Badanie Antal i Eventory, pokazało jak managerowie w obecnej - pandemicznej sytuacji oceniają kwestię relacji pracowników. Blisko 65% managerów uważa, że Covid-19 utrudnił współpracę zewnętrzną i wewnętrzną. Naszą uwagę zwrócił również fakt silnej potrzeby przeformułowania celów i zadań dla pracowników – a co za tym idzie, także ich kompetencji. Wspomniane badanie Antal i Eventory po tytułem „Spotkania i wydarzenia biznesowe w czasach zmiany”, obejmowało prawie wszystkich przedstawicieli HR branż sprzedaży i marketingu. Wyznawaniem okazała się także konieczność przeprowadzania zdalnego onboardingu, czyli wdrażania nowych pracowników.
\r\n\r\n\r\n\r\n\r\n\r\n\r\n\r\nKomunikacja międzyludzka w środowisku pracy stała się bardzo utrudniona od kiedy firmy przeszły na pracę zdalną – całkowicie bądź hybrydowo. Gdy pracownik miał z czymś kłopot w czasach z przed wybuch pandemii, mógł spokojnie twarzą w twarz porozmawiać ze swoim przełożonym. Ta prosta czynność jak kontakt międzyludzki, ma kluczowy wpływ na samą naszą zdolność komunikacji i to nie tylko w kwestii merytorycznej, ale również w bardzo ważnej warstwie emocjonalnej. W niejednym wpisie podkreślaliśmy, iż komunikacja niewerbalna w całej swojej masie wynosi ok. 80% (różne badanie, różnie podają te dane, ale oscylują w okolicach tej liczby). Kluczową rolę w utrzymywaniu tak ważnych relacji w środowisku pracy, były też wspólne szkolenia i eventy firmowe, które praktycznie przestały istnieć. Wiele firm „ratowało się” jak mogło, tworząc spotkania online w trakcie których rozsyłane były upominki firmowe do domów swoich pracowników. Wspaniałym przykładem kreatywności była pewna duża firma farmaceutyczna, która zaproponowała swoim pracownikom formułę jedynie słuchaczy podczas spotkań zdalnych, za to z założeniem, że każdy pracownik miał w trakcie spotkania wyjść na spacer, aby na łonie natury w spokoju wysłuchać agendy.
\r\n\r\n\r\n\r\n\r\n\r\n\r\n\r\nW raporcie podsumowującym badanie wskazano, że mimo stopniowego znoszenia restrykcji i powracania pracowników do biur praca zdalna, bądź też praca hybrydowa zostaną z nami na dłużej. Blisko 58 % respondentów badania wskazało, że hybrydowy model pracy będzie najczęściej wykorzystywany w przyszłości. Z punktu widzenia biznesu jest to naturalne następstwo wprowadzonych restrykcyjnie tego typu rozwiązań. Większa frekwencja online, czy mniejsze koszty organizacji to niewątpliwie determinanty. Jednakże, są i minusy i tutaj przychodzi pierwszy i główny powód problematyczny a co najmniej wyzwaniowy – kontakt między ludzki. Według respondentów badania podczas tradycyjnych wydarzeń offline łatwiej było nawiązać relacje, budować sieć kontaktów, a finalnie doprowadzić do zawarcia transakcji. Za organizowanie spotkań czy to w formie online, hybrydowej czy całkowicie stacjonarnej w większości firm odpowiadają przedstawiciele HR (77%), a więc niewątpliwie ta grupa specjalistów ma pełne ręce roboty. Powyższe badania pochodzi z okresu 15-28 lutego bieżącego roku. Przeprowadzone zostało metodą CAWI i brała w nim udział grupa 316 menedżerów branży HR.
\r\nautor: Przemysław Nowacki
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