{"id":19298,"date":"2019-01-22T13:02:39","date_gmt":"2019-01-22T13:02:39","guid":{"rendered":"https:\/\/actiosoftware.com?p=19298"},"modified":"2026-02-24T14:33:36","modified_gmt":"2026-02-24T17:33:36","slug":"okrs-puede-guiar-bonos-de-rendimiento","status":"publish","type":"post","link":"https:\/\/actiosoftware.com\/es\/blog\/os-okrs-podem-guiar-as-bonificacoes-por-performance\/","title":{"rendered":"\u00bfPueden los OKR guiar las bonificaciones por desempe\u00f1o?"},"content":{"rendered":"

Por qu\u00e9 usar OKRs?<\/h2>\n

El proceso de Objetivos y Resultados Clave (OKR, por sus siglas en ingl\u00e9s Objectives and Key Results) puede servir para impulsar los incentivos de desempe\u00f1o, ya que se trata de una medida de c\u00f3mo las personas alcanzan metas y contribuyen al \u00e9xito del equipo o empresa.<\/p>\n

Existen gerentes que creen que los OKR deben desvincularse de los sistemas de incentivos para evitar comportamientos desagradables entre los miembros de un equipo o la manipulaci\u00f3n de resultados.<\/p>\n

Mientras tanto, este es un problema f\u00e1cil de resolver, ya que hoy el seguimiento del desempe\u00f1o dentro de la empresa se puede hacer de manera segura y transparente a trav\u00e9s de la automatizaci\u00f3n del proceso.<\/p>\n

El software de Desempe\u00f1o Individual de Stratec, por ejemplo, hace posible el control y an\u00e1lisis de los programas de participaci\u00f3n en resultados por todos los niveles de gesti\u00f3n de la empresa. Los participantes logran seguir c\u00f3mo est\u00e1 su bono y qu\u00e9 est\u00e1 impidiendo que sea mayor, indicando la transparencia en las acciones y divisi\u00f3n de resultados.<\/p>\n

Con este sistema, todos pueden ver el plan de acci\u00f3n de los indicadores que no tienen su meta alcanzada, es decir, qui\u00e9n est\u00e1 haciendo qu\u00e9 para el alcance de las metas, generando una presi\u00f3n positiva para su cumplimiento.<\/p>\n

OKRs y desempe\u00f1o individual<\/h2>\n

La gesti\u00f3n del desempe\u00f1o individual de los empleados es la v\u00eda principal para la identificaci\u00f3n de aquellos miembros del equipo que destacan para la aplicaci\u00f3n de la bonificaci\u00f3n por desempe\u00f1o.<\/p>\n

Es importante comenzar por la evaluaci\u00f3n del desempe\u00f1o de cada empleado dentro de su rol espec\u00edfico. Para ello, a cada uno se le debe comunicar claramente toda la informaci\u00f3n de su puesto, su l\u00ednea de subordinaci\u00f3n, sus responsabilidades espec\u00edficas y el nivel de experiencia, habilidades y conocimientos que necesita tener para ejercer su funci\u00f3n.<\/p>\n

Tambi\u00e9n es interesante delinear cu\u00e1les son las tareas necesarias para que la funci\u00f3n tenga \u00e9xito en el apoyo a las actividades generales de la organizaci\u00f3n. Esta etapa que cubre el papel del individuo debe abarcar la mayor base porcentual de la medici\u00f3n de desempe\u00f1o general, pudiendo llegar al 60% del total.<\/p>\n

Luego, los empleados deben ser evaluados en su desempe\u00f1o dentro de su rol funcional. Es decir, m\u00e1s que la descripci\u00f3n de su trabajo, aqu\u00ed el enfoque es abordar los comportamientos que se medir\u00e1n.<\/p>\n

Por ejemplo, se puede evaluar si el colaborador es productivo, buen comunicador \u2014sabe escuchar y comparte informaci\u00f3n\u2014, tiene una visi\u00f3n estrat\u00e9gica, sabe tomar decisiones, crea un ambiente inclusivo, colabora con toda la empresa, entre otros patrones de desempe\u00f1o.<\/p>\n

Para clasificar y dimensionar tales comportamientos, los feedbacks 360\u00b0 son de gran ayuda. Esta etapa debe cubrir del 20% al 30% de la medici\u00f3n de desempe\u00f1o.<\/p>\n

Finalmente, la evaluaci\u00f3n se dirige al desempe\u00f1o del colaborador, incorporando valores fundamentales para la empresa, es decir, aquellos valores centrales que sustentan su cultura organizacional.<\/p>\n

La medici\u00f3n se realiza por la forma en que las personas aplican en sus interacciones cotidianas aquello que es ampliamente valorado por la instituci\u00f3n. Ponderar esta evidencia debe cubrir cerca de 10% de la puntuaci\u00f3n general de desempe\u00f1o.<\/p>\n

Los feedbacks<\/a> los peri\u00f3dicos de gerentes y l\u00edderes deben basarse en estos tres elementos, que necesitan quedar claros en las reuniones de revisi\u00f3n de resultados. Y ah\u00ed entran los OKRs, ya que el progreso hacia ellos puede servir para informar el desempe\u00f1o de los colaboradores en estos diferentes aspectos.<\/p>\n

Lea tambi\u00e9n: \u00bfC\u00f3mo dar retroalimentaci\u00f3n constructiva y aumentar la motivaci\u00f3n de sus empleados?<\/a><\/em><\/p>\n

Los OKR son un sistema comprobado para mejorar la eficiencia y el rendimiento organizacional, aunque para los individuos la matriz sea m\u00e1s compleja.<\/p>\n

Una experiencia positiva del empleado incluye la autonom\u00eda y el sentido de prop\u00f3sito que los OKR proporcionan, pero tambi\u00e9n incluye factores intangibles importantes, cruciales para el crecimiento y el desempe\u00f1o individual.<\/p>\n

Ahora que ya sabes c\u00f3mo los OKR pueden ayudar en el proceso de bonificaci\u00f3n por rendimiento, consulta nuestro art\u00edculo que revela 5 Errores comunes de las empresas que controlan la remuneraci\u00f3n variable en planillas<\/a>.<\/p>","protected":false},"excerpt":{"rendered":"

El proceso de Objetivos y Resultados Clave puede servir para impulsar incentivos de desempe\u00f1o.<\/p>","protected":false},"author":10,"featured_media":19299,"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 center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[1246],"tags":[250,247,246],"Idioma-posts":[1167],"class_list":["post-19298","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-estrategia-e-performance","tag-plr","tag-remuneracao-estrategica","tag-remuneracao-variavel","idioma-posts-portugues"],"acf":[],"yoast_head":"\nOs OKRs podem guiar as bonifica\u00e7\u00f5es por performance? 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