strategic management

Inaugurating a new stage in the business market, Stratec becomes Actio

Today, March 10, 2020, we want to announce to our clients a new stage for our company. This process is the result of a joint venture between Stratec, our old identity, with Falconi, the largest management consultancy in Brazil. With more than 15 years in the market, we have grown significantly through the development of software tools that help manage large companies. Today, we are taking a further step towards growth by optimizing our tools with Falconi’s experience, in management projects implemented in the most varied market segments. Our solutions are present in leading companies in all branches of activity, including financial services, transport and logistics, consumer goods, food, health, education, technology, energy, mining, metallurgy, government, and public sector, among others. Our actions are based on three fundamental pillars, with methodologies integrated in a single platform, organized in modules to solve your business problems. These pillars are: Performance: monitoring and control of the overall performance of the organization, from the execution of the strategy, budget, risks, implementation of objectives and project management (PDCA Model) to achieve the expected results. People: alignment based on employee’s skills and interests of the employees combined with the needs of the organization; focused on the performance and development of collaborators. Processes: systematization of the best process management practices for the stabilization and continuous improvement of the operation, pursuing the objective of operational excellence. Now, after a trajectory of constant growth and recognition in the field of corporate management methodologies, we can announce with great satisfaction that we are a Falconi Group company. Our commitment is to offer services to our clients based on the principles of Action, Performance and Results. Now we are Actio. Yes, we are, we have a new name, a new visual identity, a new website, and a completely renewed relationship with our customers. We will keep going forward. Let us grow together! Join the team! If you want results, Actio grants them. Actio, A Falconi Group company.

strategic management

Applying risk management assertively and minimizing threats

Performing efficient risk management is an essential need for any business today. With sudden changes in the market, especially in times hard to predict, a delayed reaction can negatively impact your business. There are key risk control points that if not monitored effectively may cause losses to your company. How to carry out effective monitoring of all these events? To answer this question and show you a way forward to improve your risk management and make it more efficient, we have prepared this article. Read on and take advantage of the tips we have compiled for you! What is risk management? First, let us define what risk management is: each process, activity or project maintains a certain level of risk that it is not executed as planned or does not occur as expected, causing loss of resources, delays, and deviations from the objective. These problems can have different origins, such as the lack of market demand, the lack of organization with expenses and services, or even the mistakes of a collaborator. Any of the above items may pose a risk to the operation and cause damage. However, these same factors can also provide opportunities for improvement; To take advantage of them it is necessary, first, to map the risks. This is where risk management comes in, a methodology that identifies all these points before they happen, which facilitates the use of opportunities and minimizes the impacts and actions of threats. We can then conceptualize risk management as a set of coordinated strategic actions aimed at minimizing threats and maximizing opportunities generated by uncertain events beyond your company’s control. How to deal with the risks of a project? First, it is very important to understand the true reason for the events, to facilitate the process. With this in mind, we have prepared a step-by-step guide to master the risk management of your business projects. Risk management planning The first step is to plan risk management, that is, before knowing what the risks are, you must plan how to detect them and be prepared for decision making. Risk identification The second step is to identify all the risks of your project, making a list to verify what can go right or wrong; in this step there must be commitment and help through information. Carry out qualitative risk analysis Qualitative analysis is the prioritization of risks, paying attention to those that are very likely to occur or that may cause great impacts to the project, since it is not possible to deal with the details of all. The classification can be done on a scale where the probability can range from very high to almost nil, and the impact can range from severe to negligible. Perform quantitative risk analysis The quantitative analysis demonstrates the impact of time and money that risks cause to the project, providing the numbers, days, hours, and values that the company will have in case the risks occur. Therefore, considering these three stages classified as: planning, identification, and qualification, we can start the project, not forgetting that we need to manage it after the application of the steps, to see if everything is occurring as planned. During the execution of a project, new risks will appear, whether they are small or large. The success of the project will come through constant management, carried out throughout the durability of the project. Risk monitoring This step consists of monitoring the project throughout its implementation, observing when it is exposed to risks and identifying the appropriate moment to implement the planned response. Here, too, new risks that may emerge as the project progresses should be considered, so that risk management becomes a continuous and cyclical process. Risk management tools The PMBOK guide mentions several tools that can be used for risk management. Checklist analysis, for example, identifies risks based on similar previous projects. Additionally, risks can be identified through brainstorming meetings. But one of the most important, complete, and widely used tool in risk management is the SWOT matrix. SWOT matrix The SWOT matrix was created by Professor Albert Humphrey, from Stanford, in the 60s. It consists of an analysis that maps 4 attributes categories of a project, which are the following: Strengths; Weaknesses; Opportunities; Threats. This technique has been widely used in the strategic planning of organizations, including risk management, pointing out what needs to be analyzed. Detailing the points, we have: Strengths: in this category, the main differentials and competitive advantages of the business should be listed, that is, those that can minimize impacts or prevent risks, reducing the probability of problems and accidents. Weaknesses: this is the time to list the shortcomings of the project, those factors that can increase the probability that risks will materialize, from environmental, political, or economic reasons to internal team problems. Opportunities: here the possibilities of mitigating risks are considered, according to the company’s ability to reduce impacts on the project, through improvements in its processes, whether internal or external. It is worth remembering that improvements are potential, which means that the results may not be exactly as you envisioned them. Threats: changes in tax legislation or the growth of competition are some examples of threats to a project, so in this regard you should list what can be an obstacle to the success of the business. Your main objective will be to evaluate the internal and external factors that may affect your project, to identify its strengths and weaknesses (internal factors), as well as its opportunities and threats (external factors). After gathering this information, the ideal is to do a complete analysis of the entire scenario facing your project and then plan risk management. It is also worth remembering that a good risk management plan should contain detailed information about all risks, their level of severity, those responsible for preventing each risk and delineating problems, and so on. In conclusion, risk management is a fundamental stage of a project, as it determines whether it will succeed or fail during execution, harming or

