How true is it that they say that if you work at what you love, then you don’t work a day in your life? Although many people consider this saying a philosophy for their workplace, others find in this an excuse for labor exploitation.
Andrés Ramírez, partner creator of dreams of pluruma consulting firm that pioneered the concept of “organizational happiness,” says that this phrase is quite utopian.
“All jobs have things that you don’t like and you don’t get up every day to do something you like with the same emotion,” he says.
In addition, it ensures that there is a new form of labor exploitation that is a “tragedy” in which companies offer certain benefits with other intentions. “They tell you ‘here you have rodaderos, unlimited, healthy food, snacks, television, but please stay and live in the office because it is a very rich place,’” he added.
However, it also states that not being happy every day at work does not necessarily indicate that it is a job that does not contribute to your well-being or even your happiness. “You have to do something in life that you love, even if it is a totally separate activity, another in which you are good and another for which you are paid, but not necessarily for all of humanity, all this comes together in the same activity and that is good. It’s important to keep that in mind,” he says.
In this sense, there are certain things that you can and should demand from your workplace so that your well-being is not at stake and that is what Andrés seeks to ensure from plurum.
What a job should have (at least)
Andrés is one of the pioneers in working on the concept of organizational happiness in Colombia. “What we do from the firm is to accompany organizations so that they have a healthy environment of well-being with the most appropriate relationships possible. This generates an organizational culture that contributes to well-being and happiness”, he comments.
However, what does that mean when it comes to day-to-day work? what things can you demand? These questions arise because, according to Andrés, an organization is “responsible for the welfare of its workers.”
In this sense, well-being is understood as the continuous work to create the best possible environment and also some demands that, for him, are “the minimum”. “Well-being is being paid well and being treated fairly,” he says.
From there, in addition, comes the part of organizational happiness. This emotion, at least in the work part, arises from “a construction of healthy and bidirectional relationships.”
One thing is true is that conversations about well-being among colleagues at work are becoming more normalized and, according to Andrés, this concept has been changing the way of leading.
“We need leaders who are more inspiring, who really mobilize us from a different emotion. Today trust is more privileged than fear and note that fear disconnects trust ”, she comments.
With that in mind the awards were created. HR Next Gen Awards, which will take place for the first time on November 24 in Bogotá. There will be more than 600 professionals in the Human Talent area.
The awards seek to highlight the careers of young Human Resources who have achieved initiatives to transcend as a country in well-being issues within the organizational area. For this reason, the 24 finalists will be evaluated by a panel of juries that brings together the best exponents of the sector.
“They are leaders who are behind the scenes and we want to recognize that silent work of people who risk everything, who are doing a dignified, decent job and are being innovative,” says Andrés.
In this sense, this award is not only recognition but also an incentive for the young people of today who will be the leaders of tomorrow and also for the Human Resources area of all companies.
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