“If you don’t create a great, rewarding place for people to work, they won’t do great work”
HR is the person or, the group of people who connect the bridge between the employees and the top management. What if, we call HRM or the people engaged in this profession is “the lighthouse of the corporate world”. These people create a house filled with laughter and easy moments even when the corporate stress is swallowing the employee underneath. They create the ripples of enthusiasm on the production floor by creating pleasant moments that matters the most. Recent reports from McKinsey states, HR Officers can create a workplace model that is “creative, adaptable, and anti-fragile”.
From my personal archive, I can share a moment with the best and the worst HR. Would you continue your job as a newbie in an organization where an ineffective HR would forget your name to cast in an important celebration of your company? The answer is no, right? This happened to me when HR forgot my name to add to the anniversary celebration of the organization.
Needless to say, the feeling was such a blow in my face that I felt like leaving the organization right there. But it could get compensated if the organization brings you the best memories. However, I have plenty of celebratory moments later with the organization when the new HR was recruited and my memories of those worst days got receded forever. To avoid such circumstances for any future employee, what needs to be done is what is explained in this blog. Keep reading!
Environment & Engagement
An organization is built on a clear vision and mission. Each employee should feel that mission and vision so that they can work as a team. HRs being the crucial part can make the new employees feel like coming to the office and being part of the team with their little efforts through paying individual attention and listening the employee’s grievances and providing the solutions accordingly.
Employees expect a work environment where they can engage. Often, the employees leave the place because they do not find the management to be approachable or they find hardships to get along with others. A great environment brings great people. Many organizations have recently lost great talents because the world is again shifting from remote workplaces to offices.
I have been working in a place where I have seen my HR team taking care of the employees. They have even started a wellness program where they would ask the employees to check on their health and take rest between the work schedule. This shows how the organization takes care of their employees. We have seen satisfaction in the employee’s eyes and how great they have been performing since this program is introduced.
Mentors and Mentorship
“A good mentor teaches you how to think and not what to think” – Anonymous
Mentors are the harbingers of the team. A great team can create a sustainable workplace where people want to stay for long and be part of the holistic mission. Even, mentors need mentorship programs that only HRs can teach. HRs can mentor the managers that add value to the employee retention process, how? Let’s unravel a few quick steps:
- Form a system where managers would learn how to be great leaders.
- Collaboration with the existing managers and discuss how they can implement better strategies so that employees and the overall organization can grow.
- Making managers realize that they are not the mere body for ordering the employees and getting the work done.
- Introduce different leadership programs and encourage the managers to pursue them.
- Employee retention would only happen if the managers would support the systems created by HR.
I have seen my mentors pursuing different programs and implementing them on the production floor. The importance of the communication between mentors and mentees in my organization has been dealt with in utter depth. We have had a few curricular activities like reading and exercises included in the daily work hours. This has doubled the employee’s enthusiasm to work better and actively participate in the organizational events.
The workflow and the employee retention rate in my organization for the past couple of years have been steady because our mentors have shifted their mindsets to bring a much more inclusive environment.
Revenue and Rewards
When your employees feel bored or not so buckled up for the work, what can be done? Do you think that shouting at them and setting an unnecessary deadline would help them give you back the quality work?
This is not how it works. “It’s about time: Earlier Rewards Intrinsic Motivation”, is the article that has considerably discussed the facts of how the rewards can make a difference. The employees need to be shown that they are trusted and also, they should be felicitated with the rewards for their relentless efforts.
Those employees who are a little bogged down and not feeling much enthused to do the work, they can be motivated by showing the percentage of the variables they could earn if they think otherwise. Employees need to be made aligned with the company’s goals and visions.
Rewards can be arranged for the emotional satisfaction of the employees. The absence of rewards would not encourage the distracted employees for going miles further with the organization. They need to be lured with something interesting that would keep their satiation for the work alive.
I have received rewards for my hard work and also got a good amount of revenue sharing for my performance. This is what drives me for working better in the upcoming years. I would not lie that I do not feel bored or stagnant with the work I have been doing for the past three years. But these little rewards and the revenue-sharing amount always bring a smile to my face and encourage me to put a step forward toward better work.
Sabbatical for the employees
We are human beings and we need to take our time off for the personal relaxation of the mind and the body. Hustling culture, which is widely popular in recent times, does not mean that one would chip in constantly and consistently for the rest of the life.
To make a better hustler out of your employees, HR should consider the sick leave and the relaxation leave for their employees. In a year, employees cannot be productive in 365 days. This is the hard truth that management and HR should understand. Sick leaves and family vacations are important for quality performance.
- HR should sanction sick leaves when needed.
- A family vacation is important. If someone is asking, HR should approve it without a second delay.
- Being generous with the sick person if they are unable to perform even after they leave.
- This is a humane practice that a sick person needs at least a few days to get on their feet.
- Not everyone’s body functions at the same wavelength, this needs to be acknowledged by the management; only HR can make the management understand how the productivity should be measured.
I have been recently on 15 days of leave when I informed my immediate manager about my sickness. She made sure that I was not assigned a new project so that I can take care of myself and can come back with my previous self, highly motivated and performance-driven.
Little changes make wide difference and HRs are the one who can make the corporate world a better place to inhabit – Inspired by Theodore Roosevelt’s quote.