estrategia-do-negocio
strategic management

The value of differential as a business strategy.

Have you ever asked yourself “what is the differential of my brand? What is the best business strategy?” If your answer is “no”, this is a good time to start. It is impossible to prosper in any sector without knowing the target market. Therefore, it becomes necessary to segment the audience to carry out a study that allows them to discover and offer exactly what they need and expect. However, it is useless to know your customers without using creativity to forge a brand that stands out for being innovative, that sells solutions that no one in the market has. Market positioning is obtained through the active dissemination of products or services to build a brand reputation that occupies a privileged place in the minds of consumers. By defining a positioning strategy, you will show the essence of your brand, which objectives you help to reach your audience, and with this you will discover in depth the differential of your brand. Differential is what makes brands great in the market! Why invest in differentiation? How many brands of pens do you know? What about scrub sponges? You have probably thought of several, and possibly most of them are the most popular on the market. But have you ever wondered why you remember the BIC pens and the Scotch Brite sponge? There are hundreds of brands of ballpoint pens and scrub sponges, whose purpose is the same as their respective competitors; your product has characteristics that are very similar – if not the same – to the products in its category. It is difficult to differentiate. And why do some people choose to exclusively buy pens and sponges from these brands and not from similar ones? The answer is simple and complex at the same time: they identify with the values of the brand, which are different from those of other companies in the market. Neither superior nor inferior: different. But they end up becoming the top of mind of their consumers. The differentiating factor is the set of characteristics (not necessarily physical) that make the offer of one company and another not quite the same and can hardly be imitated. Differentiation must start from the company’s mission The mission answers some of the most fundamental questions: why does your company exist? This is the most important part of strategic planning. To define the mission of your company, it is interesting to answer three basic questions: ■ Why does the company exist? ■ What does the company do? ■ For whom? The mission of a company can be summarized in a paragraph, a line or even in a few words. It is essential to achieve this: ■ It should be original and reflect the personality of your brand in a genuine way; ■ It should not lose its validity over time; ■ Make it memorable. The simpler and more objective, the better. You must make people understand why you do what you do. If your company does not have a mission yet, try creating and committing to it. Do not create a fictitious mission just to make your brand sell better; sincerely choose something that you and your employees believe in, and that reflects who you are as a person; after all, your brand is an extension of your personality. Strategy, mission, and business model in tune Once the strategy and mission have been defined, we look at the business model: are all the concepts in harmony? Often, the strategy requires unfeasible costs for the reality of the company. Therefore, we need the flexibility to make the necessary adjustments and corrections. Here we have a synchrony: the business model and the strategy must be malleable and modifiable to keep up with market changes, consumer habits and the company’s own expectations. This a continuous and permanent process. By fully answering each of the questions proposed in this article, you will have the basis of the Business Plan of your company and the guidelines for the assembly of its strategic planning. You must have a notion of the purpose of the company and everything that its construction implies. This information will help you not only to define your business, but also to understand its dynamics, being able to outline some scenarios so that you can take the next steps more firmly. Most important of all is knowing your audience and paying attention if you are really doing your best to provide the best experience for your customers. This is also part of “building” your brand and standing out from the rest!  

strategic management

How important is it to keep organization at work?

