The congruence’s value is underestimated within organizations, enterprises or other, and often, in consequence, the results are shorter than we look for. Congruence is more…

Since the outbreak of the pandemic, the relationship between employees and organizations has changed dramatically, and although it is not new, the concept of well-being…

Do you know the importance of having a clear vision within an organization so that planning is strategic, effective, measurable and realistic? With these steps below,…

For a long time, consciously or unconsciously, the importance of establishing an organization’s culture has been underestimated, but it is actually an intangible aspect that…

The job market is no longer the same as it used to be before COVID-19 and one of the lessons we learned about it was…

“Personally, I am always willing to learn, although I do not always like to be taught lessons.”  Winston Churchill  One of the essential skills of a leader is giving feedback. Feedback gives people valuable information about how they are doing their job, the degree of achievement of their objectives, what they are doing right and what the performance gaps are, and therefore what they should stop doing to align their performance toward success.  In general, the feedback is descending since the bosses give it to those who report to him. However, 360 ° evaluations made feedback a universal tool since a person receives feedback from his boss, subordinates, and peers.  One of the most important reasons people refuse to give feedback is that they must confront other people about their mistakes and areas for improvement.  In fact, Churchill’s phrase gives a clue of what happens to the people who receive feedback since, in general, nobody likes to be told about their shortcomings, which sparks a discussion about who is right. One possible way out may be to avoid those conversations that are unpleasant for everyone.    …

The COVID-19 pandemic forced both individuals and organizations to transform. In the case of people, the main objective was to organize time working remotely; As for companies, it was the digital transformation that allowed greater agility to overcome the various difficulties that came up. However, once companies managed to stabilize their processes remotely, they began to notice that they should be interested (even more) in the most important asset: people.  The employee experience is a process that allows us to identify the expectations, needs, and desires of future collaborators and to satisfy them with tangible and intangible factors, taking into account three areas: work environment, the physical workplace, and tools (resources). The COVID-19 pandemic also impacted this process (fundamental) since it has multiplied people’s differences; living alone and working remotely is not the same as having a family with school-age children where you have to coordinate schedules, share computers and/or workspaces, etc .; constant change is part of our reality today.  Experts believe that the COVID-19 pandemic is the most significant event and global challenge of our lives; therefore, changing our attitudes and behaviors, forcing companies to react; even though the changes won’t seem to end once the virus is gone. There are two focuses that organizations must ensure in the employee experience today: training leaders and maintaining employee motivation.  What to train a leader in the context of a pandemic?  Expectation alignment  It is difficult for someone to have, in a crisis, all the answers. That is why it is expected that leaders can address the unknown and speak with confidence, accompanying the teams that expect actions in this environment.     Communicate truthfully …

If you are reading these lines it is must likely because at some point in your life you have been involved in a selection process.…