Currently, well-being and the work environment have become fundamental pillars for the HR area. Because? Recent data from the consultancy Great Place To Work indicates that Employees increase their productivity by 31% when the company is committed to their comfort and happiness.
But not only performance is affected by improving the environment of a company, but also motivation. According to the study, when investing in human capital creativity increases by 55% and errors are reduced by 19%.
In Argentina, the inflationary context and the high international demand for talents linked to IT (Information Technologies) and other industries, lead organizations and specialists in Human Talent Management to maximize their creativity to retain them.
Within the value propositions tending to promote the emotional well-being of employeescompanies have designed different strategies to maintain their competitiveness in the market and generate interest as an employer brand.
Recently, large organizations or start ups began to offer as part of their Value Proposition for employees a percentage of the fixed salary and part of the long-term variable salary in dollars. Will this benefit be sustainable over time in the face of a restless dollar?
Everything seems to indicate that companies should create broader, more flexible strategies as well as being agile and innovative to retain those professionals who add value to the development of their services.
Tools to reward good performance
1. Create a Talent show: It must allow, care for and enhance the Hard and Soft skills of those collaborators who demonstrate outstanding performance. By making them part of a Talent group, they will be able to actively participate in challenging organizational projects. In this way, individual value is given to the employee, demonstrating her place in strategic initiatives for the organization beyond the remuneration received. This point is essential, especially at the initial levels, which is where they prioritize personal development beyond salary.
2. Work-life balance: Labor flexibility has become one of the benefits most valued by employees and is a fundamental part of the benefits package to offer this select group. It should be noted that we are not referring only to work under a remote or hybrid modality -which has already been adopted by most companies-, but to the possibility of working for objectives, balancing professional and work life.
3. Building high-performance teams: Train employees in the implementation of work management tools under agile methodologies, time management, trust groups and virtual leadership.
4. Track the cost of living: Salary adjustments for inflation and performance bonuses, private medical coverage, sports compensation, Among other actions, they make it possible to leverage the demands for coverage of the costs of living of the collaborators, helping to contain them in an environment that cares for them.
5. Payments in cryptocurrencies: It can be a complementary action that grants a variable part of the salary based on the fulfillment of long-term objectives, paying special attention to the volatility of the chosen crypto currency.
6. Corporate Wellness: different benefits that promote healthy habits and attitudes of employees where workplaces have become places for team relationships.
Currency devaluation affects salary compensation and challenges us to change the way we retain or attract talent in international markets. It is imperative that the Human Talent Management areas have designed a clear strategy aimed at creating a favorable scenario for their collaborators, empowering them and aligning themselves with the general strategy as well as providing flexible tools for the retention of their talents, beyond the different scenarios that are presented.
Cyntia Poggi is Director of Human Talent Management at Lisicki Litvin & Asoc.
by Cyntia Poggi