If there is one thing managers and HR professionals want to get out of their team’s routine, it is increasingly maintained productivity. But before being productive and successfully completing tasks, work organization is a key factor. The human resources department and the area managers exert a great influence on their employees so that they do not move away from meeting the objectives and become less and less productive, losing commitment and motivation. When employees commit to stratifying priorities, setting deadlines, and closely monitoring the execution of all tasks, the team has a course of work. In this article we will present the benefits of maintaining constant organization at work and we will give you some tips to achieve excellent results. What is organization at work? The organization at work serves precisely to achieve a goal: quality. In fact, the real reason for organizing tasks and activities is that everything works assertively, like a clockwork. If we pay attention to the operation of a watch engine, all the coordinated parts generate valuable information that results in what we need to guide us in time. Therefore, organization at work is essential. However, the organization of work depends on the union of all the pieces. Pointers cannot work without a precise machine, and the machine cannot move without a power source. In this case, organization becomes indispensable. This is what we define as work organization: each piece works in accordance with the others, forming an organized group and achieving the goal of working in the most organized way possible. The importance of organization at work Maintaining organization in the workplace is extremely important for any professional who wants more productivity and quality, as this allows them to improve their living conditions, as well as the convenience and comfort of day-to-day life. Disorganization at work affects the performance of the professional and ends up negatively impacting their mood and health and increases the possibility of creating disagreements or exhaustion with their coworkers. To ensure that the working environment is suitable, an assessment of everything it contains is necessary. Many things are not being used and can be discarded or even passed on to professionals from other sectors of the company who make use of these materials. In addition to everything that has already been mentioned, we must also remember personal organization in simple actions, such as keeping the schedule updated, not being late for appointments, meetings, and tasks. There is no point in having a clean, spacious, and well-organized environment if the organizational climate is not good. Therefore, organization at work is essential. What are the advantages of keeping the organization at work? Of course, maintaining an organized work environment has only advantages, in addition to a positive impact on the individual performance of each employee and everyone who uses a well-kept space. These are some of the benefits: Productivity increase When you arrive at work and find a messy table with randomly thrown papers and supplies, you can hardly be as productive as you hoped. First, it will be necessary to order the chaos by placing each object in the proper place and in a way that it does not hinder the performance of other services. With all this setback, no one can start the day off right, isn’t it? In other words, the lack of organization directly affects the performance of a professional, forcing them to perform unscheduled tasks that, hence, decrease their daily productivity. Time optimization You have probably heard it said that “time is money”, and in the corporate world, that phrase is not an exaggeration. Considering the high competition in today’s market, this is still a great truth. Therefore, from a systematization, you can optimize the routine of the task, fulfilling exactly what was planned and thus reducing downtime and unproductiveness. Good results will be a direct consequence of this organization. Greater focus on activities Each professional is hired to perform a set of specific tasks, generally related to their area of training. In this case, the manager expects the employee to do the part of it and efficiently perform his daily activities. That is, to fully focus on fulfilling his responsibilities, the professional needs to have a fully supportive environment, ensuring that nothing distracts attention from him. Well-being and comfort The work routine can be much less exhausting and stressful than usual. However, with obligations that go beyond conventional tasks, no worker can start or end their day in comfort or well-being. Ensuring a workplace that offers comfort to employees will go a long way toward increasing engagement and motivation, making the employee more comfortable within the company. Tips to organize your workday Here are some simple tips that can make a difference in your workday, reducing stress and making the environment even better: Set your table Start by establishing a workspace. Define where everything will be computer, pencil holder, decoration, papers, books, bottles, or glasses. Preferably, put all the papers in a box, writing on the lid what their contents are. After that, collect all the accumulated garbage and dispose of it. Limit the time for each task and prioritize the activities of the day Once tasks are prioritized, limit the time for each task. In this way, you will know which activities will take the most time and how to schedule them so that they are all done on time. Take breaks Short, regular breaks are essential to prevent your performance and performance from declining, so that you can focus to get your work done. Set a time to finish Extending the workday may not be a good option! Set a time to finish all your daily tasks and try to achieve it. Working tired and with little energy also creates an environment of poor organization and concentration, which produces discouragement in the days after. Have a purpose for your tasks When you make sense of what you are doing, your concentration at work improves markedly. To convince your brain that your job is important,

strategic management

Do you want to know how to properly give feedback to your manager?

