{"id":1655,"date":"2007-10-26T21:36:28","date_gmt":"2007-10-26T21:36:28","guid":{"rendered":"http:\/\/184.75.241.129\/~inestemp\/?p=1655"},"modified":"2007-10-26T21:36:28","modified_gmt":"2007-10-26T21:36:28","slug":"el-reto-es-retener","status":"publish","type":"post","link":"http:\/\/inestemple.com\/en\/2007\/10\/el-reto-es-retener\/","title":{"rendered":"El reto es retener"},"content":{"rendered":"<p style=\"text-align: justify;\"><a href=\"https:\/\/InesTemple.com\/wp-content\/uploads\/2011\/11\/team-edit.jpg\"><img decoding=\"async\" class=\"aligncenter size-full wp-image-1656\" title=\"team edit\" alt=\"\" src=\"https:\/\/InesTemple.com\/wp-content\/uploads\/2011\/11\/team-edit.jpg\" width=\"400\" height=\"396\" srcset=\"https:\/\/inestemple.com\/wp-content\/uploads\/2011\/11\/team-edit.jpg 400w, https:\/\/inestemple.com\/wp-content\/uploads\/2011\/11\/team-edit-300x297.jpg 300w, https:\/\/inestemple.com\/wp-content\/uploads\/2011\/11\/team-edit-150x150.jpg 150w\" sizes=\"(max-width: 400px) 100vw, 400px\" \/><\/a><\/p>\n<p style=\"text-align: justify;\">\u00bfHacer algo especial para retener a mi gente? \u00bfPara qu\u00e9? \u00bfAd\u00f3nde se van a ir si no hay trabajo? \u00bfQui\u00e9n les va a pagar m\u00e1s que lo que les pago yo? \u00a1M\u00e1s bien que agradezcan que tienen trabajo!<\/p>\n<p style=\"text-align: justify;\">\u00bfLe suena familiar? Las encuestas que cada a\u00f1o hacemos en m\u00e1s de 50 pa\u00edses a fin de comprender los retos que enfrentan las organizaciones advierten que el reto principal en los pa\u00edses con econom\u00edas m\u00e1s desarrolladas que la nuestra es retener al talento.<\/p>\n<p style=\"text-align: justify;\">En el Per\u00fa, lo estrecho del mercado laboral nos ha hecho olvidar las razones por las que las personas cambian de empleo. Los talentos que se van voluntariamente lo hacen porque no est\u00e1n contentos con lo que hacen, no se sienten tratados con respeto o no se consideran apreciados. Los que renuncian lo hacen cuando creen que no tienen la oportunidad de desarrollarse, crecer o aportar lo suficiente o a la velocidad esperada o, finalmente, cuando quieren ganar m\u00e1s dinero.<\/p>\n<p style=\"text-align: justify;\">Muchos creen, erradamente, que el motivador principal para trabajar es el dinero. Obviamente todos lo necesitamos y mucho, pero el dinero es solo la cuarta o quinta raz\u00f3n de permanencia en una organizaci\u00f3n. Antes est\u00e1n las razones arriba mencionadas.<\/p>\n<p style=\"text-align: justify;\">En el Per\u00fa, muchos creen -con peligrosa arrogancia- que la gente no se ir\u00e1 porque sencillamente no tiene ad\u00f3nde irse y que no es necesario dedicarle atenci\u00f3n a este tema. No se preocupan por el clima laboral ni la satisfacci\u00f3n del cliente interno. No consideran a las personas como las \u00fanicas realmente capaces de implementar estrategias y conseguir resultados. No invierten en capacitar a su personal, comprometerlo y lograr una cultura de respeto a las personas. No hacen encuestas de clima y despiden irrespetuosamente, sin cuidar la moral de los que quedan. No comprenden que la pasi\u00f3n de las personas es el factor diferenciador para alcanzar sus metas.<\/p>\n<p style=\"text-align: justify;\">Lo interesante es que el mercado de trabajo peruano est\u00e1 empezando a cambiar y pronto la competencia entre las organizaciones ser\u00e1 por el talento, \u00a1tal como lo es en el resto del mundo! El p\u00e9ndulo est\u00e1 volviendo lentamente hacia un mercado de oferta donde la batalla se dar\u00e1 por los talentos.<\/p>\n<p style=\"text-align: justify;\">Los talentos de una organizaci\u00f3n son quienes tienen la capacidad de hacer las grandes diferencias en t\u00e9rminos de resultado: conocen el negocio, el mercado y al cliente. Conocen nuestra cultura e historia colectiva, han participado muchas veces en la creaci\u00f3n de la estrategia o en todo caso la conocen bien y tienen las competencias necesarias para conseguir las metas.<\/p>\n<p style=\"text-align: justify;\">El reto es crear una cultura enfocada en la satisfacci\u00f3n y moral del personal para lograr su compromiso y lograr la competitividad, lo es tambi\u00e9n desarrollar planes de retenci\u00f3n del talento, buscando sus razones de alineamiento para despertar su pasi\u00f3n. El reto es cuidar a nuestros colaboradores m\u00e1s cercanos y valiosos, sobre todo en entornos de cambio permanente, donde muchas veces dejamos de mostrarles con la frecuencia necesaria el reconocimiento y aprecio que requieren. El reto es, definitivamente, no perder a nuestros talentos \u00a1y menos que se vayan a la competencia!<\/p>\n","protected":false},"excerpt":{"rendered":"<p>\u00bfHacer algo especial para retener a mi gente? \u00bfPara qu\u00e9? \u00bfAd\u00f3nde se van a ir si [&hellip;]<\/p>\n","protected":false},"author":10,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[26],"tags":[5,14,8],"media":[],"class_list":["post-1655","post","type-post","status-publish","format-standard","hentry","category-blog","tag-administracion-de-carrera","tag-empleabilidad-en","tag-liderazgo"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>El reto es retener - Ines Temple<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/inestemple.com\/en\/2007\/10\/el-reto-es-retener\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"El reto es retener - 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