Para no transmitir a nuestro equipo nuestra propia fatiga pandémica por seguir teletrabajando, debemos reconocer las emociones que nos provoca y trabajar para reducir la expresión externa de esa emoción, para así evitar el contagio emocional.
Un año y algo más de un mes. Ese es el periodo de tiempo en el que muchos llevan sin pisar el suelo de una oficina, sin sentarse en su puesto de trabajo habitual, y sin disfrutar de la compañía directa de sus compañeros. En 2020, con el comienzo de la Covid-19, el popular y querido teletrabajo llegó a nuestras vidas, casi sin estar preparados, casi sin darnos cuenta, para quedarse.
Si bien la modalidad de teletrabajo ofrece multitud de bondades incuestionables, bondades que muchas empresas y los trabajadores llevaban años destacando; lo cierto es que este año ha sacado a relucir que, como en todos los aspectos de la vida, ni todo lo blanco es blanco, ni todo lo negro es negro.
Para saber si estamos pasando por una situación de fatiga pandémica en el entorno de trabajo tras un año teletrabajando, José García Altares, psicólogo en TherapyChat, plataforma líder de psicología online, comenta:“los signos y síntomas más comunes están relacionados con el estrés que provoca la pandemia, ya que es una situación nueva que supera nuestros recursos. El estrés aumenta nuestra tensión física y/o emocional. Esto, en situaciones normales, nos permitiría llevar a cabo actividades de forma más lúcida; sin embargo, cuando nos desborda tiene consecuencias negativas para la población, como por ejemplo más cansancio, agotamiento y emociones negativas o desagradables. Estamos más tristes, más nerviosos y más irritables y eso quiere decir que la experiencia de teletrabajo será menos satisfactoria y podrá llegar a niveles de desmotivación y rechazo».
Y en este sentido, el papel del liderazgo se ha tornado complicado y desafiante a consecuencia del temido “contagio emocional”. El virus de la Covid-19 y las emociones tienen dos cosas en común, ambos son invisibles y altamente contagiosos. El ejemplo más claro de contagio emocional es el pánico, y esto se debe a las neuronas espejo. Según apunta José García Altares, “es imposible no comunicar emociones y, además, no contagiarlas. Si nuestro objetivo es no transmitir a nuestro equipo nuestra propia fatiga pandémica por seguir teletrabajando, debemos reconocer las emociones que nos provoca la pandemia y trabajar para reducir la expresión externa de esa emoción, para así evitar el contagio emocional”.
A día de hoy nos encontramos en un punto de inflexión. Muchas empresas han comenzado a volver poco a poco a la oficina, por turnos y alternando días; otras han sentado las bases para implementar el modelo del teletrabajo de forma permanente. En cualquier caso, trabajar la motivación y hacer frente a la fatiga pandémica será una terea vital que abordar en los próximos meses. En este sentido, TherapyChat reúne una serie de pautas para que tanto trabajadores como líderes puedan aplicar:
En primer lugar, la motivación a través de ejercicios debe tener en cuenta que los seres humanos somos seres sociales por naturaleza, y necesitamos el contacto con otros. La presencia de otras personas es una fuente de estimulación y, como consecuencia, el teletrabajo crea un distanciamiento entre los empleados que puede llevar al aislamiento y a perder el apoyo social como protección contra el estrés. Por lo tanto, sería interesante abordar dos objetivos principales:
Fuente: http://www.rrhhdigital.com/
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