{"id":4161,"date":"2019-12-22T21:33:11","date_gmt":"2019-12-22T19:33:11","guid":{"rendered":"https:\/\/www.mondayhappymonday.com\/las-5-reglas-para-solucionar-el-absentismo-en-tu-empresa\/"},"modified":"2022-01-25T16:31:17","modified_gmt":"2022-01-25T15:31:17","slug":"las-5-reglas-para-solucionar-el-absentismo-en-tu-empresa","status":"publish","type":"post","link":"https:\/\/mondayhappymonday.com\/ca\/las-5-reglas-para-solucionar-el-absentismo-en-tu-empresa\/","title":{"rendered":"Les 5 regles per a solucionar l’absentisme en la teva empresa"},"content":{"rendered":"

Enrere van quedar aquells dies en qu\u00e8 Pirelli-Manresa, una gran f\u00e0brica, lidiava di\u00e0riament amb un \u00edndex d’absentisme que girava entorn de l’11%. Incre\u00efble, per\u00f2 cert. A l’any 2009, @Pirelli va tancar definitivament les seves portes sense saber si aquest problema s’hagu\u00e9s pogut solucionar.<\/p>\n

L’evoluci\u00f3 de la taxa d’absentisme a Espanya presenta difer\u00e8ncies marcades entre els diferents per\u00edodes. Aix\u00ed, entre l’any 2000 i 2007, va cr\u00e9ixer des del 3,7% fins al 4,95%. De 2008 a 2011, es va estabilitzar entorn del 4,7%. I entre 2012 i 2013 es va reduir amb for\u00e7a fins al 4,1%.<\/strong> Des de llavors, ha anat creixent de manera ininterrompuda.<\/p>\n

Avui, m\u00e9s d’1 mili\u00f3 de persones no acudeixen al seu lloc de treball de mitjana cada dia, segons recull @Randstad. Entre elles, el 73,6% es van absentar per incapacitat temporal, mentre que el 26,4% restant (276.968 persones) ho van fer malgrat no estar de baixa.<\/strong><\/p>\n

La lectura d’aquestes dades ha estat com un d\u00e9j\u00e0-vu, portant a la meva mem\u00f2ria aquells dies en qu\u00e8 \u00e9rem conscients de tenir un greu problema, per\u00f2 no sab\u00edem b\u00e9 qu\u00e8 fer amb ell. Gaireb\u00e9 10 anys despr\u00e9s, amb un petit respir durant la crisi, alguns sectors, sobretot la ind\u00fastria, continuen patint-lo.<\/p>\n

Fa tan sols uns mesos, acab\u00e0vem un projecte per una gran companyia<\/a> del nord del pa\u00eds. El “How might we<\/strong>” o repte era clar: Com podr\u00edem canviar la tend\u00e8ncia a l’al\u00e7a dels \u00edndexs d’absentisme de la companyia?<\/strong> La gran decisi\u00f3 va ser abordar el repte posant a l’empleat en el centre.<\/p>\n

REGLA N\u00fam. 1<\/h3>\n
\n

Si volem solucionar l’absentisme, cal posar a l’empleat en el centre<\/strong><\/em><\/p>\n<\/blockquote>\n

El primer obstacle amb el qual ens trobem \u00e9s el concepte o judici que ens hem format sobre l’absentista de manera anticipada, aquesta activitat mental inconscient que molt probablement est\u00e0 distorsionant nostra la percepci\u00f3. El que vull dir \u00e9s que no tots els absentistes s\u00f3n -disculpin l’expressi\u00f3-, uns barruts. Pensar aix\u00ed, seria tenir una visi\u00f3 molt reduccionista i, per tant, insuficient, del problema que, dit sigui de pas, no deixa de ser una conducta humana.<\/p>\n

Els m\u00e9s “condescendents” aconsegueixen desenvolupar empatia i posar-se en el lloc de l’absentista, per\u00f2 ho fan des de les seves pr\u00f2pies creences i mapes mentals, per la qual cosa el seu ego els juga una mala passada, provocant el que es coneix sota el nom de “egocentric empathy gap<\/strong>“. Aix\u00f2 no serveix. Una recerca profunda de l’absentista i el seu entorn organitzatiu i social, ens va permetre descobrir la segmentaci\u00f3 psicogr\u00e0fica<\/p>\n

