“¿Jugamos un partidito antes de empezar?”, dice al entrar a un lugar donde hay una mesa de ping-pong, unos sillones y un ventanal por el que se cuela el sol. Sí, acá trabaja Daniel Cerezo. Un ambiente distendido que ayudó a crear desde que lo ascendieron a “gerente de Felicidad y Cultura” de Páez, una empresa argentina que fabrica alpargatas. ¿Qué hace un gerente de felicidad, quizás el único del mundo?: “Armamos una vida feliz. Esta empresa se propone ser la más amada del mundo. Para eso, la gente que trabaja acá tiene que amar lo que hace. Yo me ocupo de eso: de mimarlos, de que la pasen bien. De escucharlos y saber qué les pasa. De generar proyectos para que el clima de laburo sea lindo y que los empleados estén motivados. Uno se pasa el 70% de su vida en el trabajo. Y si yo puedo lograr que ese 70% sea agradable, la calidad de vida de las personas mejora”.

8_April_Jabra-blog-Chief-happiness-officer

El concepto clásico de empresa es aquel en donde lo más importante es aumentar las ventas y reducir costos. Es el mismo donde el jefe es un tirano y cuando aparece todo el mundo calla como si estuvieran amenazados de muerte. Menos mal hoy existen empresas pioneras que toman la batuta y se anticipan tomando medidas innovadoras que cambian paradigmas.

Se exigen jefes que trabajen con la puerta abierta y que muestren disposición total a escuchar a sus empleados.

¿Qué es un CHO o Chief Happiness Officer?

Como su nombre indica, el Chief Happiness Officer es el encargado de gestionar el grado de satisfacción de los empleados, su “felicidad” dentro de la empresa. La premisa básica es que un trabajador feliz es un trabajador motivado, y con ello más productivo y comprometido con el proyecto de la empresa.

No es una suposición o algo que digamos por decir. La ciencia lo ha medido y lo ha comprobado, de hecho un reciente estudio señala que las personas felices son un 12% más productivas.

Según la experiencia de Google, la inversión en apoyo a sus trabajadores para optimizar su bienestar les ha supuesto un aumento del 37% en los resultados.

shutterstock_133197947

Así que, ¿qué mejor forma de mejorar el desempeño que logrando el bienestar y satisfacción de tus trabajadores? ¿Cómo retener el talento dentro de tu organización de modo más eficaz que logrando que tus empleados se sientan realizados en ella? Esa es la misión de un CHO.

Mucho más que un caso de caso de éxito

Antes de que el tema de la felicidad generara libros, estudios y seminarios en todas partes, el banco chileno BancoEstado Microempresas (BEME) decidió ponerle especial preocupación dentro de la organización. Así se juntaron los altos mandos a discutir cómo maximizar la felicidad de sus empleados y el resultado fue crear una Gerencia de la Felicidad. El asignado para llevar esta tarea fue Rodrigo Rojas quien afirmó: “Si los líderes están convencidos de que las personas son importantes, ya está ganada la mitad del partido. La convicción y el cariño por lo que tú haces, lleva a cumplir el resto“. La idea era instalar el objetivo de que todos los empleados estuvieran contentos de trabajar donde trabajan. Para esto se le dio un giro también a la misión del equipo de Recursos Humanos. Si antes debían preocuparse de; pagar acorde al desempeño, otorgar beneficios o capacitar a los empleados, ahora se les agregó, como principio, el atenderlos de forma integral.

Así, convencidos de que esta revolucionaria idea tendría un efecto positivo en sus trabajadores pusieron manos a la obra y diseñaron un innovador sistema de trabajo que cambiaría la forma de trabajar hasta ese momento en la empresa. Desarrollar el concepto de “jefe de puerta abierta”

Se buscó hacer un cambio del paradigma de jefe. Ya nunca más se aceptaría esa figura distante e indiferente sino que a partir de ese momento, todo jefe debía trabajar con la puerta abierta. Esto para generar un espacio de confianza y de cercanía. Tener la puerta abierta, reunirse constantemente a conversar sobre temas que no respectan a lo laboral, realizar evaluaciones de jefes a empleados y de empleados a jefes durante el año, tener feedback, son algunas de las prácticas que permiten tener una relación horizontal.

