Estratek | 5 consejos para tener empleados felices y productivos

We do not have to be I agree with everything but your opinion is your opinion my opinion in my opinion we are not always going to agree, sometimes and other times we are not going to agree, but respect basically has to do with that type of treatment that is given to people. people that comes from how I see people in relation to my world and relationship with others, that is elemental, it is the basis and it has to do because starting from that base it has to do with the second element that we could call the second advice that we could give How to achieve an environment in which people feel happy and therefore productive has to do with the way we listen to others.

Listening is essential. There is no one in their right mind who does not feel good who does not like to feel good. heard that we like to know that your opinion is being taken into account and it is easy to talk about it is heard at any time in any network meeting in any debate in any conversation we have people tell you I am listening to you but many times in that same attitude When someone tells you when you don't agree with that person, they say, for example, come on, well, I'm listening to you only in that attitude.

You can realize that there are barriers. Active listening implies silencing the inner voices. It implies putting in parentheses all those things that I obtain by contaminating the opinion that I am receiving from the other, actively listening means paying true attention and deep attention to what the other is telling me and only after expressing an opinion because otherwise you are already waiting for nothing more than the other to shut up so you can speak, which is not the case. It is truly active listening. Active listening has to involve the entire body. When a person is listening to you, they lean in.

They look at you. They make gestures. They use intersections. They use some type of verbal reinforcers. listening is paying attention, an example that I usually use to demonstrate how little we pay attention when we are interacting with each other is the moment when we are introduced to a person we don't know, the usual thing is that after 23 seconds you are wondering how he told me that It's called what happened there, you were not at that moment paying attention to what was telling you, probably your inner noises that were talking at that moment that were making you see situations, opinions that your own perception that was saying about the person about their way of dressing. about his way of speaking that reminded you of someone who perhaps knew him before but that lot of internal noises did not let you pay attention to what he was telling you and that is why I do not remember listening actively so it is basic it is vital to achieve an person feels happy and comfortable at work gives him the essential conditions but this has a direct link with another of the essential elements which is accepting the opinion and even better the advice of other people accepting the opinion easier because they have to do with the deepest conception that you have of your self in this world who am I what do I do here that I came to be who are they why are we here the answers you give to those types of questions make you behave in a certain way if I feel like a superior person to you others in any environment that does not develop if I feel that my opinion is superior because I believe I have more intelligence than others and it is not that you cannot have more intelligence from others, it is probably true, but that feeling of superiority because the fact of feeling more intelligent that others could make you think that you are superior to others, your intelligence, your IQ could be superior to that of others, but probably your emotional intelligence leaves a lot to be desired and in that regard, others can surpass you, that basic conception that I am not the one. only nor the best in this world and that others are people who, like me, have virtues but also have deficiencies.

You can allow yourself that you will not necessarily accept the opinion of another, but at least you can take it into account when you listen to someone with an attitude of accepting what you are seeing, accepting your point of view, you begin to open yourself to new, different and probably unknown conceptions. This is vital when we are exercising some type of leadership function in organizations because the people who are truly up to date Every day of the people who are in the trenches, those who know how to deal with the customer, those who know how to deal with technology, those who know which equipment is failing, are those who will later give you their opinion and if Your conception is that you, because of your experience, because of your hierarchical level, because of the ownership that you have in this process, you are superior to them, that is going to prevent you from being able to accept an opinion, much less advice, from someone who is hierarchically below your managerial status.

So it is vital to be able to respond with transparency and with genuine interest to that question of who came up and who are the others in this world, perhaps an element that results as a logical consequence of the factors that we previously indicated or advice is empathy. Empathy is a a term that in recent years has become increasingly popular and the way of explaining what empathy is has also become popular in a multiplicity of known groups. I have the opportunity to share in different environments. I usually ask about what characteristics a generative person should have. of pleasant environments at work and empathy is almost always mentioned it is difficult that I did not mention it to you and when the question is asked but but that empathy that we can understand by being empathetic the cliché answer and what you can expect is to put yourself in the shoes of the another and I think that this statement is valid, a little simplistic but valid, but it has contributed to the concept of empathy losing the level of depth that it should be able to have.

Being empathetic is not easy being empathetic, as we said in the previous tips, it involves being fully aware that The other person has many virtues and many defects or some virtues and some defects but the other person is the way he is not the way I am he has his own thoughts he has his own feelings he has his own story different from my thoughts to my feelings to my story probably We agree on some things but not necessarily all of them and probably sometimes on none of them. The fact that the other person thinks, feels or behaves in a different story than mine does not make them any more or less than me, it simply makes them different and if I don't I have that clarity of thought I am going to feel different from the other person but generally in topics that the way I am is better and that prevents you from being empathetic being empathetic has to do with putting in parentheses they put in parentheses the phenomena that you are hearing of the other person the experiences that you are sharing the things that he is telling you and to a certain point of view and trying to get into that would be a concept a little deeper than that of shoes on the skin of the other in the skin of the other and only so we could understand what it means to truly make the skate an example when a person dies and you have to go and give your condolences that most people use uses a cliché uses excuse I am very sorry my deepest condolences my condolences but will you really feel or barely It will be enough to try to feel what the other person is feeling.

