Emilio Leveque, MSc

Interesting question, 50 years ago we called communication the person who knew how to be clear in their way of expressing themselves or acting through their behavior, today, there are many more tools to "communicate" that are part of artificial intelligence, social networks, various applications, etc., and in addition, new generations have been developing new "Models" of communication with these tools. I think we have to dive deeper into the way we communicate today, practice all kinds of tools and be open to understanding how to improve those in which we are not being effective.

I would like to talk to some people on the team to better understand what are the "demotivators" or non-motivators that the people on the team feel and/or think? After that and having a clearer idea: I would ask myself: 1. What is in my hands to work on to accelerate motivation? 2. What external factors can have some influence so that there is not high motivation in the team? Finally, having a more holistic vision of the problem, being able to work on the solution and definitely involve the team members... We are all responsible since in a team there must be a co-relationship and mutual commitment.

I think there may be several reasons for not being able to engage HR employees in developing better quality work. Personally, I think it is very important to understand what each person's motivators are to give the best of each of them. Once this is understood, I think it is easier for the leader to be able to better motivate and engage his/her employees to develop finer & quality work.

As I mentioned in a previous question, work-life balance is a personal situation, each person decides what and how they manage their balance, however, on the other hand, the organization must be clear about its objectives so that each person contributes positively and successful in achieving the same.

This case once happened to us in the Company and there should be no doubt in promptly following up the employee's claim for this complaint against his supervisor. A formal investigation must be carried out without deviations in order to establish the veracity of the complaint. In the end, if the complaint is true, the supervisor leaves the company, if not, the employee leaves the company. The company's rules must be clear, concise and very well disseminated to all staff. In fact, these rules or policies and procedures are part of the corporate culture, which is why it is very important that employees understand them and adhere to them.

In my personal opinion, Work-life balance is a personal issue, each of us must be able to define our correct equation of work and life, we all have different energies, personal interests, work interests, abilities, endurance and many other things that can come into play when defining the concept of work-life balance. In a diverse society, we need to support our people to define their best balance and at the same time, establish very clearly the objectives and achievements expected by the organization. Finally, if there is an issue about work-life balance in a remote working environment, I kindly invite him/her to evaluate potential disruption and work on it!!