Debemos dejar de lado el concepto prehistórico de tratar a los humanos como recursos o capital, es hora de innovarliderando el talento para generar una experiencia de trabajo maravillosa. El talento es parte del ADN de cada persona, y como líderes debemos poner el foco en identificarlo y desarrollarlo para construir y sostener un proyecto de largo plazo como sociedad.

Liderazgo

La jefatura tiene un rol ético no sólo de cumplir con resultados, sino de velar por el cuidado de las personas que tiene a su cargo. “Un jefe te puede hacer la vida fácil y amable o de lo peor. Nosotros nos preguntamos: Si no estás contento donde más tiempo pasas ¿Cuándo vas a ser feliz? Por eso trabajamos para que cada jefe tenga una relación a puerta abierta con el resto de sus compañeros y vele por que estos estén contentos”, dice Rojas. La relación horizontal es fundamental para que funcione este pilar.  “Yo te puedo dar un manual de las buenas prácticas de cómo hacemos las cosas y lo puedes replicar, pero lo relevante es el espacio de confianza y de cercanía que intentamos establecer entre los pares y entre los equipos y la jefatura, eso es lo que nos distingue del resto”. Tener la puerta abierta, reunirse constantemente a conversar sobre temas que no respectan a lo laboral, realizar evaluaciones de jefes a empleados y de empleados a jefes durante el año, tener feedback, son algunas de las practicas que permiten tener una relación horizontal.

Participación

Existe un Consejo Consultivo compuesto por 46 personas que no pertenecen a áreas de jefatura y que fueron escogidas por sus compañeros de trabajo para que los representaran en una reunión cada dos meses en el que se trata el tema de las personas. Ellos asesoran a los gerentes en políticas que podrían implementarse para mejorar ciertas cosas y presentar las inquietudes de los trabajadores. Esta dirección organizacional es distinta a lo que se ve en el mercado, ya que “las decisiones no las toma alguien supuestamente sabio entre cuatro paredes y después las informa. Cuando se decide cambiar algo es porque se llegó a un acuerdo entre los involucrados”, cuenta Rojas. Se definen reglas, quedan escritas y el resto pasa a conversaciones directas entre los pares y sus jefes respectivos. Si tu decisión no afecta negativamente a tus clientes y compañeros, que se haga, es la mentalidad. De todas formas, Rojas aclara que no han sido sólo buenas experiencias, que es parte del riesgo que se toma y que en ocasiones se han equivocado, pero que los elementos de confianza y diálogo son tan potentes que se llega a buen puerto.

Conciliación

Esto se entiende como el equilibrio entre lo personal y lo laboral. El objetivo es generar las condiciones para que un empleado no tenga que optar por su desarrollo laboral por sobre el personal. Por ejemplo, cuando se le ofrece un cargo de mayor responsabilidad, que no se vea en la encrucijada entre más horas de trabajo por menos horas con la familia. Para esto hay una serie de medidas como la flexibilidad de horario, entrenamientos para que lo que hace en dos horas lo pueda hacer en una e irse más temprano, teletrabajo, etc. “Nosotros andamos en una búsqueda permanente. Siempre estamos conversando con nuestra gente para que no tenga que optar entre la pega y su familia, ir a dejar a su hijo al jardín o tener que estar trabajando. No queremos que eso nos pase acá y cuando pasa, nos sentamos a preguntar qué dejamos de hacer y cómo podemos mejorar”, dice Rojas.