Feedback is an excellent tool in business management, and very important. After all, through feedback you can tell your employees where they are doing badly and how they have performed well. But how do you proceed when you need to evaluate your boss? In this case, for feedback to be effective it is important that it be a two-way street. As intimidating and unsettling as it may seem, showing the leader the positives and negatives of his management is just as important as he does with you. Therefore, both parties must be willing to improve when necessary. With that in mind, we have put together some important tips on how to give feedback to your manager. Read on and learn how to act when you call your leader to have “that conversation.” How to evaluate your boss? There are several tools that can help you evaluate your boss, taking into consideration aspects that are important for growth, not only for him as a professional but for the entire team. These are some: Identify the right time to approach your boss The first tip when giving feedback to your boss is to find the right moment to address it. It is of the utmost importance that you ensure the moment to give this feedback is really the most appropriate. You could end up getting close to your boss on a bad day, hurting the results you were looking for. In general, companies have a calendar where they establish specific dates for this type of evaluation. However, there are also emergency cases where you must give that necessary feedback as soon as possible. When comments cannot wait, carefully choose the time and place for this conversation to take place. Maturity first Many people use their bosses’ performance reviews to vent their frustrations and dissatisfactions, and they indulge entirely in personal opinions and feelings. However, what remains to be done is to ask yourself about your own actions, and if this has contributed to making the daily work better, making the relationship with your boss healthy as well. With this, you must determine exactly what happens in the daily work environment within the company, honestly pointing out all the behaviors and attitudes of your boss that contribute to the growth and development of the team he leads within the organization, as well as those actions that are hindering processes and negatively impacting. We believe that it is important to talk about maturity first, because many professionals, including bosses, are guided by personal evaluations and opinions when responding to a performance evaluation, and end up giving answers with the intention of hurting those evaluated. This does not mean ignoring bad behaviors and harmful attitudes. However, these are observations that should be made with maturity and not with the intention of belittling, because otherwise nothing will change positively in practice. See evaluation as an opportunity In general, within companies, performance evaluation is carried out by managers towards their subordinates, and not vice versa. So, if you are ever asked to evaluate your boss, it is important that you consider it as a great opportunity for improvement for everyone, and a way in which the company recognizes the importance of your point of view in the organizational processes. This is also an opportunity that the company is taking advantage of, to value its employees and leaders, and you must leverage it to change what you think needs to improve, not only in the behavior and attitudes of your boss, but also in your organization. Stay firm in your position When you give your boss feedback, he or she may become defensive and refute what you say. In that case, stick with your point of view and do not be intimidated by the authority figure. This is a time to point important actions for the company management, so be prepared to make your case. Focus on management skills How does your boss treat you in relation to other team members? Is he honest with your opinions and expectations? Do you generally acknowledge your achievements, contributions and how you have carried out your activities? Do you encourage and motivate your colleagues to do the best they can daily? Do you clearly communicate all your plans and provide fair feedback to help improve? These are important questions, and your answers will shed a lot of light on the way forward when giving your opinion. Try to focus your comments on your boss’s management skills. Here are some important topics to cover: The relationship with employees; The ability to efficiently allocate resources and delegate tasks; The ability to objectively guide your followers; The wisdom to deal with crises; Technical and operational skills; Commitment to the team. Be empathetic If you were in the place of your boss, and you received comments from an employee: how would you react? How would you like your employee to approach you to give you feedback? Empathy is the ability to put yourself in someone else’s shoes. The most effective way to know if delivering your comments will not sound offensive but constructive is to practice empathy. Not just in this situation, but in any other situation that requires you to deal with other people. Submit suggestions for improvement If the feedback contains negative comments, present suggestions for improvement to your boss. Show him what you consider pertinent to improve a certain aspect of the administration and expose it clearly. Remember that despite the hierarchy, you are a team and work together. Therefore, they need to find solutions together for the problems that affect the team. Support your evaluation with examples Whenever you are asked to give feedback to your boss, be sure to describe a situation as an example of your considerations. This makes it easier for your boss to identify his assertive and less assertive behaviors. Within this, something that you can also do, regardless of whether you have a close relationship with your boss or not, is to propose behavior changes.

strategic management

Do you know how to be a good manager? These are some tips that will improve your profile

