As someone who has observed these trends closely, I believe two critical factors at play are often overlooked in this debate:

The Changing Nature of Work Stress

Work-related stress is not a new phenomenon. However, the intensity and pervasiveness of this stress have undoubtedly increased in recent years. This rise can be attributed to the growing uncertainties and volatilities that businesses face in our rapidly changing global economy. Companies are under constant pressure to innovate, adapt, and stay competitive, which inevitably trickles down to employees.

The digital age has also blurred the lines between work and personal time, making it increasingly difficult for employees to “switch off.” While it’s easy to blame organizations for these pressures, it’s important to recognize that they too are often struggling to navigate these choppy waters.

The Erosion of Social Infrastructure

Perhaps more insidious and less discussed is the gradual deterioration of our social fabric. Various factors – including increased mobility, changing family structures, and the rise of digital communication – have contributed to a society where genuine, deep connections are becoming rarer.

This social isolation compounds work-related stress. When we lack strong personal support systems, we’re less equipped to handle professional pressures. The workplace often becomes a primary source of social interaction, further blurring the lines between professional and personal life.

The Double Whammy Effect

The combination of increased work stress and social isolation creates a perfect storm for mental health challenges. It’s not just about long working hours; it’s about facing those long hours without the emotional resilience that comes from strong social bonds and a fulfilling personal life.

Learning from History

Interestingly, our ancestors faced similar challenges during periods of rapid social and economic change. Ancient civilizations grappled with urbanization, changing economic systems, and evolving social structures. They developed various coping mechanisms, from philosophical schools that taught mental resilience to social institutions that fostered community bonds. Perhaps we can learn from their wisdom.

Before becoming the Buddha, Siddhartha Gautama was a prince living in luxury. However, he felt a deep sense of dissatisfaction despite having everything that most people desire. When he ventured outside the palace and saw sickness, old age, and death, he realized that suffering is an inevitable part of life. This realization led him to leave his royal life in search of answers to human suffering and stress.

After years of seeking, Siddhartha attained enlightenment under the Bodhi tree. His awakening led to the creation of the Four Noble Truths, one of which states that **suffering comes from attachment**—from clinging to desires, results, and material success. He realized that mindfulness and balance are essential. The Middle Path, a key Buddhist teaching, emphasizes balance—neither indulging in luxury nor subjecting oneself to extreme hardship. This idea mirrors the need for balance between work and life in today’s world.

He also realised that letting go of attachment to outcomes can free the mind from stress. Mindfulness helps people remain present and fully engaged in the current moment, without worrying excessively about the future.

This story illustrates that the path to overcoming stress and finding inner peace often requires a shift in mindset, where balance and mindfulness play a central role.

A Collective Responsibility

Addressing this issue requires a multi-faceted approach:

1. Organizations need to recognize the importance of employee well-being, not just as a moral imperative but as a business necessity.
2. Educational institutions should equip students with the skills to manage stress and build meaningful relationships.
3. Families play a crucial role in fostering emotional intelligence and resilience.
4. As individuals, we need to prioritize self-awareness and actively work on maintaining a balanced perspective on success and life satisfaction.

Moving Forward, rather than simply vilifying “capitalist” organizations, we need to foster a society-wide conversation about how we define success, value human connections, and build resilience. This tragedy should serve as a wake-up call not just for corporations, but for all of us to reassess our priorities and work collectively towards a more balanced and fulfilling way of life.

By acknowledging the complexity of the issue and taking collective responsibility, we can honour the memory of those we’ve lost by creating a society that values both professional achievement and personal well-being.

The post Beyond the Headlines: A Nuanced Look at Work Stress and Social Isolation appeared first on CIEL HR.

The Challenge of Distraction in Modern Workplaces

Our workplaces have become hubs of constant stimulation. With smartphones buzzing, notifications pinging, and the pressure to always be “on,” it’s no wonder that many professionals find themselves scattered and stressed. The myth of effective multitasking has been thoroughly debunked, yet we persist in trying to do it all at once. The consequences? Reduced productivity, poor decision-making, and increased stress levels.

The Unique Position of Mid-Career Professionals

As a mid-career professional, you’re likely in a position where you’re either managing a team, tackling complex problems hands-on, or both. Your responsibilities have increased, and the expectations placed on you are higher than ever. The results you deliver depend heavily on your ability to prioritize tasks, make sound decisions, and navigate interpersonal relationships with sensitivity and understanding. In this context, the need for enhanced focus and clarity becomes paramount.

