Focus should be on to nurture the culture of accountability
Designation : - Senior Vice President and Group CHRO
Organization : - BHARTIYA GROUP, Gurgaon
Retaining talent, especially millennials; developing leadership skills
Retaining talent is probably one of the most significant HR challenges that the domain will have to deal with in 2018. And retaining millennials is the most formidable task for present day HR. Talent poaching and cut - throat competition has given an impetus of high remuneration to the deserving candidate. Job seekers have gained lot of exposure and have become highly ambitious as well. This is why they are always on a lookout for better opportunities. Today's talent just does not look for money but meatier roles too where they can fulfil their career aspirations. Developing future leaders is essentially a complicated task. It is not just about developing right soft skills to shape future leaders. Since the global economic scenario is very volatile, and dynamic, what is required now is a skillset in the workforce that distinguishes them as future leaders. Developing future leaders is a major HR challenge that needs to be addressed in the future.
Change management is yet another challenge that the HR continues to face in the 21st century. With big organizations integrating so many global practices in their businesses, dealing with change management is becoming even difficult with each passing day. The industrial growth scenario is such that, there is a huge demand for 'change' that has to be brought about within all the fragments of the society. However, there's resistance from various sides. It is a huge challenge for the HR to curb those resisting forces and finally implement new organizational changes. Change is inevitable in today's VUCA word. The pressures for change come from all sides : globalization, changes to the funding and regulatory regime, doing more with less, improving the quality of working and the learning experience, and the pace of change is ever increasing. Living with change and managing change is an essential skill for all.
Change is also difficult. There are different types of change and different approaches to managing change. It is a topic subject to more than its fair share of management fads, quick fixes and guaranteed win approaches. Finding an approach that suits you and your situation goes to the heart of being an effective and professional change manager.
Developing and nurturing the culture of accountability
Accountability in the workplace is something every manager wants to have. Accountability has a clear link to higher work performance, but experts indicate that it also results in improved competency and commitment to work, increased employee morale, and work satisfaction It's also known to improve creativity and innovation because the employee is more invested in the future of the organization. The HR leaders have a major role to play and educate the management and employees to create the culture of accountability in the organization.
What exactly is accountability in the workplace, and why is it essential to high performance? What can leaders do to make accountability part of their organization's culture?
High performance teams and organizations empower employees to take ownership, they foster accountability, and they have a high level of trust between all levels of the organization. Furthermore, there's a strong link between these three values and characteristics of high performance.
Ownership is about taking initiative and doing the right thing for the business. It's about taking responsibility for results and not assuming it's not someone else's responsibility. At minimum, taking ownership means that if you recognize something is material to achieving results, that you take the initiative to bring it to the attention of the right people. If ownership is about taking initiative, accountability is about follow through and getting done what you said you'd get done. It's recognizing that other team members are dependent on the results of your work and not wanting to let them down. It's about good, open, pro-active communication to keep team members informed on the status of your commitments because you respect that the results of your work has a direct impact on their ability to make their own commitments. Ultimately, when team members consistently demonstrate ownership and accountability, trust is formed.