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As Pequenas Coisas Que Afetam Nossas Relações de Trabalho - Harvard Business Review 

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As Pequenas Coisas Que Afetam Nossas Relações de Trabalho - Harvard Business Review 

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O artigo discute como pequenos comportamentos e hábitos podem ter um grande impacto em nossos relacionamentos profissionais. Ele destaca que, embora as grandes questões possam parecer mais significativas, são as interações diárias que constroem (ou prejudicam) a confiança e a camaradagem entre colegas.

Alguns dos tópicos abordados no artigo incluem:

Comunicação: O uso de tom de voz amigável, ouvir atentamente e responder prontamente a mensagens são exemplos de como a comunicação básica pode afetar positivamente os relacionamentos de trabalho.

Gentileza e consideração: Pequenos gestos de gentileza, como segurar a porta para alguém ou oferecer ajuda, podem demonstrar respeito e criar um ambiente de trabalho mais colaborativo.

Confiança: Ser confiável, cumprindo prazos e mantendo compromissos, é fundamental para construir relacionamentos fortes no trabalho.

Negatividade: Reclamações constantes, fofocas e sarcasmo podem envenenar o ambiente de trabalho e prejudicar a confiança entre colegas.

Reconhecimento: Reconhecer as contribuições dos outros, mesmo que sejam pequenas, pode aumentar a moral e a motivação.

O artigo oferece conselhos práticos sobre como incorporar esses comportamentos positivos em sua rotina diária para fortalecer seus relacionamentos de trabalho e, consequentemente, melhorar a sua experiência profissional.

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Relationships with our coworkers are incredibly important, but we tend to think about them in the wrong way: We categorize them as either good or bad, and we think they will always stay the same. As a result, we don't try to fix the ones that have soured, and we take those that seem healthy for granted. In reality, most relationships are a mixed bag, and they ebb and flow. And if you look closely, you'll see that they're made up of a series of "micromoves" - small actions that seem inconsequential in the moment but affect how we relate to one another. Each new micromove can shift the direction of a relationship. In this article, two professors explain how to use micromoves to build the work relationships you want, instead of just settling for the ones you have.

One afternoon a manager we'll call Kassie sent an email to her teammate, Harrison, explaining why she hadn't included him in a meeting with a group of company executives earlier that day. She and Harrison got along well, and she wanted to make sure he wasn't offended. Two days later the email still hadn't been returned. This small incident made Kassie question their relationship. Why the sudden rudeness - was Harrison actually upset? Were they really on "good" terms? How should she act the next time they crossed paths? Harrison, meanwhile, had "write Kassie back" on his to-do list but had just been too busy to get around to it. He had no idea that his slow response concerned Kassie.

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The Little Things That Affect Our Work Relationships

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Relationships with our coworkers are incredibly important, but we tend to think about them in the wrong way: We categorize them as either good or bad, and we think they will always stay the same. As a result, we don't try to fix the ones that have soured, and we take those that seem healthy for granted.

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9 Tendências do Futuro do Trabalho para 2024

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9 Tendências do Futuro do Trabalho para 2024

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To succeed in 2024 and beyond, Gartner recommends you evaluate how these trends will impact your organization so you can get ahead of the challenges your organization is bound to experience.

Each of the trends is critical to navigating talent challenges and aligns with one of four themes: managing the shift in the employee value proposition (EVP), augmenting critical skills for managers, evolving career assumptions, and experimenting with and implementing artificial intelligence.

Four-day workweeks go from radical to routine. A talent shortage is making it more difficult to attract and retain employees, and organizations are evaluating whether shifting toward a condensed workweek will meet growing employee expectations for flexibility as well as the organization's objectives. In fact, 63% of candidates rated "four-day workweek" as the top future of work offering that would attract them to a job.

The cost of work crisis reaches a breaking point. Employers are mandating remote employees return to the office, but after years at home, these employees now have a sharper awareness of what coming into the office costs - in terms of time and money. Without a resolution regarding who will bear the cost of work and why, return to office will remain contentious.

Climate change protection becomes the new must-have employee benefit. As severe climate change-related events become more widespread and persistent, organizations will seize the opportunity to make their response and employee support plans more explicit and transparent.

Employee conflict resolution is the next must-have skill for managers. With upcoming elections, geopolitical crises, labor strikes, climate change and pushback to DEI efforts, the environment is ripe for differences of opinion. Managers who manage, rather than silence, interpersonal conflict among employees will have an outsize positive impact on their organizations.

