![\"\"](\"http:\/\/actiongroup.com.ar\/wp-content\/uploads\/2012\/07\/compromiso-300x300.png\" "\\"compromiso\\"")
<\/a>
\nNo me malinterpreten: seguramente afirman que todo lo que se dice sobre el tema es correcto. Incluso creen firmemente en eso. Y sin lugar a dudas, les encanta hablar de la cuesti\u00f3n, especialmente con los nuevos.<\/p>\nPero siempre llega el momento de actuar. Sea que haga falta desarrollar o desplazar a un jefe que no deber\u00eda ocupar ese puesto, gestionar las compensaciones o cambiar aquellos dispositivos culturales que destruyen el compromiso. Y all\u00ed aparece la resistencia. No es expl\u00edcita, pero vale la pena pensar en las razones que la generan.<\/p>\n
1. \u201cLa empresa no est\u00e1 lista\u201d.<\/p>\n
Resulta hasta gracioso que la misma raz\u00f3n por la cual deber\u00edamos trabajar sobre la involucraci\u00f3n es la que aparece como excusa para defenderse de no hacerlo. Y la verdad es que implementar alguna mejora relacionada con este tema sin la participaci\u00f3n de la gerencia est\u00e1 destinado al fracaso.<\/p>\n
2. Puestos de trabajo que no generan compromiso.<\/p>\n
Si estuvi\u00e9ramos trabajando en una empresa de tecnolog\u00eda, involucrar es bastante simple. Pero hay una enorme cantidad de roles cuyas caracter\u00edsticas no son necesariamente motivadoras. \u00bfVale la pena entonces pensar en generar compromiso en puestos de trabajo que son agotadores f\u00edsica y\/o mentalmente? \u00bfNo ser\u00e1 mejor pensar en procesos que permitan aliviar ese stress y eviten que se cometan errores?<\/p>\n
3. No hay retorno sobre esa inversi\u00f3n<\/p>\n
Si no estamos en condiciones de responder de manera concreta cu\u00e1les son los costos duros y tambi\u00e9n los beneficios esperados de mejorar la involucraci\u00f3n, y adem\u00e1s, s\u00f3lo hablamos de cuestiones m\u00e1s blandas, mejor olvidarse.<\/p>\n
4. Uf! Otra iniciativa \u201csentimental\u201d de RRHH\u2026<\/p>\n
S\u00ed. La verdad es que a veces podemos sonar un poco naive. Porque si en la descripci\u00f3n del puesto de la persona en cuesti\u00f3n figura por ejemplo: \u201cmantener las cloacas destapadas\u201d poco ser\u00e1 lo que podamos hacer en pos de su entusiasmo\u2026 Mejor pensar en un bonus y una buena palmada en la espalda de agradecimiento por su funci\u00f3n.<\/p>\n
5. La involucraci\u00f3n no es un realidad un objetivo.<\/p>\n
Si queremos una persona comprometida con su trabajo no hay capacitaci\u00f3n para eso. Tiene m\u00e1s que ver con la selecci\u00f3n, el liderazgo del \u00e1rea y la creaci\u00f3n de un ambiente que al menos no genere obst\u00e1culos y disgustos.<\/p>\n
Para ser honesta, una dosis importante de comunicaci\u00f3n, transparencia y gesti\u00f3n del desempe\u00f1o (que no sea del tipo \u201cevaluaci\u00f3n obligatoria una vez al a\u00f1o\u201d) son herramientas v\u00e1lidas a la hora de trabajar con la involucraci\u00f3n.<\/p>\n
Y en el panorama de largo plazo, dejar de esconderle la cabeza a todas esas fuentes de malestar que sabemos que existen pero que son complejas de enfrentar: compensaciones, pol\u00edticas internas y p\u00e9simos liderazgos.<\/p>\n
\u00bfSer\u00e1 posible?<\/p>\n
<\/p>\n","protected":false},"excerpt":{"rendered":"
Es imposible enumerar la cantidad de veces que escucho hablar… <\/p>\n","protected":false},"author":3,"featured_media":2309,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_crdt_document":"","footnotes":""},"categories":[176,169],"tags":[205,190,192,204],"class_list":["post-2308","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-capacitacion-y-entrenamiento","category-desarrollo-integral-del-area-de-recursos-humanos","tag-compromiso","tag-gestion-del-cambio","tag-liderazgo","tag-seleccion-personal"],"acf":[],"yoast_head":"\n
\u00bfPor qu\u00e9 la gerencia no promueve el compromiso? 5 razones - Action Group, Education & Consulting<\/title>\n<meta name=\"description\" content=\"Es imposible enumerar la cantidad de veces que escucho hablar sobre la importancia de \u201cel compromiso de l@s emplead@s\u201d en seminarios, almuerzos,\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/actiongroup.com.ar\/es\/por-que-la-gerencia-no-promueve-el-compromiso-5-razones\/\" \/>\n<meta property=\"og:locale\" content=\"es_ES\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"\u00bfPor qu\u00e9 la gerencia no promueve el compromiso? 5 razones - Action Group, Education & Consulting\" \/>\n<meta property=\"og:description\" content=\"Es imposible enumerar la cantidad de veces que escucho hablar sobre la importancia de \u201cel compromiso de l@s emplead@s\u201d en seminarios, almuerzos,\" \/>\n<meta property=\"og:url\" content=\"https:\/\/actiongroup.com.ar\/es\/por-que-la-gerencia-no-promueve-el-compromiso-5-razones\/\" \/>\n<meta property=\"og:site_name\" content=\"Action Group, Education & Consulting\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/web.facebook.com\/ActionGroup\/?ref=ts&%3bamp%3bamp%3bfref=ts\" \/>\n<meta property=\"article:published_time\" content=\"2012-07-23T17:38:03+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2016-10-10T02:44:43+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/actiongroup.com.ar\/wp-content\/uploads\/2012\/07\/compromiso.png\" \/>\n\t<meta property=\"og:image:width\" content=\"600\" \/>\n\t<meta property=\"og:image:height\" content=\"600\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"Lic. 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