Sentido del trabajo

El objetivo es que los empleados entiendan su trabajo como un aporte de valor a la gente. Como su granito de arena al país. No se los capacita para entregar créditos, se los capacita para que microempresarios cumplan los sueños y desafíos que tienen. “Para un banco es fácil prestar plata. Nosotros lo que hacemos es meternos en la vida del cliente, entender su negocio, entender que con el crédito su calidad de vida puede mejorar”, señala Rojas. Es darle un significado a ir todos los días a su oficina y de esa manera empoderarlos y sentir que lo que haces, importa.

Los que hicieron vanguardia

Google: Cuando comenzaron a publicarse artículos sobre las oficinas de Google, muchos quisieron renunciar a su trabajo y conseguir empleo en la empresa que Sergey Brin y Larry Page fundaron en 1998. Las fotos mostraban a empleados deslizándose por un tobogán para ir de un despacho a la cafetería, conversando con sus jefes mientras jugaban al Guitar Hero o entretenidos en partidos de ping-pong. Parecía que le pagaba a su gente por divertirse. Esos mismos artículos comentaban que los directivos de Google habían entendido que el modelo del empleado atornillado a su silla no aseguraba productividad, sino más bien uno agotado y con muchas ganas de irse a su casa.

DreamWorks: Si la innovación es uno de los rasgos que se buscan a la hora de contratar empleados, vale la pena analizar la cultura de DreamWorks. Sus ejecutivos promueven la creatividad alentando a los empleados a asumir riesgos y dándoles la oportunidad de participar en discusiones informales. La empresa tiene un índice de retención de personal del 97%.

Páez: Esta Empresa argentina tiene en su staff un “Gerente de Felicidad y Cultura“, cuyo objetivo es armar una vida feliz. Esta empresa se propone ser la más amada del mundo. Para eso, la gente que trabaja tiene que amar lo que hace. El “Gerente de Felicidad” se ocupa de mimar a los empleados, que la pasen bien, los escucha y sabe que les está pasando en todo momento. Además procura generar proyectos claves para que el clima de trabajo sea armonioso y que los empleados estén motivados.

Zappos: Otra empresa argentina que ha sido premiada por 6 años consecutivos dentro de las 100 mejores empresas para trabajar según Fortune. Se describen como una familia y tiene sus 10 valores fundamentales manifestados en un manual compartido con el mundo y describe los secretos de su cultura y valor humano detrás de su marca.

La felicidad también consiste en la capacidad de resiliencia: afrontar dificultades y sobreponerse a ellas. Entender que uno es quien escribe su propio libro y es quien condiciona positiva o negativamente a todo su entorno.

En resumen, un Gerente de la Felicidad se encarga de:

  • Diseñar e implementar iniciativas de motivación.
  • Fomentar el respeto en el ámbito laboral.
  • Desarrollar canales de comunicación con los empleados.
  • Atender las inquietudes de cada miembro del equipo.
  • Promover un ambiente laboral tendiente a evitar el estrés.
  • Infundir optimismo y sentido de pertenencia entre los empleados.
  • Trabajar en iniciativas que tiendan a trasladar la percepción de “empresa feliz” a sus clientes.

hmgr

La búsqueda constante y concreta del bienestar de las personas en el ámbito laboral se ha convertido en un movimiento de alcance mundial. Los nuevos modelos familiares, así como los educativos, están recorriendo también el camino de la búsqueda de la felicidad, traccionada por el impulso de una nueva generación de jóvenes profesionales que cuentan con nuevos valores individuales, nuevos paradigmas grupales y nuevas expectativas laborales. Universidades como Harvard, foros como TEDx, empresas como Google, Apple, The Coca Cola Company y hasta gobiernos como los de Estados Unidos, Francia, Holanda, Venezuela o Bután plantean esta necesidad. La importancia que ha adquirido se refleja en la resolución 66/281 del 2012 de Naciones Unidas, que proclama el 20 de marzo como “Día Internacional de la Felicidad”.

Créditos: María Eugenia Castagnino / Bloading / Acción Preferente.

Fuente: https://matiasscelso.com/2016/01/11/gerencia-de-la-felicidad-un-nuevo-paradigma-en-relaciones-humanas-2/

 

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