Understanding Mindfulness in a Professional Context

Mindfulness, at its core, is the practice of being fully present and engaged in the current moment, aware of your thoughts and feelings without distraction or judgment. In a professional context, it’s about bringing this same level of awareness and intentionality to your work. Far from being a new-age fad, mindfulness has been embraced by some of the world’s most successful business leaders and companies.

Examples of Successful People Who Practice Mindfulness

Marc Benioff, CEO of Salesforce: Benioff has been practicing mindfulness for years and has even implemented meditation rooms on every floor of Salesforce’s headquarters.

Arianna Huffington, founder of The Huffington Post: After a stress-induced collapse, Huffington became a vocal advocate for mindfulness and well-being in the workplace.

Bill George, former CEO of Medtronic: George has been meditating for over 40 years and credits the practice with improving his leadership skills.

Oprah Winfrey: The media mogul practices Transcendental Meditation and has offered mindfulness programs to her employees.

Jack Dorsey, ex-CEO of Twitter and Square: Dorsey has spoken about how his daily meditation practice helps him manage the stress of running two major tech companies.

Mindful Actions for Career Advancement

Prioritization and Time Management

Mindfulness can help you become more aware of how you’re spending your time. Instead of reactively responding to every email or request, take a moment to pause and consider what truly deserves your attention. Practice single-tasking – focus on one task at a time, giving it your full attention before moving on to the next.

Decision Making

Mindful leaders make better decisions. By cultivating awareness of your thoughts and emotions, you can reduce bias and emotional reactivity in your decision-making process. Before making important decisions, take a few deep breaths and check in with yourself. Are you acting out of fear, anger, or another strong emotion? Or are you approaching the situation with clarity and objectivity?

Interpersonal Relationships

Mindfulness can significantly improve your interactions with colleagues, subordinates, and superiors. Practice active listening – fully focus on the person speaking, without planning your response or allowing your mind to wander. This level of attention not only improves communication but also helps develop empathy and emotional intelligence, crucial skills for effective leadership.

Stress Management

The demands of a mid-career position can be overwhelming, but mindfulness offers powerful tools for managing stress. Simple breathing exercises or short meditation sessions can help you reset during a hectic day. Over time, regular mindfulness practice can improve your resilience and adaptability, allowing you to navigate workplace challenges with greater ease.

Implementing Mindfulness Practices

Starting a mindfulness practice doesn’t require hours of meditation or a complete lifestyle overhaul. Here are some simple exercises you can incorporate into your workday:

Mindful breathing: Take three deep breaths before starting a new task or entering a meeting.

Body scan: Take a moment to notice how your body feels, especially areas of tension, and consciously relax.

Mindful listening: In your next conversation, focus entirely on what the other person is saying, without planning your response.

Gratitude practice: At the end of each day, reflect on three things you’re grateful for at work.

Creating a mindful work environment can also be beneficial. Consider designating a quiet space for reflection or encouraging short mindfulness breaks throughout the day.

In an era of constant distraction, mindfulness offers mid-career professionals a powerful tool for enhancing focus, improving decision-making, and advancing their careers. By following in the footsteps of successful leaders who have embraced mindfulness, you can cultivate a more intentional and effective approach to your work. Remember, mindfulness is a skill that improves with practice. Start small, be consistent, and watch as your newfound clarity and focus propel your career to new heights.

So, the next time you find yourself overwhelmed by the demands of your job, take a moment to pause, breathe, and approach your work with mindful intention. Your future self – and your career – will thank you.

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Adaptability is the Key

One of the primary reasons why the status quo is not an option for thriving organisations is the need for adaptability. As the market dynamics shift and customer demands evolve, businesses must be flexible in their approach. By embracing change, organisations can proactively identify new opportunities, stay ahead of the competition, and effectively respond to external challenges. Adaptability allows companies to navigate through uncertainties and capitalise on emerging trends.

Leaders must drive this behaviour across the hierarchy by raising questions, involving employees, creating a sense of comfort to confront reality using data and debating the possibilities. This is not an easy task to accomplish, rather it is an aspect of the cultural fabric of the organisation. An environment of trust, fairness and authenticity is an absolute must in the cultural fabric.

Innovation Drives Success

Another crucial aspect of thriving organisations is their commitment to innovation. While the status quo may provide short-term stability, it hinders long-term growth and sustainability. Innovation is the catalyst that propels businesses forward, enabling them to develop new products, streamline processes, and improve customer experiences.