For a company to stand out in the market, it is important to have a good team, made up of employees who really strive to achieve the desired results and who are concerned about the success of the brand. But for that to be possible, having qualified employees is not enough. A highly qualified team needs an equally qualified manager who inspires and generates opportunities, so that each employee develops his potential to the maximum and in a continuous way. Therefore, it is very important to understand how to be a good team leader and put it into practice. It is not enough to be an “above average” professional. You need to understand the specific skills of a good manager, be humble, and understand how important his role is in the results and success of the company. Do you want to know how to be a reference leader? First, let us look at the role of a good manager and the roles that must be played to get a team involved and walk side by side on the path to growth. What is the role of a manager? Although evident from its definition, it is much more complex and delicate than it appears to be. A people manager is responsible for organizing an entire team, adding value, understanding skills, identifying profiles, sparking interests, and motivating everyone. Not only that, but the manager needs to understand what routes, goals, and plans the company or team will follow. The manager must also be in tune with the results, face failure well and maintain the motivation of his team in the face of any problem. In short, managers can make their collaborators better people and better professionals. But to achieve this, we recommend you follow a series of tips that will facilitate the management of your equipment, we are here to help you. How to evolve and be a good manager? Improving as a manager is an ongoing process. Along the way, you will see that there is much to learn from your team, as well as from managers with more experience than you. By the way, this is one of the fundamental tips: have the figure of a mentor / superior always present. It is precisely this experience that will help you point out which path to follow when you are lost. Learn to delegate tasks A major challenge often reported by employees in relation to their managers involves centralization, which occurs when the boss does not fully trust the team’s ability or is unsure about their abilities, and takes much of the work for himself, which ends up being an unnecessary weight. The solution to this scenario is to learn how to delegate tasks and trust the team to get it right. With the help of a good system that precisely interconnects all work processes, we need to create responsibilities and ways to monitor the achievement of objectives. Thus, the manager will continue to be a central figure, but without having to paralyze the evolution of the company. However, there is one detail to pay attention to: delegating a task does not mean simply dropping the burden on employees’ shoulders and seeing how they carry it. You must be attentive to development, motivate the fulfillment of the objectives and know that the final responsibility for the results will always lie with the leader, whether positive or negative. Have consistency and resilience Consistency and endurance should be well-developed characteristics of who is ahead of work teams. This is the skill that the leader must have to deal with and overcome setbacks. Crises, delays, losses, and transformations are inevitable events in corporate environment, and anyone who can adapt to new contexts, and encourage everyone to act to overcome them, is on the right track. Now remember that being resilient does not mean never failing. Quite the contrary: a resilient person knows how to accept failures and, therefore, learns, grows, and thrives in everything he must face. Professionals take countless steps as they learn to view risk as a “good friend,” understanding that this does not mean being negligent or prone to failure, but rather being willing to take the best lessons from falls. Implement motivational actions During this search for how to be a good manager for your collaborators, one thing must be immediately clear: at work you will deal with different people, who in turn think differently, act according to their values and have different objectives, both in his profession and in life. In practice, people do a good job for a specific reason, be it for their salary for the month or even for recognition. There are also those who do a bad job, without quality, because they do not want to try, but still want to receive as much recognition as others. Get to know your team in depth It is impossible to be a good leader without knowing the details of each of the employees who work with you. And although technical qualifications are of the utmost importance, this knowledge must go beyond even the psychological characteristics of the team members. But as skilled as they are, some employees may still have a hard time completing a certain task in a timely manner, for example. And that does not necessarily mean you should discard them. You may want to direct your effort toward long-term tasks while choosing another team member to run processes that require speed. Remember also that knowing your team also means knowing how employees work with each other. And it is common, for example, that a collaborator does not work as well as another member of the team, while together they perfectly complement the skills of the other. Give feedback Perhaps one of the most important activities of a good employee manager is giving and receiving feedback. Learn from the perspectives of each member of your team and be able to show them options to improve their performance. Become a reference of this, show how

Flexibilidade no trabalho: o que é, como aplicar e quais as vantagens? - Stratec
strategic management

Flexibility at work: what it is, how to apply it and what are the benefits

Changes in the market and, ergo, in customer needs, technological advances and the economic crisis facing our countries, increasingly demand that, in addition to acquiring technical and operational skills, professionals also improve their behavioral skills within the work environment. When a collaborator cares about this and puts the proposal below into practice, he ends up excelling in the market where he operates, guaranteeing the company a greater capacity for innovation and development, both in its activities and in its products and services, thanks to the satisfaction of your employees with the work environment. In this article we will talk about a vitally important skill that helps professionals and companies to perform with excellence, achieving extraordinary results, such as work flexibility today. Keep reading! What is the current scenario of labor flexibility in companies? It is not recent that the corporate world has been trying to transform the traditional workday, which requires the presence of employees, usually from 8 am to 5 pm. When this workload model was implemented, it was believed that the employee would do his best during office hours, but that did not work for everyone. As we mentioned earlier, each of us has different organisms. Therefore, using the entire workforce at the same time means that each one of them will not be able to obtain the same performance, which affects the quality with which the activities are carried out. This is one of the reasons many companies embrace job flexibility. According to an article by Great Place to Work (GPTW), of the 150 best companies to work for in 2018, 132 have already implemented flexible travel and 91 have encouraged their employees to fulfill their home office tasks. This means a big change in business mindset, a very positive one. In fact, companies follow the trend of a digital corporate environment, where employees connect with the company from anywhere and at any time thanks to the Internet. And slowly, we notice the migration towards a workday that will be governed by the era of Industry 4.0. What are the advantages of job flexibility? One of the main trends in human resource management is the question of flexibility in the place and working hours that they provide to their collaborators. These days, people are looking for more than just a good salary in a new job. Flexible hours and the ability to work from home, for example, are increasingly considered issues when choosing where to work, especially in megacities. Rigid work schedules have been left behind and companies must adapt to changing trends in the labor market, as well as the preference of employees and “future employees”. In addition, the younger generations are asking for greater flexibility, and this is a very striking characteristic of young people entering the labor market, such as millennials, for example. The application of a flexible work system to your business has many advantages, among them the retention of talent that will really make a big difference in the growth and expansion of the business. Check out some more benefits that we list below: Autonomy Giving more flexibility at work means offering autonomy so that professionals can have the freedom to work with less bureaucracy. In this sense, many employees tend to feel more satisfied, comfortable, and even creative when carrying out their daily activities. Practicality When it comes to flexibility in time and workplace, it is easy to associate it with practicality. If the employee needs to carry out a certain activity at a specific time, and this would cause him to be late to the company, wouldn’t it be better if he could have that time and make it up later until the completion of his working day? Wouldn’t it be more advantageous for both the employee and the company? And the jobs that are not face-to-face, why not bet on the remote model (which we call home office)? These different models of labor flexibility do not represent a decrease in employee productivity, but, in fact, several studies show that these models have a positive impact on the performance of these professionals. Preference This kind of flexibility makes life easier for many employees, and even most people prefer it. According to the National Confederation of Industry (CNI), 75% of Brazilian workers want flexibility in their working hours, with the ability to adapt their entry and exit schedules to their needs. Higher talent retention By giving your employees the flexibility of working hours, you tend to increase talent retention. This is because, as we saw at the beginning of this article, professionals increasingly prioritize companies that are less “plastered” and more flexible to work with. Once you realize an employee’s way of working, the employee will be more engaged and more dedicated to the brand. In fact, Monday will not be scary, and the arrival of Friday will continue to be celebrated. After all, the week will go by with less stress and more fluency. Increased employee motivation When the company gives employees the opportunity to personalize their working hours, their motivation for services changes completely as employees become more satisfied, and their job performance increases when they can choose where and when to work. It is as if the company gave a vote of confidence to the maturity and responsibility of its employees. In return, they do their best within the rhythm and time of the highest physical and mental disposition. Higher productivity Productivity is another important advantage of labor flexibility, and a consequence of the previous advantage. Employees who are satisfied with their duties and work routine tend to concentrate better on their activities. Happier to be able to set and stick to their own schedules, and to avoid wasting time and calm in traffic, they are more enthusiastically committed to delivering results. And that positively impacts productivity. How to start To move from the traditional management model to a more flexible one, the first step is to understand what the opinions of all the managers are on