That of course has to do with your life story. If you know what it is like to lose someone very close, you will understand the other person a little more and probably if that is your experience instead of one of an expression of a comment or something traditional you may feel the need to give the other a hug, say I'll go with you and stay silent. Empathy has to do with not wanting to force the other to behave as I would behave if the other and Now I listen to him if the other laughs in the montage I accompany him if the other is suffering I must understand that probably what is happening to him would not affect me so much but it would affect him and that deeper level of understanding that in empathy yes that We achieve development by developing it in the work environments, people feel more comfortable and of course it is vital, it is important that someone who has leadership in the organization has a greater need, not to say a greater obligation, to develop this type of qualities because of all of these that we have mentioned above.

They become preconditions for the last piece of advice we could give to generate happy people in work environments: correcting properly, we do not know how to correct, correcting, should not harm, correcting, is not disciplining, they are different things, it does not mean that in work environments we do not have to discipline. but correcting has to do with knowing that errors are not the same as negligence errors are not the same as lack of will errors are not the same as irresponsibility at work irresponsibility lack of dedication carelessness negligence These are disciplined and depending on the level and severity of the fault caused by a person who, no matter how irresponsible or indiscipline, whether negligent or careless, has caused damage to what they are doing, depending on the severity of the fault, the severity will come. of the sanction but we tend to confuse the error with negligence with lack of responsibility with lack of discipline the error is an accident the error is something that the person does involuntarily and many times seeking to do things well there are countless examples that literature does not It is of some use to be too repetitive about it but we are told about the many errors of Thomas Alva Edison for the light bulb, something that is already common in networks but the error must be considered with a source of learning as a source of permanent improvement if a person does not try You do not succeed and when you try you probably will not get what you are looking for but that is not the same as acting in an irresponsible manner and responding to a proactive and initiative person is one of the characteristics that generally those who carry out recruitment and selection processes in the companies search but then in the internal environment they have probably managed to hire people with proactive people initiatives and in the internal environment there are those who are in charge of ruining that initiative and ruining those desires of the proactive because any mistake that is made is interpreted as a lack of the person and they scold them or discipline them and blunders are made, typical in the work environments of those people who mistakenly believe that scolding someone in front of others fulfills two purposes.

A saying says it. I'm telling Juan so that Pedro understands it. and then there are those who scold a person so that others learn once and for all, that is a blunder and shows a lack of knowledge of the best techniques and leaders should handle. If you are going to correct something, you are going to do it in private, never ever in public. no one likes no mature person no adult person likes to be ridiculed in front of others as soon as this person disappears in the best of cases he will receive the compassion of those who were with him when he was scolded and in many cases he will receive mockery so that is one of the behaviors that any leader should remove from his work arsenal to exert influence on others and on the other hand when you do it in private there must be some certain knowledge that it involves properly correcting another person.

The main mistake that most leaders make when we do not know the techniques to make an adequate correction is to invite that person to receive it with a grim gesture such as a gesture of concern with a gesture of annoyance and go and enter directly to talk about the matter, which provokes a reaction. It is natural for any person to defend the person who made the mistake. The most advisable thing in such a case to adequately correct people is to start a meeting in a pleasant environment, generating the robot that is needed so that the person feels comfortable talking to them about those things. positive things that he has done at work before bringing up the topic because he was invited and when the environment is conducive then we approach it by first asking for his opinion on what happened.

If the person is not defensive, he will be much more oriented to herself suggestions to improve what she limited herself for. If the person is defensive, the first thing they are going to do isseek justifications for why what happened to her happened to her and she will not be willing to make the changes that we need her to make in the end that we look for when we correct someone, scold him or make the behavior that caused the correction disappear if this second is the intention, not We have to make him feel bad if this person doesn't have I have found in some cases that I propose this type of approach with people who in a seminar-workshop raise their hand and ask you a question and say, look, but what do I do if the person really doesn't have They have positive things that you can talk to them about before talking about the negative things that you are going to talk about.

In that sense, I am blunt in answering if that person does not have qualities, if they do not have positive things that you can talk to them about, you have them doing cool, that's more of a thing. For me, it reflects an inability in the person to be able to see what the other does well and always notice what the other does badly and the more than 100,000 surveys that we have carried out investigating organizational climate, that is the question that generally or the statement that generally He gets the highest negative points in our investigations. My boss always pays attention to what I do wrong but not what I do well.

Rafael's mistake, so if we really want to create that type of environment, happy environments, healthy environments, productive environments. We have to start by generating this type of environment and the person who can best generate it is the person who exerts influence on others. The leader, the leader of an organization, the leader of an area, the leader of a department, must develop these types of competencies, must be someone who knows how to respect to others who knows how to listen to them who is empathetic who knows how to understand them who is very respectful and fundamentally who knows how to correct others this cannot be done without learning without actively listening to them without deeply respecting them without accepting the opinions and advice of others what So what we are looking for with this type of research is based on surveys is based on interviews is to have the necessary specific information that allows us to effectively address in an appropriate and precise manner in each of the different environments of the organization what we should do to provoke the cultural and behavioral changes that are needed and that the change sought towards productivity is something real, not fulfilling the requirement of investigating for the sake of investigating, diagnosing for the sake of diagnosing, but rather a process of transformation can really be implemented in the organization