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5 Ways to Navigate Crisis in 2020.

Last week, Pune became the COVID Capital of India, leaving Delhi behind. For everyone here, the priority in 2020 is to survive the crisis physically and financially. This difficult situation got me rethinking about the priorities of companies navigating through this disrupting environment. 

In today’s article, I have shared some key HR  priorities of Companies to maintain their financial health.

 

  1. Rework People Strategies: As we can witness, there is a lot of innovation around us, most of the business strategies are going through a fundamental change, so should the people strategies. The workforce is to be planned in such a way that it is able to address the opportunities and threats presented by the crisis and digital transformation. So that the organization maintains its current health in terms of cost and revenue.
  2. Create Agile HR function: In this time of disruption sweeping various industries, it is very important to create an HR function, adaptable enough to tackle the digital transformation. CEOs need to value the best HR can bring and empower HR Leaders to evolve to match current and future business needs.
  3. Hire Leaders: If we look around, the organizations who have survived/excelled in the crisis. They are not the ones who had well-defined systems and processes. They are the ones who adjusted their course of action rapidly to match the current reality. The most important trait Leaders must have is being adaptable to change. The capacity to be adaptable and develop an adaptable team.  Organizations need to build a pipeline of adaptable leaders who can overcome the unknown challenges.
  1. Adapt, Adapt, Adapt: Some of the most critical decisions have been people and skills. What are the skills required to win the competition? Can the new skills be hired or can we train the existing people with the new skills? What should be automated and what should be outsourced. In the current climate, sometimes we don’t even know the skills which will be required to face future challenges. So developing/hiring an adaptable workforce is the key to face such challenges.
  1. Conserve the Culture: In the current era of advanced tools, technology, and digital media, it is very easy to forget the importance/value of people. Successful companies were not the ones who used latest technology, tools or analytics, but the ones who used them effectively to bring out best in their people and vice versa.

**Source: Annual Global CEO Survey 2020- PwC

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Employer Branding HR policies Staffing & Recruitments Team Work
Top 5 Pillars to Build a Strong Employer Brand

Thank you very much for your encouraging response to my articles.

Employer Branding, whenever we hear this, we think of a cleverly crafted message to attract talent, fancy videos showing happy employees and happy workplace, career/social media pages on which is in line with the employer brand message, etc.

Employer branding means to be an employer of choice first, to create a great employee experience and later communicating it in a compelling manner via different mediums. Companies who get this right are extremely successful in drawing the best talent towards them and thus creating exponential growth.

There is nothing wrong with the marketing your employer brand, but this activity should be done after /in parallel with building a solid foundation for employee experience. Great branding with a poor foundation is a recipe for failure.

“Strong Foundation = Strong Brand “

In this article, I will highlight the 5 pillars of building a foundation for a strong and long-lasting employee experience/employer brand.

  • Solid HR Systems & Processes: Employee experience starts with a candidate who decides to apply for a job with your company. A systematic process designed keeping in mind employee experience, without losing the sight of the company’s vision is very important. Strong HR systems and processes right from hiring, onboarding, performance management system, etc is the first pillar for a strong employer brand.

 

  • Meaningful Employee Engagement: This involves meaningful involvement with peers and seniors to foster a culture of innovation. Top employers like Toyota, Google, etc have a system of discussing and documenting innovative ideas right from senior management, middle level to Front liners. They have a system to document, implement, and appreciate the innovative ideas of front liners. Of course, not all companies have a budget to support innovation on that scale, however meaningful employee engagement activities, where they get a sense that they are contributing to the larger vision of the company, increases employee satisfaction index to a great extent. Meaningful employee engagement which leads to growth and learning of both employee and employer is the second pillar.

 

  • Transparency in Communication: A Company is an ecosystem, with a variety of employees coming from different backgrounds. Every employee has something unique to offer to the company based on their education, background, experience, culture, etc. Open door policy where an employee can voice their ideas and concerns without the fear of being judged is the third important pillar.

 

  • Creating awareness about the vision of the organization: Clarity of company vision to the entire team up to the frontline staff. When the employees are aware of how they are contributing to the greater vision of the organization, there is a sense of belonging to the organization and greater satisfaction. Thus leading to achieve the company’s vision and mission.

 

  • Team bonding & Appreciation: This is little more than team building activities like learning together, playing together, etc. and employee awards. It is about developing a culture that encourages appreciation/ empathy/teamwork instead of blame/gossips/denial. This is a two-way thing; management cannot develop a culture of gratification without support from the team. Do not underestimate the power of a sincere Thank you from a colleague, boss, or family member. It instantaneously elevates your satisfaction and happiness. So a company where people are frugal in blaming/gossiping/denial and generous on appreciation/empathy is undoubtedly the best place to work.

 

I hope you find today’s article useful.  If you’d like more tips on building your Employer Brand, then please feel free to subscribe to our blog – https://forms.gle/VHLNYzVoys4HbNfR9 or visit our blog www.acesai.in/blog.

We’ve helped organizations right from startups to Multi-National Companies, build their employer brand. Contact us with your queries on contact@acesai.in, our HR experts will be happy to help.


We’ll send over a quick weekly email with our latest blog posts.

vrunda

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