{"id":17606,"date":"2015-08-25T17:24:34","date_gmt":"2015-08-25T17:24:34","guid":{"rendered":"http:\/\/novosite.stratec.com.br\/modelo-meritocratico\/"},"modified":"2026-04-16T15:30:40","modified_gmt":"2026-04-16T18:30:40","slug":"modelo-meritocratico-es","status":"publish","type":"post","link":"https:\/\/actiosoftware.com\/es\/blog\/modelo-meritocratico\/","title":{"rendered":"\u00bfC\u00f3mo establecer correctamente un modelo meritocr\u00e1tico?"},"content":{"rendered":"

El modelo meritocr\u00e1tico<\/strong> de gesti\u00f3n ofrece una posibilidad democr\u00e1tica de crecimiento para todos los colaboradores, independientemente de su edad, g\u00e9nero o experiencia. Esta es una realidad cada vez m\u00e1s com\u00fan en las empresas brasile\u00f1as, justamente por presentar resultados extremadamente satisfactorios.<\/p>\n

Pero, \u00bfc\u00f3mo implementar este modelo de manera eficiente? \u00a1Considera algunos consejos valiosos en este art\u00edculo que sin duda te ayudar\u00e1n en esta misi\u00f3n!<\/p>\n

Primer paso: comunicaci\u00f3n cristalina<\/h3>\n

Piensa en la empresa como un engranaje. Cuando las piezas est\u00e1n en su lugar correcto, realizando su trabajo perfectamente, todo funciona. Basta que una de ellas se mueva un poco para trastornar todo el sistema. Por eso, el primer paso para la implementaci\u00f3n del modelo meritocr\u00e1tico<\/strong> , debe ser aumentar la comunicaci\u00f3n interna a un nivel cristalino.<\/p>\n

Eso significa que un colaborador no puede tener dudas acerca de su papel en el engranaje. \u00c9l debe saber, tambi\u00e9n, c\u00f3mo ejecutar sus tareas y por qu\u00e9 ellas son importantes en el contexto general de la empresa. Ya sea a trav\u00e9s de capacitaciones, reuniones individuales o grupales, documentos impresos o incluso videos, \u00a1es fundamental informar para poder exigir!<\/p>\n

Segundo paso: definici\u00f3n de metas<\/h3>\n

Si la direcci\u00f3n no sabe a d\u00f3nde va la empresa, \u00bfc\u00f3mo vas a saber qu\u00e9 esperar de los colaboradores? Define metas generales a corto, medio y largo plazo. Estipula metas espec\u00edficas para los equipos y si es posible, determina objetivos para cargos y posiciones dentro de los equipos.<\/p>\n

Es fundamental que estas metas sean debidamente documentadas y tambi\u00e9n que sean realmente comprendidas por todos. Deben hacer parte de la vida cotidiana, no como una olla a presi\u00f3n a punto de explotar, sino como un desaf\u00edo que hay que superar de manera individual o colectiva \u2013 dependiendo de la meta, claro.<\/p>\n

Descargue gratis nuestro ebook sobre Indicadores de gesti\u00f3n<\/p>\n

Tercer paso: par\u00e1metros de evaluaci\u00f3n individual<\/h3>\n

El modelo meritocr\u00e1tico<\/strong> se basa en el incentivo. Define par\u00e1metros de evaluaci\u00f3n individual para poder juzgar a los individuos a partir de una misma premisa. Esto garantiza la democracia en el ambiente corporativo y permite que todos tengan la misma oportunidad de crecimiento.<\/p>\n

Estos par\u00e1metros pueden variar entre las diferentes \u00e1reas de una empresa \u2013 una vez que las metas y objetivos tambi\u00e9n var\u00edan \u2013 aunque es fundamental que est\u00e9n muy claros para todos los colaboradores.<\/p>\n

Descargue nuestro e-book sobre Remuneraci\u00f3n Estrat\u00e9gica<\/p>\n

Cuarto paso: erradique prejuicios totalmente<\/h3>\n

Prejuicios y meritocracia<\/strong> son conceptos antag\u00f3nicos. Los \u00fanicos responsables por la evaluaci\u00f3n de un colaborador deben ser los resultados que \u00e9l genera. Por eso, \u00a1erradicar de una vez todos los prejuicios que carga, por el bien de tu negocio! \u00a1Recuerda que Mark Zuckerberg cre\u00f3 Facebook a los 20 a\u00f1os, Marie Curi gan\u00f3 dos premios Nobel, uno en f\u00edsica y otro en qu\u00edmica y Barack Houssen Obama es el actual presidente de la mayor potencia del mundo!<\/p>\n

Quinto paso: \u00a1escuchar es un arte!<\/h3>\n

Finalmente, llegamos a uno de los consejos m\u00e1s valiosos de este art\u00edculo. No siempre aquello que pensamos en un primer momento es la mejor soluci\u00f3n para un determinado problema. Por eso, d\u00e1 voz a los colaboradores de tu empresa. Adem\u00e1s de ser una actitud extremadamente democr\u00e1tica \u2013 que contribuye positivamente al clima organizacional \u2013 realmente escuchar a los funcionarios puede representar ganancias significativas para tu negocio.<\/p>\n

Pero, presta atenci\u00f3n: escuchar no es solo colocar un buz\u00f3n de sugerencias en la porter\u00eda. Es necesario incentivar la participaci\u00f3n, aceptar buenas ideas que vayan surgiendo y explicar las decisiones contrarias cuando sea necesario. Es un di\u00e1logo, donde todos tienen voz. Un buen l\u00edder toma las decisiones y las explica. Un jefe solo manda. \u00a1S\u00e9 un l\u00edder!<\/p>\n

\u00bfTienes alg\u00fan otro consejo sobre c\u00f3mo establecer correctamente un modelo meritocr\u00e1tico en una empresa? \u00a1Cu\u00e9ntanos en los comentarios!<\/p>\n

<\/p>\n\n\n

<\/p>","protected":false},"excerpt":{"rendered":"

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