the rest of the staff, who feel impelled to work harder to get public congratulations.

Refering to negative feedback when something has not been done correctly, it is still just as necessary, but it is preferable to give it always in private, and in such a way that it is not just a question of criticism, but rather that the worker can extract something positive from the talk and know what he can do to avoid making the same mistake again.

improve salary

Financial worries are a great source of stress for employees. If they do not receive a salary in exchange for their effort that allows them to cover more than their basic needs, their motivation will drop rapidly, at the same rate as their intention to seek employment elsewhere that pays them more will grow.

We know that employees do not move only for money, but we cannot ignore the fact that elements such as the emotional salary or a good work environment in order to improve motivation, if a person's salary is too low. Hence, one of the measures to be addressed is the salary improvement, guaranteeing afair and equal remuneration for all those who carry out the same work.

Along with the salary, other measures of an economic nature can also be implemented, such as the profit sharing, or the contributions of the company to a Pension plan of the employee.

Clearly define objectives to empower staff

It often happens that workers cannot give the best of themselves because they don't really know what is expected of them, and this is caused by a lack of definition of the goals.

Employees will be more motivated and work more effectively if they know what goal they need to achieve. And its effectiveness will be even greater if the big objectives are divided into smaller and accessible goals in the short or medium term, because that way you have the feeling that progress is always being made.

The demotivation of the staff is a big problem for the company, which will lead to a loss of productivity and an increase in costs, so it is worth making a small investment of time and money now to adopt measures that allow staff members feel more motivated and develop their full potential.



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