Human beings have always had to adapt and make changes in life. working lifel, but Now it is the organizations that also have to rethink how they are designed and learn to adapt to the environment and their collaborators. This is what we call flexible and flexible organizations.
It is part of the trends identified from the SURA Observatory, that allows us to anticipate decisions and help other organizations do so.
In recent times, and especially accelerated by the pandemic, work environments are changing more than ever and demand that work have the necessary flexibility to adapt to the situation. This context is an invitation for us to rethink our organizations beyond what the pandemic left us and to encourage ourselves - as leaders - to create a flexible organization... and not lose the opportunity that this represents.
Today, work is global, flexible and networked; it is an act of team collaboration. One of the keys for organizations to adapt is contact between leaders and teams based on the individuality of each person and their potential. That is why the great change, the greatest challenge for companies, is to learn together with their people how this process transforms the ways of working. In this sense, it is also observed that there will be an evolution towards living systems, transcending the traditional hierarchical structures, which will change according to the interactions that occur between people.
In addition, we see that the main need that women have is flexible organizations is to add to their teams people who seek to constantly learn and who have digital skills for this new world, along with soft skills that allow them to contribute their differential. Therefore, from SURA Insurance Argentina We develop programs and initiatives that give our employees tools to adapt to changes, generating capabilities that help them improve their development in the workplace.
The experience of hybrid model The current situation that we are experiencing is forcing organizations to rethink workspaces. In our case, we restructured the traditional form of an office into a physical work plan more similar to a coworking where everyone can carry out their tasks when and where they prefer. This dynamic was built taking into account the contributions of all areas of the organization and is being positively valued. Among the comments we received from our collaborators through the Pulse Survey, many highlight the possibility of maintaining contact between colleagues and members of other teams, while optimizing time because they achieve greater concentration. In this way, we consider that the best of both worlds is being taken advantage of, the remote and the in-person: this is what people value today.
Another important aspect that we identify within this new type of organization is understanding the fluidity of talent. The challenge is to try to retain people through value propositions that respond to their interests. Today people choose how they work and where they work.
The important thing to keep in mind is that this is a permanent development and not a static one, for which it is key to maintain contact with talent. When companies identify these inclinations that are developing, through the flexible organization model, they can face a better work dynamic in which time and space are optimized. This is how this model gives organizations the ability to respond in an agile and natural way to the pace of changes that the world demands of us today.
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