Leaders have to shake up the system gently by promoting constructive dissent and sowing seeds of new thinking among their employees and partners. By encouraging employees to think outside the box, gathering those thoughts, ploughing the soil to host those seeds and nurturing them to their fruition, leaders have to show the way. Organisations can continuously reinvent themselves and stay ahead in the ever-changing market.

Customer-Centric Approach

Successful organisations understand the importance of placing customers at the centre of their operations. Consumer expectations are constantly evolving, and organisations need to adapt their products and services accordingly. By challenging the status quo, companies need to create forums to collate ground-level information about the changing trends in the market and co-create the future.

These discussions can identify gaps in the market, gain valuable insights into customer needs, and create solutions that address those needs effectively. Embracing change allows organisations to deliver exceptional customer experiences, build long-term loyalty, and drive sustainable growth.

Continuous Improvement

Thriving organisations are committed to continuous improvement. They recognise that complacency leads to stagnation and mediocrity. By proactively seeking ways to enhance processes, streamline operations, and optimise performance, businesses can achieve higher levels of efficiency, productivity, and profitability.

Sometimes, knowingly or unknowingly, biases creep in resulting in unfair treatment of ideas. Every idea must get the spotlight and mindshare it deserves rather than hasty decisions of either advocating or terminating it prematurely. Leaders must demonstrate high levels of emotional intelligence to navigate these processes in an organisation. Embracing change means embracing a mindset of constant growth and learning, which ultimately translates into sustainable success.

Importance of Agility

The rapidly changing business landscape necessitates agility from organisations. By being agile, companies can respond swiftly to market shifts, adapt to new technologies, and seize opportunities before their competitors. Flexibility, speed, and the ability to swiftly pivot are critical for organisations to stay relevant and thrive in today’s dynamic environment. Embracing change fosters agility and empowers organisations to capitalise on emerging trends and innovations.

Collaboration and Diversity

Thriving organisations understand the value of collaboration and diversity. Transparent and open conversations, a rational approach balanced with a risk-taking outlook and offering high levels of psychological safety to the employees work at the root of collaboration and diversity.

By embracing change, companies can foster a culture that values different perspectives, ideas, and experiences. Collaboration encourages cross-functional teamwork, creativity, and problem-solving, enabling organisations to tackle complex challenges and drive innovation. Embracing diversity ensures that varied viewpoints are considered, leading to well-rounded and inclusive decision-making processes.

In conclusion, the status quo is not an option for organisations to thrive in today’s fast-paced and competitive business environment. Embracing change is crucial for adaptability, innovation, customer-centricity, continuous improvement, agility, collaboration, and diversity. Thriving organisations understand that change is not merely an option but a necessity for long-term success. To thrive, businesses must challenge the status quo, embrace change, and proactively leverage emerging opportunities. So, let’s embark on a journey of change and innovation, and create a future where organisations not only survive but thrive.

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The Role of Patience in Leadership

Patience is not synonymous with complacency or inaction; rather, it is the ability to remain calm and composed while navigating challenges and uncertainties. Effective leaders understand that patience is not a sign of weakness but a strategic strength.

Patience helps them in building trust among team members. When a leader demonstrates patience, team members feel heard and valued. This trust fosters stronger working relationships and increases team cohesion.

In any workplace, conflicts are bound to arise. Patient leaders approach conflicts with a level head, seeking to understand all sides of an issue before making decisions. This often leads to more balanced and fair resolutions.

Patience enables leaders to empower their team members to take ownership of their tasks and make decisions. Not every decision results in a positive outcome or a desired result. Leaders often rush or micromanage in those trying times out of their anxiety to give their best shot at it. They might have the intent to lead from the front, however, when they show their anxiety and unhappiness while doing so, they stifle the creativity and growth of their team members; they dent the self-confidence of their team members.

Rushed decisions can lead to costly mistakes. Patient leaders take the time to gather information, consider various perspectives, and make informed decisions that benefit the organisation in the long run.

Leaders who practice patience are less likely to succumb to stress and burnout. This, in turn, sets a positive example for their teams to prioritise well-being and work-life balance.

The Benefits of Leading with Patience

A patient leader creates an environment where team members feel comfortable expressing their ideas and concerns. This leads to higher morale and job satisfaction. Patience encourages open and honest communication. Team members are more likely to share their thoughts and concerns when they know their leader is willing to listen patiently.

While it may seem counterintuitive, patience can actually improve productivity. US Navy SEALs and other such rapid-response special forces over their years of experience have understood the importance of patience. US Navy SEALs famously have a belief that “Slow is smooth and Smooth is fast.” Rushed decisions can lead to rework and delays, whereas well-considered decisions save time and resources.