strategic management

Understand what collaborative management is and leverage of the ideas of your collaborators

The increasingly imposing market has demanded great changes within companies. And failing to apply the necessary changes on time can slow down business growth, making it less competitive, especially in an environment where competitors are increasingly aggressive. One of the biggest challenges today is increasing productivity across the company by driving teams that deliver better results, right? And one of the solutions that they already use to overcome this problem is the application of the collaborative management method. Do you want to know more about what collaborative management is and how to implement it? Keep reading this article and see how it can help you strategically plan your business, making it even more efficient! What is collaborative management? In general, collaborative management is a methodology that decentralizes decision-making. In the traditional model, a leader is responsible for dictating the rules and strategies alone. In collaborative management, everyone contributes to a final decision. We have already been able to demonstrate from the professional profile analysis that millennials have different requirements in the workplace. Among them is a greater need for challenge, innovation, and recognition. Those born at the “turn of the millennium” also enjoy working in a more collaborative and dynamic environment where everyone can grow together in a coordinated way. Collaborative management is a response to these and other needs. And in this model, the hierarchical structure is dissolved, and everyone has the same level of importance, being able to fully participate in the development of ideas and projects of the company. What are the benefits of collaborative management? In addition to understanding what Collaborative Management is about, learning the benefits of this methodology is also crucial and can make a big difference in the strategic planning of your company. With that in mind, we have selected some important points below that can help your business progress. Some points of this methodology were already mentioned above, but to broaden the perspective, we have grouped the main benefits of Collaborative Management. Then: Improve brainstorming to find solutions Teams, even from different areas, can come together to offer different perspectives and expertise to solve common problems or even generate new ideas. Increase sense of purpose Employees see the value of working together, benefiting all parties and the company. Equal participation Once everyone receives the same treatment, communication between the different levels of the organizational structure improves. Also, everyone is more confident to share their ideas. Access to skills and strengths A collaborative environment encourages the use of everyone’s strengths and abilities, opening a space for personal development. Develop skills and knowledge Working together with people who have experience in various areas favors the exchange of knowledge. A collaborative environment also helps to learn how the company operates at all levels. Better adaptation to change The company adapts faster to market changes because it can better utilize the skills of each employee. Greater team commitment Collaborative management makes the whole team more engaged. After all, in a more horizontal management, employees become a fundamental part of the decision-making processes and they feel much more willing to contribute to the success of the company by proposing innovative solutions and ideas. Talent retention The upshot of all this is that professionals feel much more valued and challenged. And not only that, but workplace relationships also become healthier, making the employee bond with other team members and feel welcome. For these benefits to be even more remarkable, the example must come from above. Pause and consider the following: How has collaborative management been done in your company so far? Are there managers capable of becoming a point of reference for employees? How to implement collaborative management? Going from a traditional model to collaborative management can mean a big change. Some companies do not feel, or even are not, prepared to fully adopt this type of methodology. If this is the case with your organization, our advice is: try to start small! Collaborative management can be used for specific projects that are of great impact to the company, or only in some departments. These experiments can be used as a pilot as they help to verify the possibility of adopting this model in a broad and fixed way. For this, some points are extremely important when considering the idea of implementing this methodology in your management. Here are some steps that we think are important for every leader to know before making any decisions: Purpose and objective must match Do you know strategic planning? By then, all the resources of the company must be aware of the path to follow, what its goals and objectives are. Thinking about it in a simpler way, let us think now about the teams that exist in the company. Each of the sectors must work to comply with strategic planning. And in collaborative management, this is even more necessary, since one of its main pillars is that everyone is involved in the purposes of the company, equally. This is exactly the reason why, if you plan to transform the method with which you conduct your business towards a more collaborative way, it is important that each member of each team knows the objectives and purposes of the projects, the area, and the company, and can conceive it as a whole. Reliability Collaborative management does not happen without the pillar of reliability. If we talk about collaboration, it is impossible to have a cooperative environment without a high level of trust between the employees themselves, as well as from them towards the company. So, how is the trust between the collaborators of your company? If this issue has not been worked on, we advise you to be transparent and to encourage clear, simple, objective, and direct communication. Define the tasks of each member There is a myth in collaborative management that all people are “equal.” This idea cannot be interpreted strictly, as each operator has their own set of skills, personality, strengths, and limitations. Therefore, it is important to designate who

