Sunday, 30 December 2012
The Last Working Day!
So the last working day of 2012 is a Monday. For a change, we hear stories of joy (away from the usual 'Monday Blues' discussions) on how we survived the Mayan prophecy and the corporate world lives on to see another appraisal cycle! As we prepare to put our feet up and party, we thought it would be prudent to share a few thoughts on the year to come and our view on Employee Engagement & People Management and some of the people challenges for 2013!
While the job market is open for the ‘right candidate, one of the key challenges that human resource managers have faced across industries is ‘engaging talent’ once on board. Another challenge that remains is ‘building effective and transparent’ dialogue between the core management team and everyone else. There is no dearth of employable talent with the sheer number of employable ‘Gen Y’ candidates coming from colleges and B-Schools across the country, we feel recruiting people who ‘fit the company culture’ needs to take precedence before their pedigree. Only then can we have the right task force.
With a fresh batch of employees joining each year, a clear cut strategy on their career progression during their stint needs to be in place and this needs to be communicated regularly and effectively. Especially since this new and diverse breed of employees also come with a different set of expectations as compared to their predecessors. Managing these expectations in an attempt to curb attrition seems to be one of the biggest challenges HR professionals face today. Attrition numbers in the first year or 1.5 years across companies or industries is an indicator of the amount of work that is needed in the space of active employee engagement.
While companies remain open to caring for their employees and paying ‘attention’ to engagement scores, organizations need to truly start looking at employees as their greatest asset (not necessarily just a cost center) and undertake initiatives and prove this belief on a consistent basis. This can be either to rewarding emotional intelligence or taking steps to build the right ‘top down’ culture across the company by ingraining company values while remembering that this is not a one-time task. We sure have miles to go before we sleep