Patience fosters a focus on long-term goals rather than short-term gains. Patient leaders are more likely to develop sustainable strategies that lead to long-term success. Patience equips leaders with the resilience needed to weather storms and bounce back from setbacks. It helps leaders maintain a positive outlook even in challenging times.

Cultivating Patience as a Leader

We must actively listen to our team members without interrupting or rushing to judgment. Showing genuine interest in what they have to say helps. We understand this, but in the rush of the moment, we tend to sermonise, sometimes admonish; and sometimes, on the opposite end of the spectrum, celebrate prematurely.

We have to avoid setting unrealistic deadlines or expectations in the name of ambition. We must give our team and ourselves adequate time to achieve goals. We have to embrace uncertainty; we know, not everything will go as planned, and unforeseen challenges will arise. Embracing uncertainty and viewing it as an opportunity for growth will raise our position in the minds of our teams.

Sometimes, taking a pause or a short break can do wonders. They clear our minds and reduce stress. Stepping away from a problem for a while can lead to better solutions. We must encourage feedback from our team members and be open to criticism. Leaders have to use feedback as an opportunity to learn and grow.

Leaders have to model patience in their day-to-day behaviours. The team will often follow the path the leader sets. So a patient leader, composed leader sets a culture of focus, commitment and collaboration in the organisation.

In the whirlwind of leadership, patience is the anchor that keeps us grounded. It is not a sign of weakness but a testament to strength and wisdom. Leaders who lead with patience create an environment of trust, respect, and resilience. They inspire their teams to excel and adapt in the face of challenges.

Leading with patience is a vital and often underestimated aspect of successful leadership.

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Scope of automation

Over time, more and more people will use Chat GPT and the NLP system will learn the tenor of the conversations and the language. Repetitive queries can be addressed easily by this chatbot. Right from customer service, employee query resolution, lead generation, ticket booking and handling reservations to interacting with patients on medical issues, recruitment, training and business insights, chatbots can be of great help.

The hiring manager specifies his or her requirements to the HR team. When the requirements are unreasonable, recruiters spend their knowledge of the talent market, time and energy to set the expectations of the line manager around the kind of talent that can be onboarded. Chat GPT when trained, can handle this critical conversation.

Similarly, Chat GPT can create the job description based on the discussion with the hiring manager and the approval received from the appropriate stakeholders. It can easily run queries on the database of the candidates to find suitable matches, reach out to the matching candidates and hold conversations about the opportunity. And the subsequent stages of conversation can be easily handled by the chatbot.

Does this work effectively?

Delivering superior experience to candidates is an important objective of every employer brand that cares for its life in the long term. Candidates have concerns, anxieties and feelings of various kinds that a chatbot cannot understand, let alone work anticipatively. Human capabilities are not easy to be mapped and codified. Hence, it is not possible to code this into an AI system completely.

The differences between good and great can be delivered only when the brand can engage with its stakeholders meaningfully and efficiently. A chatbot is not yet capable of delivering human-like effectiveness. We must appreciate the capabilities and limitations of Chat GPT; accordingly, we must involve it in accomplishing specific tasks that must be chosen carefully.

Must automate with sensitivity

All human beings appreciate interactions where they are treated with respect for who they are.  However, chatbots cannot customise their conversations with enough accuracy. Hence, we have to identify the moments where the interactions are not very complex and demanding. In the name of automation, we cannot deploy chatbots for all tasks in HR.

As AI technology has been evolving and Chat GPT is one of the recent innovations, we have to take benefit of these developments. There are several tasks in recruitment, training, rewards, employee engagement, handling employee information and HR analytics that can be performed effectively by Chat GPT. Compared to normal chatbots, this one has improved capabilities to mimic human conversations and actions; hence, the results are superior. Going forward, we will see further developments and the outcomes can be delivered with greater personalisation and higher effectiveness.

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Let’s look at Mother Nature!

Nature has millions of living beings on the earth. If we add all other non-living natural creations, the number increases further. Each of these creations is unique in its own way, may it be a river, a desert, a lion, a polar bear, a stingray or a butterfly! Each of them has its presence, habits and behaviours. Cheetahs run fast, lions live in pride, tortoises are slow, and so on. Accordingly, all other creations of nature such as plants, animals, birds and all other physical creations interact with one another and find a way of co-existence. Each of them tries to do its own best.

Similarly, human beings are unique in many ways right from their birth. Some of them evolve and transform their habits and behaviours over time, yet they remain unique in many ways. Each of us takes up a profession and follows a certain path over time and one makes progress in life. We know that everyone in this world does not excel.

