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#HR Focus

HR TO RISE & SHINE

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Seema Ahluwalia - Executive Director-HR, Sonepar India, Pvt. Ltd.,Gurugram

23-Jul-2020

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Make managers trust that they have hired competent employees, and trust but verify through good KPIs & productivity metrics, that they will do their jobs. Make them understand that skills and knowledge of employees cannot be easily replaced or imitated, and thus, good employees should be treasured. Organizations need to understand what managers are doing because their behaviour and communication in the workplace can create or destroy employee morale.

Virtually all work norms are changing, including expectations around culture, work hours, working remotely, training and development, and more. The company needs new ways to work, new models for jobs, new ways to learn, and new ways to pay, incentivize, and reward people. The competitive business advantage lies in the ability to find the right signals and apply insights quickly. That said, in a data-intensive reality where everything seems to be changing faster all the time, fostering a sense of connection between people is more important than ever.

Most HR departments are currently under pressure due to employee safety, employee mental health, new employee onboarding, remote work technology and equipment, employee feedback, leadership training for empathy and transparency, employee performance management & benefits. Also, keeping everyone informed and safe is a daunting challenge, but I see it as a tremendous learning opportunity and a call for action to make a positive impact.

Key Learning points:

 It is time to do different things differently, and this is the time to be a transformational and impactful HR.

 Time to automate routine, low-value tasks to focus on more strategic and value-adding work.

 Time to bring analytics, numbers, facts, and “I have a solution” into all your discussion.

 Time to partner with IT, Facilities, and Legal, and figuring out how to react, respond and re-engineer.

 Serve more than management reporting needs. For HR, it is the time to learn, unlearn, and relearn.

 Don’t be only a “yes” person in front of stakeholders and C suite executives. Participate in the conversation.

 Communication, Active Listening, and Transparency

 If organizations want to hold on to their most reliable employees and get the best out of everyone, we need to focus on creating a great employee experience. Active listening, pulse check, surveys, meetings are one of the most effective agents for organizational change and group development. Effective EAP, so people feel comfortable calling a coach or medical advisor for help. When staff members don’t feel that they’ve been heard, the result is a general lack of commitment, engagement, and productivity, all of which contribute to employee turnover. But developing a listening culture within an organization leads to more inclusive and transparent communication, more authentic feedback, greater retention of top talent, and higher levels of engagement across the entire organization.

Convey a sense of normalcy along with workforce development

Invest time and money on upskilling and right skilling of employees. Cultivate “skills of the future” in them. We need to give employees the tools and support to succeed, and we need to create a permanent work experience that helps the employees to grow and reach their highest potential. Focus on learning and development is, again become the utmost priority. But take minimal viable steps. In these times of unnerving external developments, employees and managers are already stressed with the ongoing situation. Thus, it might be better not to introduce too many changes in HR processes that can wait a little longer.

Coach Managers to trust employees and create empathy and psychological safety

Make managers trust that they have hired competent employees, and trust but verify through good KPIs & productivity metrics, that they will do their jobs. Make them understand that skills and knowledge of employees cannot be easily replaced or imitated, and thus, good employees should be treasured. Organizations need to understand what managers are doing because their behaviour and communication in the workplace can create or destroy employee morale.

HR Focus points: Remote Workplace

The toolsets a company provides for its employees needs to be mobile and flexible. It should focus on simplicity and easy to use features.     

Focus on how we manage security, passwords, authentication, and data loss.

What behaviours are accepted for online meetings? How do employees manage personal space and time? How to keep people connected: If everyone is working at different times, how should they collaborate? What about “Quick Connect”?

How to make employees focus on personal energy, fitness, and resilience?

HR Focus points: Employee coming back to work 

Safely restarting business won’t be as simple as unlocking the front door.

Conduct a Risk Assessment - what the threats to your business are?

Control risks - prepare preventive action.

Create a pandemic response team.

Conduct physical workspace modifications.

Invest in PPE.

Feeling of safety - change protocols for in-person interactions and physical contact.

ALL CHRO'S Time to RISE & SHINE.