Do they stop consulting your opinion at work, do they not count on you for new projects, do they limit your access to information? Be careful, these can be signs that companies give when an employee is about to be fired.

This is according to the latest research multitasking in which they participated 336 Human resources specialists from the region, including Ecuadorian experts. The study investigates how experts behave when they are about to fire talent.

Multitrabajos, an online job portal in Ecuador that currently offers more than 6,500 job offers and has more than 2.5 million visits per month.

How transparent are Ecuadorians when applying for a job?

For example, the study found that once Ecuadorian professionals make a decision, 59% of them restrict access to the information of the person they are about to fire, compared to 41% who say they do not.

However, if it is about institutional or important notifications, 71% of Ecuadorian professionals claim that they continue to send this information to the person who will leave the company, and only 29% choose not to do so.

And what about events or new projects that arise in the last working period of the person who will be fired?

74% of Ecuadorian professionals stop inviting talent to conferences, congresses and business trips in the face of this situation, while 26% continue to add employees after making a decision.

In addition, 80% of professionals in Ecuador also stop adding talent to new projects that appear in the company, while 20% continue to count on the participation of the person who will cease to be part of the company.

Likewise, if it is about meetings in which the person participated, 60% of respondents in Ecuador stop adding it, while 40% continue to invite them.

https://www.eluniverso.com/noticias/economia/que-tan-transparentes-son-los-ecuatorianos-a-la-hora-de-pedir-empleo-nota/

Other experts consulted by Diario EL UNIVERSO also contribute their analyses. For example, Karina Arévalo, graduate in administration and strategic marketing with an emphasis on human resourcesassures that companies show these “symptoms” when they try to separate staff from their positions.

According to experts, the most obvious sign is that these employees are left out of new projects.

“Standing aside from projects and separating without any function in the company is one of the strategies that companies use in the process of employee dissatisfaction,” says Arévalo, who adds that companies often use this behavior to get an employee to quit before being fired. .

“These are signs that they are certainly waiting for you to resign and not to pay you for your resignation,” warns the expert.

In that sense, he agrees Mayté Mosquera, social worker at Indura Grupo Air Products, MyHR supportalthough it ensures that companies also decide to increase the workload in search of dismissal.

“I think that employees whose workload has increased have more to do with resignations than with dismissals, despite this, in special cases, there may be departures from management positions,” adds the expert.

The expert believes that these business strategies largely depend on the reason for the dismissal, which, according to her, is currently mostly the result of the organizational restructuring process due to budget cuts.

In these cases, according to Mosquera, employees are still considered as participants with other members of the company and their tasks remain the same, but for other employees who will be fired, i.e. employees who will leave for other reasons (violation of the internal code or of work) claims that, in fact, there is an attempt to reduce tasks, especially tasks that disrupt the trust between employee and employer, and they are also treated so that they are not included in any planning or program (vacation planning, career plan, training plan).

The Multitasking study also addresses these practices. In relation to the difficulty of tasks, 59% of Ecuadorian professionals say that when they are about to fire someone, they do not give that person tasks that are difficult to solve in order to have arguments for firing, while 41% decide to make their work more complex for this reason.

In the rest of the region, the situation is changing

The report also reveals that in other countries of the region the situation is changing: only the Argentines and Chileans continue to add the most talent to the matches they have been in, the Ecuadorians and Peruvians do the opposite superiorly, and the Panamanians respond equally to both options.

71% of HR professionals in Ecuador stop consulting a person’s opinion on important decisions in their field, while 29% of those surveyed take employee input into account.

This means that in 7 out of 10 cases, the comments of those who will leave the company are no longer taken into account in relevant decisions in their sector.

In the countries of the region, the answer is similar: on average, 61% of HR professionals stop consulting talent on important decisions in their field, in Peru 61%, in Panama 60%, in Argentina 59% and in Chile 45%.

While most recruiters choose to stop consulting talent on major decisions in their field once the decision has been made, 42% say they consider the person’s comments if it’s about contributions outside of major decisions in their sector, compared to 58% who in this situation they don’t even care about their own opinion.

https://www.eluniverso.com/noticias/ecuador/donde-buscar-empleo-en-ecuador-nota/

Likewise, 56% of Ecuadorian respondents believe that communication with a person is decreasing; while 22% think it is more important to see if the situation can be resolved, and another 22% think it is the same.

And what is the agreement with the person who will say goodbye? In accordance with the myths that exist about layoffs and how to act in this situation, 45% of Ecuadorian experts say that the way talent is treated does not change and remains the same until the end, but 55% confirm that it is different.

Compared to other countries in the region, Ecuador has the highest percentage of HR professionals who answered that they modify talent management, followed by Chile with 50%, Panama with 48%, Peru with 46%, and Argentina with 35%.

43% of Ecuadorian HR professionals said that the tasks of the talented people who will be laid off are decreasing, compared to 41% who are keeping the same tasks, 8% are changing them, and another 8% have more workloads or deepen their complexity.

In addition, 64% of those surveyed in the country are starting to delegate their responsibilities to other colleagues, compared to 36% who keep each employee’s tasks until the last working day at the company.