{"id":17703,"date":"2018-02-12T15:10:04","date_gmt":"2018-02-12T15:10:04","guid":{"rendered":"http:\/\/novosite.stratec.com.br\/5-erros-comuns-de-empresas-que-controlam-a-remuneracao-variavel-em-planilhas\/"},"modified":"2026-02-24T14:56:08","modified_gmt":"2026-02-24T17:56:08","slug":"5-errores-remuneracion-variable-en-hojas-de-prevision","status":"publish","type":"post","link":"https:\/\/actiosoftware.com\/es\/blog\/5-erros-remuneracao-variavel-em-planilhas\/","title":{"rendered":"5 errores al controlar la remuneraci\u00f3n variable en hojas de c\u00e1lculo"},"content":{"rendered":"

Incentivar a un equipo de ventas, motivar a un sector a alcanzar las metas o simplemente ofrecer una opci\u00f3n m\u00e1s para incrementar las ganancias por medio de la meritocracia se est\u00e1 convirtiendo en una pr\u00e1ctica constante en las empresas. Y una de las maneras de ofrecer ese diferencial es implementando la remuneraci\u00f3n variable<\/a>.<\/p>\n

Se definen los par\u00e1metros para la concesi\u00f3n del beneficio, lo que la mayor\u00eda de las organizaciones hacen es crear una hoja de c\u00e1lculo \u2013 sea en Excel o Google Sheets \u2013 para acompa\u00f1ar el desempe\u00f1o del equipo y, al final del mes, realizar el pago de los valores.<\/p>\n

Pero, lo que no saben, es que algunos errores pueden minar la pr\u00e1ctica de remuneraci\u00f3n estrat\u00e9gica e impactar de forma negativa el ambiente de la empresa. En consecuencia, estos son 5 errores comunes en esta pr\u00e1ctica:<\/p>\n

<\/a>1. Falta de Informaci\u00f3n<\/h2>\n

Mostrar datos consolidados para el equipo, determinando qui\u00e9n, cu\u00e1ndo y cu\u00e1nto cada uno va a ganar, puede parecer simple para la gesti\u00f3n de la empresa. Sin embargo, para quienes est\u00e1n esperando la remuneraci\u00f3n variable, la falta de transparencia en la informaci\u00f3n puede convertirse en un factor desmotivador.<\/p>\n

\u00bfC\u00f3mo se realizaron los c\u00e1lculos? \u00bfQu\u00e9 variables se consideraron? \u00bfLos criterios son correctos? Esas son algunas preguntas que suelen impregnar la mente de los profesionales que esperan ser reconocidos por la meritocracia, pero que no siempre son dichas, generando conflictos internos y tambi\u00e9n un clima organizacional desfavorable.<\/p>\n

<\/a>2. C\u00e1lculos equivocados<\/h2>\n

Las hojas de c\u00e1lculo fueron la salvaci\u00f3n de las empresas durante mucho tiempo, pero siempre dejan espacio para las fallas humanas. Una f\u00f3rmula equivocada o un error de quien est\u00e1 escribiendo los datos puede acarrear en pagos equivocados, generando varios problemas.<\/p>\n

Uno de ellos es el perjuicio financiero, ya sea para la empresa o el colaborador que est\u00e1 recibiendo menos. El otro es la credibilidad del sistema de remuneraci\u00f3n estrat\u00e9gica, lo que genera desconfianza entre las personas y acaba por comprometer el objetivo real de la acci\u00f3n.<\/p>\n

<\/a>3. Tiempo Perdido<\/h2>\n

Los trabajos burocr\u00e1ticos consumen un tiempo precioso, especialmente cuando se trata de escribir datos en una hoja de c\u00e1lculo. Si estos datos vienen de otros sectores, entonces puede hacer retrabajo.<\/p>\n

\u00bfY si por un motivo u otro la hoja de c\u00e1lculo est\u00e1 da\u00f1ada y se pierden todos los datos? Entonces hay que tomar m\u00e1s tiempo para volver a hacer los c\u00e1lculos, consultar los datos y continuar el trabajo.<\/p>\n

<\/a>4. Riesgos de Adulteraci\u00f3n<\/h2>\n

Por m\u00e1s que no queramos creer que alguien pueda alterar un control empresarial, es un hecho que las planillas electr\u00f3nicas dejan margen para adulteraciones. Un trabajador descontento puede cambiar valores en la hoja de trabajo para perjudicar a alguien o para beneficiarse. Tambi\u00e9n hay la posibilidad de suprimir el documento o compartirlo con personas fuera de la empresa.<\/p>\n

El tema de seguridad de la informaci\u00f3n es algo que debe tomarse en serio, especialmente si usted est\u00e1 implementando sistemas de meritocracia en la empresa<\/a>.<\/p>\n

<\/a>5. Falta de compromiso del equipo<\/h2>\n

Si los cuatro errores anteriores se cometen, usted cae en el quinto: Un equipo descomprometido con las metas y resultados de la empresa, lo que afecta el desempe\u00f1o global de la corporaci\u00f3n.<\/p>\n

Un sistema de remuneraci\u00f3n estrat\u00e9gica que no es claro genera inseguridad e insatisfacci\u00f3n entre el equipo, afectando el clima organizacional. Los rumores se dispersan, cualquier cambio en la empresa generar\u00e1 resistencia, por lo que acabar\u00e1 con una crisis interna.<\/p>\n

<\/a>Consejo adicional: C\u00f3mo controlar la situaci\u00f3n<\/h2>\n

No podr\u00edamos concluir esta publicaci\u00f3n sin dar una soluci\u00f3n a todos estos problemas. Y esta soluci\u00f3n est\u00e1 en utilizar tecnolog\u00edas que garanticen la confiabilidad de los datos, as\u00ed como la transparencia de la informaci\u00f3n en el momento de comunicar los resultados a todos.<\/p>\n

Un software de rendimiento individual permite que la organizaci\u00f3n implemente un sistema de recompensas serio<\/a>, con pol\u00edticas y reglas bien establecidas, y, monitoree el desempe\u00f1o de cada trabajador individualmente. As\u00ed es posible mantener la gesti\u00f3n a la vista en su empresa y remunerar adecuadamente a cada profesional seg\u00fan su dedicaci\u00f3n.<\/p>\n

No olvides de seguir a Actio en<\/span> Instagram<\/span><\/a>,<\/span> LinkedIn<\/span><\/a> y <\/span>Facebook<\/span><\/a>.<\/span><\/p>","protected":false},"excerpt":{"rendered":"

Conoce 5 errores comunes al controlar la remuneraci\u00f3n variable en hojas de c\u00e1lculo y c\u00f3mo evitarlos.<\/p>","protected":false},"author":21,"featured_media":35585,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center 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