DEI doesn't disappear; it becomes the way we work. After a flood of corporate attention in 2020, there has been a growing sense of disillusionment with DEI efforts. Given the leadership commitment to these programs and initiatives, companies will begin to pivot from DEI existing solely in a silo to embedding it throughout the organization.

Skills overtake degrees as the "paper ceiling" crumbles. College degrees are the top requirement listed in yesterday's job descriptions. In response to the tight labor market and declining undergraduate graduation rates, organizations are shredding the "paper ceiling" and welcoming workers with alternative credentials.

Career stereotypes collapse in the face of workforce change. Atypical career paths are going mainstream with rising retirement ages, midcareer breaks, shifts across industries, and embracing contingent work and other nontraditional employment models. In light of this, the assumptions and heuristics that underpin many organizations' talent management strategies will prove a growing barrier to acquisition and retention.

AI creates, not diminishes, workforce opportunity. Despite anxieties that AI will result in workforce cuts, we foresee AI actually enhancing workforce opportunity. Not only will implementing GenAI create the need for new roles, but it will also allow employers to reduce time to proficiency with new technology and specializations, easing the need to hire talent already skilled in these areas.

GenAI experiments will likely yield hard lessons and painful costs - at least without sufficient risk management. GenAI outputs are hardly error-free, creating a strong need for data governance, quality control and good employee judgment. To avoid reputational, regulatory and legal issues, ensure your teams have access to training to develop judgment around not just information validity, but also how and when to use GenAI.

From the desk of Emily Rose McRae, Gartner Senior Director Analyst

Gartner's annual future of work trends research helps you prepare for the talent challenges your organization will face in the coming years.

The trends for 2024 cover four key themes: shifting EVP, new manager necessities, crumbling career assumptions and AI reshaping work.

Recognize, analyze and prioritize these trends as you set strategic workforce and technology goals.

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From setting new managers up for success to the collapse of long-held career assumptions, the 2024 future of work trends help you get ahead of challenges your organization is bound to experience. See the detailed list: www.gartner.com/en/articles/9-future-of-work-trends-for-2024

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por Jeanne C. Meister e Robert H. Brown

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The Cognizant Center for Future of Work and Future Workplace jointly embarked on a nine-month initiative to determine exactly what the future of HR will look like. They brought together a network of nearly 100 CHROs, CLOs, and VP’s of talent and workforce transformation to envision how HR’s role mig…

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Em duplas.

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Trabalho X trabalhador: como harmonizar essa relação? | SciELO em Perspectiva: Humanas

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A forma como o trabalhador percebe seu emprego pode variar desde uma simples fonte de renda, até algo que traduza o significado de seus valores e combine com seus objetivos profissionais. Neste sentido, como fazer para maximizar a satisfação do trabalhador, levando em conta os interesses das empresas?

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Comunicação, liderança e debate - Seja o último a falar (Simon Sinek)

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Para você, quais são os desafios atuais e futuros? 

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Para você, quais são os desafios atuais e futuros? 

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O convite aqui é para que vocês registrem o que está em sua agenda estratégica ou mesmo o que vem à sua mente sobre o momento estratégico atual e futuro.

Para isso, é só clicar duas vezes na tela, ou no sinal de "+" que aparece no canto inferior direito da tela.

10 min

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Hora de trocar seus insights sobre o processo de aprendizagem e deixar aqui registrado.

Como foi o processo?

O que foi observado?

Identificaram comportamentos que trabalhamos?

Qual foi o ponto alto de hoje e pontos de melhoria?

Suas observações foram suficientes para identificar com evidências (fatos e dados) o que foi relevante para o seu aprendizado hoje?

Registrem seus principais insights

de observar comportamentos com base avaliar forças

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Como terá certeza de que o que você pretende foi conquistado?

Aqui é hora da escrita livre. Teremos 5 minutos para fazer "download do cérebro"

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18:30 Boas vindas

Fluxo do encontro | Check in

19:00 Roda de Conversa

Momento registro individual de como estão chegando e o que esperam destes 3 encontros

19:30 Partilha em grupo

Trocas sobre seus desafios

20:00 Registrar coletivamente

Registro no painel

20:30 Consolidar

Exposição oral e com consistência de dados

20:50 Importância do RH para o alcance dos objetivos estratégicos

21:45 Trabalho em grupo sobre RH Estratégico

22:00 - Consolidação e Apresentação

22:30 Check-out

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