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Hired by the technical profile and fired by the behavioral profile

Working as a team, seeking new skills, respecting others and emotional intelligence. All of this has an important impact when playing a professional role in a company. And this is essential for candidates not only to get the job, but also to keep it.

According to a study by Page Personnel, 90% of professionals are hired for their technical profile but fired for their behavioral profile. In other words, there is no point in having degrees, courses and technical skills if the professional does not have a good relationship with the people around him and his colleagues.

Employees, in general, need to develop more and more emotional intelligence, thus developing interpersonal relationships, adaptability to multiple disasters. All this change in behavior will cause many people to start observing him, being inspired by him. However, what is still noticeable, in some corporate environments, is the presence of egocentrism, imposing, intolerant attitude. Currently, companies are no longer tolerating this type of behavior. It is known that this transition, this change is difficult. Putting into practice the saying: ‘we’, ‘our’, ‘the team’, what we call collaboration, which is what the market is increasingly demanding from professionals. Many professionals still do not believe that their performance is affected by the lack of this behavioral skill, where they end up waking up, or popularly saying: ‘the record just falls’, when the rejection rate increases, thus causing the dismissal from work”, says Daniel Alves, business consultant at NID CONSULTORIA and specialist in organizational management.

Warns that a professional faces behavioral problems

There are several signals that indicate when a professional does not fit not only in the company culture, but also with the purpose of the work he is assigned to do.

If work is a necessity, stagnation can take over, along with demotivation. It is possible and also important for the person to enjoy what he does. Rather, it is a signal to get out of where you are.

It is necessary to be attentive and identify the behavior of employees as soon as possible. A professional who does not fulfill, does not fulfill the agreed commitments and shows little interest in his tasks, is a warning for managers to change the situation.

The role of the manager is extremely important at this point. It is he who will be responsible for trying to bring this professional back into the ‘game’. It is he who will be responsible for presenting the professional with new challenges that must be overcome by the team and by this professional. It is very important to remember that the rescue of this professional must have the help of the people and management team, often also known as People Management, because only in this way will it be possible to identify the skills of this employee. People and Management teams play an essential role at this time, as will be through the T&D (Training and Development) program of professionals, who will identify the skills and develop in these professionals the skills and behavioral competencies required by the area, and not just technical skills”, says Daniel Alves – business consultant at NID CONSULTORIA and specialist in organizational management.

It is also worth paying attention to physical health. It is directly affected by mental health. That is, if there are many health problems, this is a stress and somatization alarm. Stress problems, anxiety and panic attacks can take a heavy toll on life.

It is also the manager’s role to be responsible for promoting an environment that encourages employees to behave well.

In addition, it is important to note the balance between work and personal life: removing the demands, the workplace and the focus on the corporate world from your mind can be a problem.

It is very important for the professional to know the moment he lives in, that he is. If he is sure that he has reached the maximum point of growth in that company, or the moment of his career calls for a change, it is important that he knows how to resign intelligently, so as not to damage the image, reputation and not generates impact on the team. , in the team he belongs to. Example: When all the challenges that are proposed to him do not make him blind to personal and professional growth, making him complain about everything and everyone, causing his behavior to become apathetic, not contributing to the success of tasks, affect team performance“, says Daniel Alves.

Time management is also essential

An organized professional is also a professional who knows how to manage his time efficiently. The payoff can be not only increased productivity, but mental health benefits.

Plan your day’s tasks, exercise, eat in a balanced way, cultivate your relationships, take time for yourself, take breaks and completely disconnect from work and, especially, take care of your mind as much as your body.“, comments the business consultant

And when is the employee who resigns?

Brazil, like the world, is currently experiencing a wave of voluntary layoffs. Blue Management Institute data (BMI) show that 75% of professionals who leave their jobs seek personal fulfillment in another activity and want more flexibility at work. The survey interviewed 48 managers of companies with annual revenues over R$ 1 billion during March of this year.

This comes in the context of the pandemic, and 54% of respondents say they have begun to prioritize the hybrid work model. Next, the reasons for resignation include escaping a toxic corporate culture, with a lack of promotion of diversity, equality or inclusion (52.1%) and the third is the dispute about the most qualified professionals in the labor market (50%).

Therefore, for the most part, professionals who leave their jobs are not looking for higher wages, but more flexibility.

According to business consultant and organizational management specialist at NID Consultoria, Daniel Alves, “companies should always remember and take into account, which neuroscience has increasingly studied, how work environment conditions and external stimuli affect productivity. It is suggested that companies develop the following points to avoid a toxic environment: Employee welfare should be one of the main points to avoid toxic work environments; develop leaders who are not in their positions to command, but to direct the company’s strategy; to bring the culture and values ​​of the organization into daily processes; mediate conflicts as long as there is coherence; encourage making clear and convincing decisions; and, of course, do not forget that all this with the team, because several heads always think better than one“.

Therefore, the balance is both the company and the employees efficiently allocating resources so that both have opportunities and a healthy employment relationship.

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