Translated from Português (Brazil) • View original In addition to the work of HRTechs in this process, offering optimized solutions to engage employees, management needs to have a clear plan
After more than a year of living among the adaptations caused by the pandemic, many companies are still reevaluating which work format they will adopt from now on. Although some people miss the corporate environment, this is not unanimous. A survey promoted by LinkedIn in May, with 2 thousand people, showed that 86% of professionals would like to continue with remote work after the pandemic. In addition, according to the People Management in the Covid-19 Crisis survey, conducted by the Fundação Instituto de Administração (FIA), 94% of firms also approve the home office. In this scenario, several HRtechs have sought to offer solutions for both the remote model and the gradual return to the offices in a hybrid model. Startups deliver everything from an online admission system and electronic time to gamification for performance evaluation and humanized dismissal. The most important thing, however, is that communication is aligned. "The moment calls for adaptation and emotional resilience, which is transparent and aligns these points. This way your leadership team, HR and employees will have longevity and success", comments Ricardo Nacarato, Marketing Manager at Pontomais. Another fundamental point, which has been debated by companies specializing in human resources, is to rethink the organizational culture with the employee as the main active protagonist. According to Daniel Alves, founder of Colorkrew in Brazil, this is the time to offer solutions that promote greater alignment and engagement between teams, using the so-called agile methodology. Research reinforces the fundamental role of communication in this process. Data from Towers Watson indicate that companies that have effective internal communication have more than 47% return to shareholders. The survey "PMI's Pulse of the Profession In-Depth: The Essential Role of Communications", by the Project Management Institute, shows that more than 54% of projects are successful due to efficient communication. In addition, Dynamic Signal reveals, with the study "State of employee communication and engagement", that 90% of employees believe that good communication is the key to a positive climate. In practice
With a focus on internal communication, Progic helps organizations reinforce the culture and increase the team's sense of belonging. One of the tools is corporate TV. The company even had a 25% growth in the pandemic.
"The first step is to have a clear plan, to have the resumption strategy documented. If there is no clarity, great caution is necessary before activating communication channels to position yourself", defends Rodrigo Cabral, partner and commercial director of Progic. The specialist explains that, after this plan is structured, it is necessary to think about how to talk and impact the audience in the companies. "One of these channels is corporate TV. Because it presents content with repetition cycles, it is ideal for reinforcing messages. In the resumption scenario, one way to use the vehicle, for example, is to strengthen the essential rules of the company's resumption policy, such as hygiene, use of masks, frequency of change, etc.", he argues. Currently, the group serves more than 500 partner organizations, 150 of which are large, such as IBM, Alelo, P&G, Renault, Bradesco, Marfrig and TV Record. And reaching approximately 550 thousand people across the country, with more than 5 thousand screens in operation. "Fortunately, today we have many possibilities on how to communicate. The ideal is to understand the strategy and the audience to then think about the most assertive tools and channels", suggests Cabral. "Progic, for example, combines methodology and creativity in the delivery of its solutions, always focusing on high results and low cost", he concludes.
Original text: Metropolis