The need for cooperation in new companies

Estimated reading time: 4 minutes

The continuous changes which organizations undergo due to technology advances have become a key trend that generates uncertainties regarding the function of HR in organizations. The function of HR is at a crucial situation as the backbone of the organization and a promoter of change. Market requirements, the wave of constant change, short-lived trends… are some of the reasons for new organizational structures that allow organizational adaptability in the new way of understanding relations in companies.

The vision of HR as a static or hermetic department must become a thing of the past, transforming it into the first line of internal contact in companies, guiding employees towards opportunity, and supporting intra-entrepreneur figures to ensure the success of the change.

Cooperation must be a shared pattern throughout the company and therefore requires employees’ involvement to favor a collective constructivism that improves efficiency. And to favor that cooperation, we need to facilitate decision-making and do away with hierarchical structures, because imposed hierarchy can prevent the conversion of ideas emerging from the heart of the organization. By removing this hierarchy, companies will be able to escape from the standardization and the bureaucratization of processes.

But who said that drawing together all that knowledge was easy? Leading the change, being the organizational glue, requires HR having a method to ensure success. Let’s look at some aspects that need to be taken into account:

  • Organizational transparency, a suitable communication must be the shared pattern throughout the organization.
  • The use of tools 2.0 will enable reinvention in the new scenario, guaranteeing a sensitivity towards new trends and advances to bring organizations closer to the external customer.
  • Learning as a goal of the organization for constant improvement of the production processes, enabling a moldability that guarantees survival over time.
  • Transmission of the business strategy to the entire organization, which helps focus all activities towards achieving the main act of faith or raison d’etre of the organization.

In short, companies become liquid to adapt to the new changing scenario that prevails in the market and to its requirements, and new organizational structures emerge. But despite the wave of constant change that invades business today, we need to remember that adapting the organization to change is not immediate, rather for large companies, a major investment of resources and time is required. But thanks to those necessary changes, collaboration will become a key base for companies and will enable them to assume the challenge of the new organizational capillarity required for success in the new scenario.

Rafael García works as a consultant at the company Índize and writes his own blog, which at Zyncro we highly recommend: La Factoría Humana.