Vous faites face à la résistance des employés en raison de craintes liées à la sécurité de l’emploi. Comment pouvez-vous naviguer dans cette situation difficile ?

You must focus on developing your skills, updating your resume, and exploring new opportunities to enhance your employability. Having a financial cushion can alleviate some of the fear associated with job loss.

First thing to do is accept their concern. Tell them that what they are saying is correct in one Perspective. Then make them to look at Broad Level

Create forums or meetings where employees can voice their concerns. Listening to their fears without judgment shows empathy and understanding.

Explain the reasons behind any changes or uncertainties clearly. Providing context helps employees understand the company's direction and the need for certain decisions.

In my experience, creating direct engagement with teams around new systems implementations has proven to be an invaluable communication bridge with concerned staff. After you have carefully listened to their feedback and shown that you understand their concerns, engage in demonstrating how the new payment system and its tools will support them. Be extremely transparent about what the positive implications of the new payment system technology will be to the organization. It is very important to deliver clarity to your teams with regards what it will mean to the business within the context of their work. That way, they will begin to see the new payment system as a key ally in the execution of their duties, as opposed to a threat.

A mi me ha resultado útil establecer diferentes modelos de aprendizaje para que con ellos cada persona pueda adaptarse de una manera más tranquila, esto disminuye la resistencia y permite una mejor absorción de la información y adaptabilidad, ya que entre más aprende mas se involucra, brindando así la oportunidad de aprendizaje en doble vía

Usually, job security fears around the introduction of new technology or processes, is an indication that you either have not involved your teams enough, or your communication around these new changes has not been clear enough. Or both. Change in an organization is a team effort.Involvement is the whole point. As a leader, create more opportunities for collaboration, feedback and total participation in introducing new systems. What often creates fears and uncertainty is the feeling that a new system is being thrown at them, rather than them being invited to be key partners and change drivers in the transformation journey of the business. Treat them as stakeholders in the new system implementation, not mere recipients of it.

You can consider incentive plans. Incentive plans, also called incentive compensation plans, are a type of employee compensation structure that uses certain rewards to motivate team members to work harder and achieve specific goals.

Aprendi que a melhor forma de manter os colaboradores na empresa é reduzir o nível de incerteza deles em relação ao futuro. Para isso um plano de carreira bem estruturado é fundamental, deixando claro quais são as metas de desenvolvimento pessoal de cada um e quais são os degraus que ele irá subir nos próximos anos.

Including the employee in planning for the evolution of their position can keep them out of a constant state of survival. We are all just trying to survive and fear of losing your job can add to this mindset.

Positive affirmations on an employees contribution can help to dispel fears. Letting them know they are valued and continue to be an asset, that is why they are here.