To succeed in today’s marketplace that is uncertain, ambiguous, complex and volatile, companies need to be Agile. An Agile organization has the ability to cope with continuous changes and take advantage of the opportunities that come along. However, this requires some fundamental changes in the thought process and work culture. Agile companies meet the changing market demands by quickly developing products and services with high efficiency, keeping the quality intact. Agility is closely coupled with digital transformation and empowers businesses to stay ahead of the competition. Agile companies have a business model that generates value for both the customers as well as the organization. Let’s have a look at the characteristics of an Agile organization:
Managing employees in a unionized environment has its own set of challenges. Unions and employers are often on the opposite sides of the table representing different interests which results in a tense relationship between the two. However, by using the right techniques and strategies, the management can ease this working relationship, helping both the parties benefit from the interaction. The key to success in this special framework is knowing the rules and principles that govern the unionized workforce. A good management-union relationship means both the management and the union employees are aiming to improve the performance and sustainability of the organization which, in turn, benefits both employees and employers.
The World Economic Forum (WEF), in a recent report, has revealed that by the year 2022 about 75 million human jobs might be replaced by robots. However, the automation of services will also create 133 million new positions. This suggests that workplaces are undergoing a colossal transformation. Organizations are working towards integrating new technologies into the business environment, and lately many initiatives are being taken to adopt the Virtual Assistant (VA) functionality for enhancing employee experience, efficiency, and productivity. Nevertheless, like any other technology, VA is also subject to speculations and is triggering concerns regarding the job security of people. But data and many experts have revealed that the technology is making workplaces better, eliminating human limitations.
The human resources department has a number of compliance responsibilities under which it has to take care of various laws and regulations, both at local and national levels. Needless to mention, compliance has always been a complex area, having multilayered issues and challenges, and with the governments at various levels becoming more and more stringent about the enforcement of the laws, the HR department needs to be even more informed and skilled. Also, the laws and regulations, today, keep changing frequently and the HR professionals often find it difficult to keep up. Compliance in an organization covers a number of subjects like compensation, training programs, management practices, employee behavior and more. The HR department acts as the front line of defense for any company, and is responsible for ensuring that the employees are treated fairly, they are taken care of and the business complies with all the regulations. Also, a weak compliance program can bring significant legal risks to the business.
Competition in the workplace is quite common but not every organization makes an effort to ensure that the competition is healthy. Workplace competition can, indeed, be beneficial to the business as it boosts productivity and employee engagement. When in competition, everyone wants to do better than others which leads to increased efforts for achieving results. However, in some cases, it may also lead to low morale, stress, and long-lasting resentment among employees which could be the consequence of constant comparison. Not all employees have the same temperament and while some can thrive well in a competitive environment, others might dread it. Thus, it’s important for organizations to foster healthy competition in the workplace which eliminates the negative effects. Companies often create a competitive work culture by introducing policies like rewarding the employee of the month or announcing promotions with the aim of inspiring the employees. But how many of them bother to find out if their procedures are actually inspiring the employees or demotivating them?
Employee turnover is an inevitable part of all organizations. There are several reasons behind turnover, some of which employers can control while others they cannot. Currently in the U.S., the number of job openings is more than the number of people seeking jobs. This opens up numerous opportunities for skilled workers who can easily switch jobs. The U.S. Bureau of Labor Statistics has reported that since 2010 the number of employee resignations has constantly increased, every year, and has exceeded 40 million in 2018. Turnover could be expensive, be it any organization, and keeping the current scenario in mind, the employers need to find better and effective strategies to prevent it. A recent study has revealed that organizations that focus more on preventing employee turnover are more likely to improve employee engagement in their organization. There are 4 major types of employee turnover and organizations need to understand and analyze them carefully to formulate strategies for minimizing their negative impact.
Growing the team is often the most challenging task for employers. Not always you find the right candidates at the right time and on top of that if you have a tight budget the job becomes even more difficult. As a recruiter, you must have come across candidates that are a great fit for your organization but you simply cannot afford them. And so you are trapped in a paradox — you need to expand your team to increase revenue but you cannot afford to expand your team until you increase your revenue. However, amid this frequently occurring scenario in the business world, there also dwells a common misconception among recruiters for which they miss out on top talents from the industry. Although compensation is an important part of attracting good candidates, recruiters also need to know that it’s not the only way of winning them over. Competition is tough out there with big companies offering lucrative compensations but the good news is that many talented candidates are also looking for good work culture, shorter distance to work, skill enhancement opportunities and other benefits. And, if you can plan your recruitment process well you can very well attract top talents even under tight budgets.
While promoting an employee to the managerial position you expect that they would be great in handling the team because they have been a competent employee and seemed to have the right skillset. However, there often remains a gap between having the skillset and applying them to manage teams. When an employee is promoted to the position of manager, things change for them significantly and many new managers are often unprepared for this change. Even the incredibly talented employee doesn’t always emerge as a great manager. Many new managers admit that they were unprepared for the leadership positions when they were promoted. A good manager is crucial for the success of the team, as well as for the retention and engagement of employees. And thus it’s critical to train the first time managers to bridge the gap between the manager’s capabilities and employee expectations. Unlike before, when completing their work properly was all they had to worry about, the new managers face a bunch of new responsibilities after promotion like motivating team members, finding resources to support the team, reviewing performances, managing conflicts, facilitating career growth of employees and more, each one having its own set of challenges. Good management skills are vital for every organization and many companies are now investing a lot of time and effort to train new managers.
Work atmosphere, in recent times, has drastically changed and the competition everywhere is cutthroat. Individuals in a corporate environment are continually faced with new challenges, high work pressure and ever-increasing expectations. And, adding to it, the technology has made work very much portable, blurring the line between personal and professional hours. The treadmills are moving faster and in an attempt to keep up with the pace, the employees are facing a whole new level of exhaustion. This exhaustion, called job burnout, is different from work stress and can be defined as physical or emotional exhaustion which makes people detached, cynical, and unproductive. Burnout is, in fact, a medical condition and research suggests that a lot of people who experience burnout do not believe that their job is the main cause. Job burnout can severely impact one’s mental as well as physical health. It has become a major problem in the modern workplace that not only affects employee health and well-being but also impacts the organizational cost. The cost of burnout to the global economy is $323.4 billion annually and the World Health Organization has predicted a global pandemic with a decade.
As new technologies are emerging, the workplaces are undergoing huge transformations. Automation of manual tasks in the workplace is reshaping the business processes and operations. Gone are the days when a major part of the working population used to cringe at the word “automation” thinking that it would lead to job loss. However, the reality is far from this and as the technologies are advancing, workplace automation is indeed impacting businesses in positive ways. Today, the business leaders as well as the information workers are equally positive about the concept of automation in workplaces and are looking at the myriad of benefits it brings such as reduced cost and improved productivity. Also, organizations are able to simplify many tasks which, consequently, improves the employee and customer experience, ultimately impacting the bottom line.