A crisis does not only affect a company's financial results. The employee also feels at the point of sale the low consumer confidence index. In addition, if the company is showing signs of change reaching the staff, soon a yellow light in the mind of each person will light up. How to engage this sales staff in times of crisis, like the one Brazil's living now?

Several factors are important to retain and engage a team. Bárbara Gianetti, director of Great Place to Work, expert advisor on the work environment, for Barueri and Region branch, said that regardless of the market segment, the research conducted by the consulting firm always give the same signal. "Companies that can establish a trust relationship with the employee and place people as the focus of their actions can engage more and go through times of crisis in a more positive way", she says.

But people management is not the only factor that terminates the engagement. Recently, the retailer Renner said in its financial report that obtained a 22.8% profit in 2015 and pegged this performance to competitive advantages like clear and consistent strategies, implemented by a highly committed team and having deep customer knowledge. "Companies that are able to engage more have the greatest financial return. Not only the people management is important. It is a set of actions like having a well done strategic planning and know how to position itself in the market. Companies that develop essential work areas in an organization and value people can stand out", says Bárbara.

A survey conducted by Great Place to Work with a large retail chain in Chile revealed that there is a direct relationship between employee and customer satisfaction. Stores that had employees with low confidence index also showed a low rate on customer satisfaction. And stores with high confidence index of the employees also had positive results in research with consumers. "Good confidence index directly impacts into the customer relationship and affects the company's result. If the customer leaves unsatisfied, the probability of him not coming back is great. If he leaves satisfied, for sure you are creating loyalty. "

Also according to Barbara, the researches conducted by Great Place to Work, which is also responsible for the study since 1997, chooses the best companies to work for in Brazil, point out three factors as being primarily responsible for the retention of people: the opportunity for growth, development and recognition; alignment of values; and quality of life. "Even in retail, these factors stand out on items such as remuneration and stability."

An engaged staff and with high confidence index, in line with the organization's values generates what it called 'sense of owner'. "He does not jut offer work in exchange for a salary and starts to be in the company as if he belonged there and understands the importance of his work," she concludes.