strategic management

How to use Big Data in human resource management

It is increasingly common for companies to use Big Data to organize all the data produced by the organization to simplify tasks of great importance. You cannot just rely on intuition, or waste time sifting through information to plan or make decisions, can you? However, not all companies and their human resources department are aware or convinced of the benefits of using Big Data. While the concept is widely used in marketing, operations, and other areas key to a company’s success, Big Data for Human Resources is still something new. That is why we present in this article what Big Data is and how it can help with data analysis by providing information on diverse management processes and indicators in a faster and more assertive way. If you want to learn more, keep reading and you learn to apply Big Data on human resources. What is Big Data? Big Data is a term used to designate a large volume of data obtained from various sources, so that, through its crossing and analysis, we obtain information that contributes to improving decision-making. How can HR use Big Data? Now that you understand how data warehousing works, you should know how important it is in terms of human resources, as it has become an indispensable tool for managers who want to optimize their selection processes and maximize their results. Do you have any idea of the type of data that the human resources area stores or accesses? For example, records about the employee’s routine, candidate resumes, internal surveys, company work profiles, etc. Simply, this data could be stored without a clear purpose, but with the use of Big Data in human resources, it is organized and becomes a source of relevant information that provides metrics and insights on the operation of the sector. What are the main applications of Big Data for HR? Talent analysis While Big Data is used in marketing to collect and analyze data about customers, in talent analytics it collects and processes data from current and potential employees of the company. The goal, in most cases, is to optimize what the company spends on its employees to answer questions such as: ■ Where does the company money go? ■ Can this resource be better invested in another industry or activity? ■ Does the company make the most of the money spent on its workers? These and many other questions find an answer in Big Data and can be used to improve processes in human resource management, as we will see below. Talent retention Perhaps one of the most difficult tasks in Human Resources is increasing talent retention among employees. Companies with high turnover rates end up spending precious money on employees who do not stay on the board for long, wasting resources. With Big Data for HR, HR professionals can gain a better-defined profile of leaving employees and detect trends among them. At the same time, it is also possible to identify patterns among the people who choose to remain in the organization and create a management model that takes advantage of these favorable factors and prevents the same trends from reproducing as with the first group. Smarter hiring processes When the company searches for new employees, it can check the data provided by applicants on job search websites, as well as on social networks such as Facebook and LinkedIn, to find people with the qualifications they want. Hiring quality Big Data for HR is a crucial component in finding the right people for the different positions within the organization. Its functionality goes beyond a simple list of criteria, since each business is different. For example, through Big Data you can find out if people who have relevant work experience are more likely to stay in the business long-term, or even if their previous experience could affect the performance of employees in the current job. Therefore, based on these results, the company can focus on the most relevant factors at the time of hiring. Data will vary from organization to organization, so companies should conduct their own analysis for recruitment and training purposes. Performance evaluation Big Data can also help ensure that employee performance is more accurately measured, thereby determining, for example, what time of day the company is most productive. Of course, it allows you to identify the best employees even if various factors are attributed in the evaluation. In a component factory, for example, Big Data would make it possible to verify who produces the most parts, but also who produces them with the highest quality, avoiding waste. Therefore, the company can define what kind of behavior it requires from its employees through incentives, training, and other resources. Employee training It is a great challenge for HR to keep all company employees trained and updated in what is relevant to each area. Therefore, it is necessary to identify together with responsible managers the level of mastery of the employees in the skills and knowledge required to perform adequately in their position, and from there provide the necessary training. With Big Data solutions for HR, it is possible to analyze the results of training in improving employee performance, as well as evaluate the quality and use of the training provided. Human resource management has a lot to gain from combining technology with its daily tasks, such as more agile processes, reducing costs, and delivering meaningful results. Big Data is a true facilitator in decision making. Explore data, have consistent analytics on hand, and discover insights by leveraging the insider information accessed by HR. If there is something that we can call “the future of human resource management”, it is Big Data for HR. When we speak of Human Resources, we refer precisely to the area responsible for the administration of workers. In its management process, it collects useful data for the analysis of its own operation, which, if well used, allows it to implement considerable improvements, modernizing the sector and making it increasingly efficient. For example, employee’s