REGLA N\u00fam. 2<\/h3>\n
\n

No tots els absentistes s\u00f3n iguals, per tant, cal segmentar-los<\/strong><\/em><\/p>\n<\/blockquote>\n

S\u00f3n molt diferents les raons per les quals alg\u00fa no treballar\u00e0, com a resultat, no tots els absentistes s\u00f3n uns barruts, si b\u00e9 el segment existeix. Hem doncs que dividir el conjunt d’absentistes en segments m\u00e9s petits que tenen necessitats, caracter\u00edstiques i comportaments que requereixen estrat\u00e8gies sobre com abordar aquest problema de forma diferenciada.<\/p>\n

Sovint es dona per descomptat que els absentistes tenen unes determinades caracter\u00edstiques demogr\u00e0fiques, o que el seu codi canvia \u00fanicament en funci\u00f3 de la regi\u00f3 en la qual resideixen… Es tracta d’assumpcions que tenen cert car\u00e0cter aprior\u00edstic, \u00e9s a dir, s’assumeix a priori que “el nostre absentista” \u00e9s aix\u00ed. No obstant aix\u00f2, hi ha altres maneres<\/a> de segmentar.<\/p>\n

Una de les maneres de segmentar m\u00e9s potents en l’absentisme \u00e9s la segmentaci\u00f3 psicogr\u00e0fica, que delimita als absentistes sobre la base de les seves actituds, el seu estil de vida, la seva personalitat… Si b\u00e9 \u00e9s cert que sovint els estils de vida s’associen a uns certs trets demogr\u00e0fics, cal tenir en compte que hi ha aspectes com l’absentisme que, m\u00e9s que estar associats a variables estructurals, es vinculen a maneres de pensar, maneres d’entendre el m\u00f3n… que s\u00f3n transversals al llarg de l’espectre de variables sociodemogr\u00e0fiques.<\/p>\n

REGLA N\u00fam. 3<\/h3>\n
\n

Cal passar de l’opn\u00e0tica a les dades<\/strong><\/em><\/p>\n<\/blockquote>\n

Est\u00e0 aquest art que tots practiquem en les empreses d’opinar sobre qualsevol tema, sense cap pudor i sense ruboritzar-nos, temes dels quals per descomptat potser nom\u00e9s tenim escassos coneixements i poca informaci\u00f3 i en els quals no ens molestem a aprofundir ni analitzar… Per\u00f2 ens divertim comentant com si f\u00f3ssim tertulians.<\/p>\n

Les dades s\u00f3n com trobar petroli sota l’edifici. Totes les companyies tenen macrodades<\/strong> i avui existeixen aplicacions de processament dels mateixos que ens permeten tractar-los adequadament. Si els tenim, cal utilitzar-los!<\/p>\n

Inspeccionar, netejar i transformar la gran quantitat de dades de qu\u00e8 disposava l’organitzaci\u00f3, ens va revelar informaci\u00f3 \u00fatil per validar les hip\u00f2tesis sorgides durant la recerca qualitativa i, el m\u00e9s important, ens va permetre caracteritzar i quantificar cadascun dels segments.<\/p>\n

Aix\u00ed va ser com descobrim que hi ha persones que t\u00e9 un ordre de prioritats diferents, \u00e9s a dir, el treball no \u00e9s el primer. Una vegada m\u00e9s, veure aix\u00f2 des de les nostres pr\u00f2pies creences i mapes mentals no ajuda a entendre el que passa. Que el treball en una cadena de muntatge no sigui el primer en l’ordre de prioritats de moltes persones, sobretot d’aquelles m\u00e9s joves, no \u00e9s dolent. De fet, \u00e9s fins i tot comprensible.<\/p>\n

No oblidem que una vegada que conclo\u00efen les etapes de Taylor<\/strong> per posar en funcionament el seu sistema d’organitzaci\u00f3 en un treball en particular, els treballadors ja no tenien oportunitat de pensar, experimentar o realitzar suggeriments, i encara avui moltes ind\u00fastries funcionen aix\u00ed. El problema resideix doncs en la resposta que adopten aquestes persones davant aquesta situaci\u00f3: no anar a treballar.<\/p>\n

