Most publications on Linkedin, the media and other spaces today talk about restoring technology companies.
On the one hand, there are many who have begun the laborious processes of reinration; and those who carry out the recruitment and selection process, and those who accompany them to the daily services, ask themselves again about the type of experience they want to offer them. Does the selection experience change if there are more candidates for each position?
With the number of IT jobs offered, the shortage of people with the necessary skills, various methods have emerged in recent years to make candidates fall in love and continue to be part of the organizations.
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Unlike other industries, English classes with native teachers to provide an example, have become a commodity and companies are invited to expand the limits of what is traditionally offered in the job. In this way, problems, as previously removed, work from all sides, initiatives and unlimited vacations arose as plans to improve the experience of people who had numerous opportunities.
a new context
The context has changed today and, between HR professionals and professional communities, decisions and cases have begun to be reported whether people are asked to return to the face on the basis of the mandate, if values change, etc. But, in parallel and beyond the current situation, phenomena such as the “great resignation”, resulting from the pandemic, do not stop showing up in many cases of people leaving organizations due to a bad environment, relationship with the boss. or the delay of priorities.
This ambiguous situation, with apparent conflicting interests, challenges those who want to experience the world of work connected to technology. Today they have a challenge and an opportunity to reflect on the experience and do not get caught up in passing breaks. They make a joint proposal to people with the DNA of the organization and the management model should be a key variable to take into account.
Although many companies around the world (Amazon, Twitter, Disney, among many others) have decided to return their employees face-to-face, other companies understand that technology is not necessary. This initiative is seen as a “work from all sides” benefit, which is a management model based on control and high performance in teams. An example of this is Ingenia, a group of Argentine companies that has a horizontal internal organizational structure: no traditional boss, self-management is promoted.
In short, it doesn’t matter if a person works in person, if they do it at home, or where they decide to do it. The connection with the work team and the contribution of one’s role is ensured through technical skills and soft skills, such as self-management and emotional intelligence.
Changes in the way of working
There is no benefit to the method, but it is based on the way it works. It probably takes a presence in leadership paradigms vs. virtuality-control. The pandemic has shown that productivity is not at all a threat, since many units have reached high efficiency standards, even in times of great uncertainty. All the more so today, it is necessary to adapt to new ways of working, which endanger principles that have been immobile until now.
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Another situation in which the DNA of the company is combined with the experience of the person and the form of organizational management is the construction of knowledge and the development of the plan, the organization of the project with each project. Because when a person’s purpose is linked to an organizational structure, the benefits are mutual and mutually reinforcing.
It has been proven that an organization that seeks to expand its knowledge-how to collaborate so that the people who are part of it can grow and thus have a positive impact on what they do and achieve in society itself.
Thinking about how people will experience the current and future of work is an ongoing process. The evolution of the world of work and the impact of technological advances on people’s roles and work processes involves challenging traditional models to adapt quickly.
Do we want everything to be the same as before, or do we want people to choose to work in areas that increase their experience and skills?
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Even so