strategic management

Recommendations for project management: what to do to achieve better results?

Do you know how to manage a project in your company and turn great ideas into concrete results? This is essential for any business, right? The project management area is responsible for using the tools, knowledge, skills, and other resources necessary to execute innovative ideas, shaping what was once only on paper. With good project management, you will be able to complete them successfully and the company will remain competitive in the market. Do you want to know how? Try to set specific goals It is very common that there are still entrepreneurs without specific objectives, and this is a mistake. For example, the company plans to expand its customer network by the end of the year. Try to find a certain goal for this; for example, increase your customer acquisition investments in a certain period. This will help to define the tasks to be carried out and the cost, factors that will be essential for controlling results. Precisely because the client is the institution itself, the manager responsible for internal projects runs the risk of encountering some resistance from employees. Therefore, it is advisable to know the organizational culture of the company and outline strategies to manage or even transform it. Organizational culture is the set of common behaviors and habits in the routine of an organization. The team can be creative and proactive, but it can also be disorganized and discouraged. So doing this analysis makes it easier to find the paths that will lead to the desired effect on the behavior of your team. Scope planning before activity The scope is the definition of the project objectives, the expected results, and the work to be done. Leaving them aside is like packing without knowing the destination of the trip, the probability that everything will go wrong is very high! Scoping helps prevent project teams from wasting time and resources solving problems outside of their purview, ensuring team safety, consistent progress, and project success. Understand the purpose of your project The ability to understand why your project is important to the organization, and how it fits into the overall strategic planning of the company, is an essential component of its success. The ability to relate the success of your project to all the objectives and strategies of the organization is an effective way to increase the dedication, morale, motivation, and sense of importance of team members. Also, by understanding and internalizing what the purpose of your project is, it becomes clearer where you want to go and what you need to do to achieve your set goals. Make a project schedule There is no way to plan a project without a set schedule. It will determine the deadline for the execution of the project and for each activity to be carried out. The intent of the schedule is to segment the project into steps and determine the approximate time to complete each of these steps. The more detailed the schedule, the greater the chances of project success. This avoids detours, delays, unforeseen events and wasted time. Try to be reasonable about deadlines – not too short, not too long. Consider the peculiarities of each team. Don’t neglect the budget How much will your project cost? This is the fundamental question to ask yourself during project control. After all, without money to finance it, it will hardly be done. Therefore, you must determine the value to be assigned to each stage of the project. Try to control all expenses to avoid unnecessary expenses. Always keep in mind how much, when, and how the money is being spent. And remember to not spend more than you have. The budget is a key piece! Hold regular meetings with your team A very important tip on how to plan a project has to do with transparency, one of the essential factors for the efficient conduct of work. For you to achieve your project goals, it is important to know how to communicate with teams, organize meetings, and make sure they understand the steps and the importance of each employee to a successful outcome. Therefore, during the execution of the project, reserve one day of the week to discuss the progress of the work, clarify doubts, align points, and make the necessary adjustments. This avoids low productivity and promotes integration among all those involved in the project. Know the strengths and weaknesses of your team The success of a project is highly dependent on the skills of the team members. An effective leader must know the strengths and weaknesses inherent in each of the members of her team to assign tasks more assertively, taking this into consideration. Leveraging the strengths of team members is sure to ensure faster task completion and better time management. With everyone on a team doing their best and making the most of their strengths, the project tends to be successful. Automate some tasks An interesting way to optimize time, as well as human resources, is by automating tasks, especially those that are considered repetitive. There is software to use to your advantage in organizing your team. In a practical and efficient way, you can streamline communication between work teams, reduce procedural bureaucracy, improve the quality of task delivery, and make project control more efficient. Rate your project The last item on our list of project management tips has to do with the most important step in a project: completion! At the end of the project, it is interesting that you evaluate everything that has been done, considering the mistakes and the successes. Through this analysis, you will know what to do and what not to do in future projects, you will obtain information on the execution steps and experience in handling future situations. Did you like the project management tips we put together? So do not waste any more time and put them into practice right away! Always keep in mind that project priorities are subject to change along the way. Therefore, you will need to constantly

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