{"id":899,"date":"2025-02-03T22:49:05","date_gmt":"2025-02-03T22:49:05","guid":{"rendered":"https:\/\/nextleague.com\/?p=899"},"modified":"2025-04-21T21:40:04","modified_gmt":"2025-04-21T21:40:04","slug":"medicion-de-cultura","status":"publish","type":"post","link":"https:\/\/nextleague.com\/es\/medicion-de-cultura","title":{"rendered":"Midiendo la Cultura"},"content":{"rendered":"

El concepto de cultura organizacional nunca ha sido tan importante como lo es hoy. Las organizaciones que invierten tiempo y recursos en construir y mantener una cultura fuerte y saludable tienden a tener m\u00e1s \u00e9xito que aquellas que no lo hacen. Una forma de evaluar la salud de tu organizaci\u00f3n es mediante encuestas de compromiso de empleados. Estas encuestas an\u00f3nimas son una excelente manera de recopilar comentarios, evaluar las necesidades del equipo, revisar resultados y, lo m\u00e1s importante, implementar soluciones.  <\/p>\n\n\n\n

Ignorar la cultura organizacional puede costarles millones de d\u00f3lares a las empresas cada a\u00f1o. En 2022, muchas organizaciones enfrentaron el fen\u00f3meno del \"quiet quitting\"<\/a>, donde empleados desconectados hac\u00edan solo lo m\u00ednimo requerido en sus trabajos, abandonando as\u00ed la idea de ir m\u00e1s all\u00e1 de sus responsabilidades. \u00a0En 2023, el 50% de todos los empleados en EE. UU. no estaban comprometidos (quiet quitting)<\/em><\/a>. Lamentablemente, esta tendencia negativa continu\u00f3 durante el primer trimestre de 2024; el compromiso cay\u00f3 al 30% entre empleados de tiempo completo y medio tiempo. Un estudio reciente de Gallup revel\u00f3 que, en EE. UU., los empleados se sent\u00edan cada vez m\u00e1s desvinculados de sus empleadores, menos satisfechos con sus organizaciones, con menor conexi\u00f3n a la misi\u00f3n o prop\u00f3sito de sus empresas y con menos claridad sobre sus roles.<\/p>\n\n\n\n

\u00bfC\u00f3mo pueden las organizaciones evitar tener una fuerza laboral desconectada? Si bien no hay una \u00fanica respuesta para todos, creemos que aprovechar las encuestas de compromiso es un excelente punto de partida. En Next League, hemos estado realizando encuestas trimestrales de compromiso, cada una con menos de 10 preguntas. Todas las preguntas abordan temas importantes como alineaci\u00f3n de roles, confianza en el liderazgo s\u00e9nior, crecimiento y desarrollo, cultura e inclusi\u00f3n (que tambi\u00e9n es uno de nuestros valores fundamentales). Los resultados de estas encuestas han llevado a la creaci\u00f3n e implementaci\u00f3n de programas clave como capacitaciones para gerentes, planes de carrera, programas de desarrollo individual y diversos sistemas y procesos dise\u00f1ados para ayudar a que nuestros colaboradores alcancen su m\u00e1ximo potencial, tanto personal como profesionalmente.   <\/p>\n\n\n\n

Adem\u00e1s de llevar a cabo estas encuestas, nos desafiamos a alcanzar una puntuaci\u00f3n espec\u00edfica de compromiso. Me siento incre\u00edblemente orgullosa de Next League, que en apenas su cuarto a\u00f1o ya supera nuestros objetivos internos y obtiene puntuaciones de compromiso superiores a las de empresas de alto rendimiento. En 2023, esta m\u00e9trica fue del \u00a070%<\/a>. Nuestra puntuaci\u00f3n de compromiso del cuarto trimestre de 2024 fue del 87%, y esperamos superarla este a\u00f1o.<\/p>\n\n\n\n

Aunque creo que el primer paso para cualquier organizaci\u00f3n es construir e implementar una estrategia de encuestas de compromiso, hay otro paso crucial que las empresas deben dar para reforzar la importancia del compromiso del empleado: deben compartir los resultados de estas encuestas con su equipo. Muchas empresas hacen \u00e9nfasis en la transparencia financiera, informando sobre resultados trimestrales y crecimiento de ingresos. Al publicar las puntuaciones de compromiso junto con los indicadores financieros, las compa\u00f1\u00edas pueden demostrar que su gente es un activo tan valioso como sus m\u00e1rgenes de ganancia.<\/p>\n\n\n\n

Cuando los empleados est\u00e1n comprometidos, son m\u00e1s productivos, innovadores y est\u00e1n m\u00e1s comprometidos con el \u00e9xito de la empresa. Numerosos estudios han demostrado una relaci\u00f3n directa entre alto compromiso e incremento en la rentabilidad. Por el contrario, la falta de compromiso conduce a menor productividad, mayor rotaci\u00f3n y menor satisfacci\u00f3n del cliente \u2014 todo lo cual puede deteriorar las finanzas de una empresa con el tiempo.<\/p>\n\n\n\n

Hay muchas formas de definir el compromiso de los empleados; la mayor\u00eda, si no todas, giran en torno a un tema com\u00fan: el sentido de prop\u00f3sito dentro de una organizaci\u00f3n. Como Directora Senior de Personas y Cultura, me emociona que nuestros empleados se sientan tan conectados con nuestra cultura y lo compartan tanto de forma privada, a trav\u00e9s de nuestras encuestas, como p\u00fablicamente. Nuestros empleados \u2014y los comentarios e ideas que han compartido\u2014 son la raz\u00f3n por la cual recientemente fuimos nombrados uno de los Mejores Lugares para Trabajar en 2024 (seg\u00fan Sports Business Journal).\n\nAl comenzar el 2025, tenemos muchos motivos para sentirnos emocionados y orgullosos. Me siento inmensamente orgullosa de nuestra cultura, que, como mencion\u00f3 recientemente<\/a> nuestro CEO David Nugent, \u201c[...] se cultiva a trav\u00e9s de interacciones positivas y productivas del equipo, as\u00ed como un afecto genuino y confianza entre nosotros.\u201d Siempre hay espacio para crecer y mejorar, y sin duda esperamos hacerlo.<\/p>","protected":false},"excerpt":{"rendered":"

The concept of organizational culture has never been more important than it is today.  Organizations that invest the time and resources in building and maintaining a strong, healthy culture tend to be more successful than those that don\u2019t. One way to gauge the health of your organization is via employee engagement surveys. 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