December 23, 2020
5 min read
The opinions expressed by the collaborators from Entrepreneur they are personal.
Agility and organizational well-being go hand in hand. We refer in particular to agility for people management, because it focuses on employee care, collaborative work and how to get more productive and agile companies by increasing the happiness of their teams.
How do you do it? As I said earlier, there is a specific framework for HR Agile, being one of the world leaders of the organization Agile people, which is directed by Pia-Maria Thorén and Helgi Gudmundsson, who are also part of the professionals who created Agile manifesto of human management.
This manifesto is made up of values and contains 36 principles, among which: transparency, trust, say why and what and let how to know people, to know people deeply, to increase happiness, to learn and continuously improve, to grow Psychological safety etc.
So is there a link between organizational health and agility? Clearly yes. Why we brought up this topic and how it relates to the rankings Hero companies? These are related to the values, principles of this framework and the objective of this ranking: finding “the best in Latin America, those who in this 2020 were resilient, reinvented themselves, maintained their productivity, but, above all , they protected what is the most valuable thing they have: the well-being and happiness of their collaborators ”.
The relevance of this lies not only in the fact that the sense of belonging is increased, turnover decreases or retention is increased; but, as the organizers of the ranking point out, sales also increased by 44%, productivity by 31%, among other benefits.
The experience of a multinational
We go to a specific case taking into account one of the principles mentioned above, “Psychological safety”. First of all, what do we mean by that? Experts in the field define it as follows: “An individual’s perception of the consequences of taking interpersonal risk or the belief that a team is safe to take risks without being seen as ignorant, incompetent, negative or disruptive. In a team with high psychological security, colleagues feel safe to take risks with other members. They are confident that no one on the team will embarrass or punish anyone else for acknowledging a mistake, asking a question, or offering a new idea. “
Google was the company that discovered that among the keys that make the best teams successful and efficient, psychological safety is first and foremost … as we see below.
- Psychological safety. Team members feel safe to take risks and be vulnerable to each other.
- Reliability. Team members get things done on time and meet Google’s requirements for excellence.
- Structure and clarity. Team members have clear roles, plans and goals.
- Sense. Work is important personally for team members.
- Impact. Team members consider their work important and create change.
These results were obtained by the company, through its project Aristotle, which grouped the best performing employees.
Depositphotos.com
Finally, it is worth noting the clarification made by one of the professionals who studied this subject the most in the world – Harvard Business School professor Amy Edmondson – in his book The Fearless Organization: Creating Psychological Safety in the Place for learning, innovation and growth: “Psychological security does not mean being beautiful or just creating a pleasant environment, but it has to do with concrete practices such as openness to new ideas, satisfaction of each person’s contributions, recognized in explicitly make mistakes, give positive feedback on them and learn from each other about those experiences. Understanding this, this is applicable both in collaborators and in those people with leadership roles.
Given all this, it makes perfect sense to be part of a ranking like Empresas Heroinas, which tries to recognize and empower companies – from 12 Latin American countries – that bet everything on their employees and maintain their competitiveness, despite a a provocative year.
* Jorge Ulsen is CEO of Decides and President of the International People & Players Association.