#ElSalvador 🇸🇻 #BDS_Article: Industry Unions in El Salvador
In El Salvador, private workers and employers have the right to freely associate through unions or...
Companies are currently facing a new change in their human talent management models as a result of a complex setting in which many of them have been forced to implement telework as a permanent option without being fully prepared in terms of strategy and technology, or without having the required skills to lead work teams remotely.
Now, we are facing another significant related challenge: to implement and strengthen leadership under the new virtual modality, using it as a business and talent retention strategy. For these purposes, we must focus on making the most of any settings where leaders will interact with their teams on a face-to-face basis.
These settings must transform into opportunities to connect with people, strengthen and foster teamwork as well as collaboration, in order to promote a relaxed and trusted environment that can be seen as more than just a conventional workplace and ultimately become an opportunity for workers to connect and identify with the proposed goals and objectives as a department, both in the short and long term.
As soon as the team has been reinforced and after it has acquired an assertive communication approach among its members, the engagement, identification and sense of belonging to the organization will be directly and positively impacted, and productivity levels will match those originally expected.
Last but not least, we should carefully plan these opportunities to avoid disorganization, lack of objectives or agenda, or to prevent workers from participating in virtual meetings that might be actually attended under the telework modality. These situations can discourage team members as they may be unable to see a clear benefit or purpose from implementing this new modality.
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