Tamb\u00e9 tenim plantilles envellides i davant aquest fenomen moltes empreses es mantenen en estat de negaci\u00f3 quant als canvis que exigeix l’envelliment dels treballadors. Molts pa\u00efsos es dirigeixen cap al que es coneix comunament com la bomba de temps demogr\u00e0fica<\/strong>. Aix\u00f2 significa una proporci\u00f3 cada vegada m\u00e9s gran de la seva poblaci\u00f3 laboral d’avan\u00e7ada edat.<\/p>\n

En aquest sentit, el fabricant d’autom\u00f2bils alemany @BMW recentment va triar a personal per a una de les seves l\u00ednies de producci\u00f3 basades en una inusual qualificaci\u00f3: havien de tenir com a mitjana 47 anys. La l\u00ednia de producci\u00f3 de BMW va ser sobrenomenada “l\u00ednia de jubilats<\/strong>“. En aquesta l\u00ednia es van implementar fins a 70 canvis per adaptar-la als seus treballadors. Aquesta \u00e9s nom\u00e9s una soluci\u00f3 de la multitud d’oportunitats que apareixen quan passem de resoldre l’absentisme a resoldre les raons per les quals es produeix.<\/p>\n

Hi ha persones per a les quals l’absentisme \u00e9s un s\u00edmptoma que, juntament amb uns altres, configuren la s\u00edndrome de la reincorporaci\u00f3<\/strong> al treball despr\u00e9s de patir una greu malaltia. Quan una persona finalitza un tractament, habitualment t\u00e9 unes seq\u00fceles f\u00edsiques i emocionals amb un impacte a mitj\u00e0 i llarg termini que poden condicionar el retorn al treball. La falta d’un sistema d’acompanyament del treballador durant tot el proc\u00e9s de baixa laboral per preparar aquest retorn i\/o un marc legislatiu molt r\u00edgid que no contempla la incorporaci\u00f3 flexible i progressiva en el lloc de treball s\u00f3n algunes de les causes, per\u00f2 pot haver-hi unes altres.<\/p>\n

Tamb\u00e9 hi ha persones que s\u00f3n absentistes perqu\u00e8 no anar a treballar \u00e9s la manera d’evitar als seus mals caps,<\/strong> i altres utilitzen l’absentisme com a eina de conciliaci\u00f3 quan no existeixen pol\u00edtiques com a tals en l’organitzaci\u00f3. I aix\u00ed fins a un llarg etc\u00e8tera. Pot haver-hi tantes raons com empreses existeixen en el m\u00f3n.<\/p>\n

REGLA N\u00fam. 4<\/h3>\n
\n

Cadascun dels segments d’absentistes requereix una o diverses solucions diferents<\/strong><\/em><\/p>\n<\/blockquote>\n

Aquestes solucions han de ser preventives<\/strong>, \u00e9s a dir, que s’accionin abans que l’absentista ho sigui, perqu\u00e8 quan una persona ja s’ha donat de baixa, poc podem fer perqu\u00e8 torni, m\u00e9s enll\u00e0 dels b\u00e0sics que ens brinden les regulacions laborals que, si b\u00e9 s\u00f3n \u00fatils, no ajuden a erradicar el problema.<\/p>\n

Arribats a aquest punt, descobrim que l’absentisme va d’alineament amb els valors de l’organitzaci\u00f3, de diversitat generacional, de lideratge, de conciliaci\u00f3 o fins i tot d’ergonomia.<\/p>\n

I per acabar…<\/p>\n

REGLA N\u00fam. 5<\/h3>\n
\n

Les solucions han de tenir una proposta de valor clara per a l’absentista<\/em><\/strong><\/p>\n<\/blockquote>\n

\u00c9s a dir, no sols han de servir perqu\u00e8 l’empresa disminueixi el seu \u00edndex d’absentisme i, per tant, augmenti la seva productivitat, sin\u00f3 que l’absentista ha de percebre el valor que t\u00e9 per a ell\/ella la iniciativa. En cas contrari, mai l’adoptar\u00e0 i continuar\u00e0 utilitzant les baixes laborals amb els fins que no pertoquen.<\/p>\n

I tu? Ets dels quals tens m\u00e9s regles o pateixes absentisme en la teva empresa?<\/strong><\/p>\n

