It gives us immense pleasure to announce our next Greytribe live session, being conducted on October 28th, Friday from 3:30 PM to 4:00 PM.
This time, there will be an exclusive 30 minutes of LIVE discussion thread with the Expert Manan Sharma, Director and Country Head of HR & Admin, India, Blaize on the topic ‘Employee Engagement in the Hybrid World of Work’.
We thank each one of you for the continuous support and enthusiasm that you bring to the LIVE community session. Your support motivates us and we strive harder every time to come up with new, exciting and informative sessions. Much appreciated.
Requesting members to post your doubts/queries related to employee engagement on this post and get them answered by the Industry Expert on October 28th, 2022.
Join the Greytribe live session on ‘Employee Engagement in a hybrid work environment’ and get all your queries answered by expert Mr. Manan Sharma, Director and Country Head of HR & Admin, India, Blaize at 3:30 pm to 4:00 pm on Friday, October 28th.
You don’t need to register. Just login and visit this post tomorrow at 3.30 PM to have a live chat session with our expert. You can also post your questions in advance and our expert will pick them first to respond.
Let’s welcome today’s expert for the session, Mr. Manan Sharma, Director and Country Head of HR & Admin (India), Blaize.
He is a seasoned HR professional with extensive experience in handling HR Management, Leadership Counseling, Strategic Human Capital Decisions, Performance Management, Employee Relations, and Learning & Development initiatives in a multitude of business environments: IT/Semiconductor, ITES, and Financial Services. He holds internationally recognized certifications in HR and related fields.
We are thankful to him for joining our session today as the expert to share his views, expertise, thoughts, and knowledge.
Once again, a very warm welcome to you Mr. Manan.
We also open the session for questions after this post.
I call it the " VACMO" model of Employee Engagement in the Hybrid workplace - Vision(Shared), Aligning Passion & Productivity at the individual level, Communication, Moving Goal Post approach to VUCA, Ongoing Feedback.
It all boils down to Communication - 2 way communication between Individuals and Organization, within teams, between teams and individuals. Meaningful communication creates an environment of Trust and Respect. In such an environment, the productivity and execution gets positively impacted. These are the basic ingredients of Employee Engagement and when focused upon in a measured manner, they become the drivers of Employee Engagement. I personally believe, when people are able to speak their mind, they are likely to stay - if they can Say, they will stay.
First, stop being in denial about Hybrid it is not a fad, it is here to stay. Achieve the right mix of Physical and Digital presence for employees next. Hybrid looks different for each organization. Gather feedback on what the employee pain points are while in a particular mode and address those pain points. I personally focus on making the Digital and Physical presences seamless to begin with. Once the technical challenges are taken care of, you can add aspirational flavors to it. Try to work on a simple problem statement - “Are the team members who are attending an Employee Townhall in person and virtually walking away feeling addressed in equal measure?” You will see that when you start from such problem statements, you are bridging the Physical-Digital divide.
Numerous ways:Let us elaborate on the Townhall example from earlier.Can you create a Virtual environment for the participants that matches the energy of the in person meeting? Do you have the IT infrastructure to create a Virtual Experience for your Employee events, onboardings, L&D , recruitment etc.? There are multiple platforms which are addressing this specific problem statement. Your imagination is often the biggest limiting factor when it comes to leveraging digital platforms, technical capabilities have evolved to that level today.
The art of creating cascaded goals for their team members. The organization level goals need to be broken down and often the success of organizations depends on this single activity. Next comes tracking and updating of these goals on an ongoing basis. The art of providing and documenting feedback is the next most important thing. Finally, it is in the hands of the manager to create a bridge between the employee aspirations and the work being allocated. This last one is easier said than done, but then managing teams is not an easy job in the first place.
HR Leaders should get better at identifying the business cases for Employee Engagement programs. Next is to get better at capturing the Return on Investments for such programs. In a world of increasingly limited resources, how do you justify each rupee spent on this idea? Gone are the days where Employee Engagement was a “Soft” subject, today it is appreciated as a “Hard” advantage in a cut throat market landscape. An introspecting question, which HR Leaders need to ask themselves is, whether they are in the decision room as a voice or a mere fly on the wall? Lastly, in my global exposure, I have understood that Socio Cultural nuances are to be taken into consideration while designing such programs as they are a significant stumbling block.