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Enrere van quedar aquells dies en qu\u00e8 Pirelli-Manresa, una gran f\u00e0brica, lidiava di\u00e0riament amb un \u00edndex d’absentisme que girava entorn de l’11%. Incre\u00efble, per\u00f2 cert. A l’any 2009, @Pirelli va tancar definitivament les seves portes sense saber si aquest problema s’hagu\u00e9s pogut solucionar. L’evoluci\u00f3 de la taxa d’absentisme a Espanya presenta difer\u00e8ncies marcades entre els […]<\/p>\n","protected":false},"author":2,"featured_media":3821,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","inline_featured_image":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[26,24,1],"tags":[83,84,85,86],"class_list":["post-4161","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-histories-reals","category-innovacio","category-metodologies-de-treball","tag-absentismo-ca","tag-design-thinking-ca","tag-human-centred-design-ca","tag-retos-ca"],"yoast_head":"\nLes 5 regles per a solucionar l'absentisme en la teva empresa - Monday Happy Monday<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/mondayhappymonday.com\/ca\/las-5-reglas-para-solucionar-el-absentismo-en-tu-empresa\/\" \/>\n<meta property=\"og:locale\" content=\"ca_ES\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Les 5 regles per a solucionar l'absentisme en la teva empresa - Monday Happy Monday\" \/>\n<meta property=\"og:description\" content=\"Enrere van quedar aquells dies en qu\u00e8 Pirelli-Manresa, una gran f\u00e0brica, lidiava di\u00e0riament amb un \u00edndex d’absentisme que girava entorn de l’11%. 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L’evoluci\u00f3 de la taxa d’absentisme a Espanya presenta difer\u00e8ncies marcades entre els […]","og_url":"https:\/\/mondayhappymonday.com\/ca\/las-5-reglas-para-solucionar-el-absentismo-en-tu-empresa\/","og_site_name":"Monday Happy Monday","article_published_time":"2019-12-22T19:33:11+00:00","article_modified_time":"2022-01-25T15:31:17+00:00","og_image":[{"width":1140,"height":640,"url":"https:\/\/mondayhappymonday.com\/wp-content\/uploads\/2019\/12\/Silla-solitaria.jpg","type":"image\/jpeg"}],"author":"Maite Moreno Bosch","twitter_card":"summary_large_image","twitter_creator":"@MonHappyMon","twitter_site":"@MonHappyMon","twitter_misc":{"Escrit per":"Maite Moreno Bosch","Temps estimat de lectura":"7 minuts"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/mondayhappymonday.com\/ca\/las-5-reglas-para-solucionar-el-absentismo-en-tu-empresa\/#article","isPartOf":{"@id":"https:\/\/mondayhappymonday.com\/ca\/las-5-reglas-para-solucionar-el-absentismo-en-tu-empresa\/"},"author":{"name":"Maite Moreno Bosch","@id":"https:\/\/mondayhappymonday.com\/#\/schema\/person\/93e124b976b1c6ec34a19ceb3fe81347"},"headline":"Les 5 regles per a solucionar l’absentisme en la teva empresa","datePublished":"2019-12-22T19:33:11+00:00","dateModified":"2022-01-25T15:31:17+00:00","mainEntityOfPage":{"@id":"https:\/\/mondayhappymonday.com\/ca\/las-5-reglas-para-solucionar-el-absentismo-en-tu-empresa\/"},"wordCount":1448,"commentCount":0,"publisher":{"@id":"https:\/\/mondayhappymonday.com\/#organization"},"image":{"@id":"https:\/\/mondayhappymonday.com\/ca\/las-5-reglas-para-solucionar-el-absentismo-en-tu-empresa\/#primaryimage"},"thumbnailUrl":"https:\/\/mondayhappymonday.com\/wp-content\/uploads\/2019\/12\/Silla-solitaria.jpg","keywords":["Absentismo","Design Thinking","Human Centred Design","Retos"],"articleSection":["Hist\u00f2ries reals","Innovaci\u00f3","Metodologies de Treball"],"inLanguage":"ca","potentialAction":[{"@type":"CommentAction","name":"Comment","target":["https:\/\/mondayhappymonday.com\/ca\/las-5-reglas-para-solucionar-el-absentismo-en-tu-empresa\/#respond"]}]},{"@type":"WebPage","@id":"https:\/\/mondayhappymonday.com\/ca\/las-5-reglas-para-solucionar-el-absentismo-en-tu-empresa\/","url":"https:\/\/mondayhappymonday.com\/ca\/las-5-reglas-para-solucionar-el-absentismo-en-tu-empresa\/","name":"Les 5 regles per a solucionar l'absentisme en la teva empresa - 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