One wonders if all of us find the opportunities to participate in the games of pole vault and find the pole for the events. Are there some basic dos and don’ts?

Self-belief and a positive attitude form the foundation.

In schools, we learn various subjects and get exposure to various facets of life such as sports and games, singing, dancing, storytelling, painting and various other forms of art. We learn various life skills such as sharing and caring, respecting the views of others, being sensitive to others, presenting one’s opinions and influencing others and many others. Before a child makes a beginning in school, one does not think about its purpose; nor does one think if one would be able to succeed there. A child goes through the days in school, makes friends and tries to enjoy the routine. Along the way, one learns many things without realising that one is growing. As the years pass, one discovers one’s areas of interest, learns to compete with others in that area and excels there.

Work-life should be no different. We are possibly complicating it by raising too many doubts. One has to discover the likes soon as one did in school. Most societies in the world offer the freedom to choose one’s area of work that is broadly linked with one’s education or skills. So, one should just go through the motions at work with the zeal to excel and keep making improvements continually pretty much like a kid in school. One shouldn’t ever wonder if one would succeed, be anxious if the boss likes the work and so on.

Drive is the pole for each event of the pole vault!

It is not enough to have confidence and belief in oneself. Positive thoughts and self-belief undoubtedly provide one with a solid foundation. It helps to get up after each fall and get ready for the next trial.

One cannot make progress unless one is driven to learn new skills that come by, seize new opportunities that emerge, bridge gaps in capabilities as the gaps arise, raise the bar continually and keep making progress towards crossing the bar consistently. If one lacks the drive, there is no progress. In today’s world of business, everyone is expected to be fast and agile. All of us are expected to be quick in adapting to the situation and take initiative to resolve issues and at the same time, innovate to create greater value or deliver the same value faster. Drive is like the fuel that helps the engine keep delivering the output.

Read also:

• #GetTheBestOutofUs: Strengthening the Influence to Transform
• #GetTheBestOutofUs: The Art of Talent Spotting
• #GetTheBestOutofUs: The Importance of Phygital Presence for Brands
• #GetTheBestOutofUs: Managing High Potentials vs Low Performance
• 5 Cold Calling Tips to Land More Sales

The post Find your Own Success Mantra appeared first on CIEL HR.

COVID-19 has taught all of us new ways of living our lives. We work remotely, meet people on virtual platforms, buy products from online markets, entertain ourselves by playing e-sports, consult with our doctors using online platforms, study and learn online, carry out online banking and many such practices as a departure from what we used to do earlier. Work-related tasks and our day-to-day life tasks are now very intricately integrated. We do not have boundaries between the tasks that give us our livelihood and the other tasks for our living. Given this backdrop, what happens to productivity?

Burnout

When the pandemic hit us, we had many lockdowns and as a result, we were confined to our homes. The industry sectors like IT, outsourcing, consulting, financial services and such could move work to the homes of their employees easily. Employees had nothing to do other than work on their laptops, tablets and smartphones. They were happy to stay immersed in work and at the same time, felt proud of solving the unprecedented situations coming up at work due to the pandemic. Senior leaders in organisations discovered avenues of generating enhanced results with the same resources.

Work hours have got extended. People are not travelling to work and hence, the start time of working hours has got advanced. The spirit of doing a bit more has become the new norm for the managers to drive in their teams. Timelines to complete tasks are getting crunched in the name of smart work and stretch. Competition has been unrelenting and as a result, customers have become more demanding than ever before. They are looking for greater value at reduced prices from their suppliers. Burnout is seen everywhere!

Do we need work hours to be bounded?

We see a gradual shift in the attitude of managers toward their team members who want off-work hours every day to pursue their hobbies and passion. Increasingly, the commitment of organisations to let their employees pursue their interests and hobbies is dwindling. In practice, employees see their colleagues, customers, managers and suppliers reach out to them at all hours of the day and their managers expect quick responses. In the name of agility, employees are being motivated toward the culture of hustle.

It is time for the senior leaders to recognise the burnout and the toxicity in the work culture they are setting up in their organisations. Research has shown that productivity does not necessarily increase by extended hours of work. So, they need to learn from these insights and apply them in their workplace. The simplest idea is to reiterate the working hours and create greater awareness in the organisation about the need of working effectively.

Need discipline from employees

As far as we can see now, the world of work is now much more fast-paced and result-oriented than ever before. Employees have to work in this world and at the same time, live their life with as much happiness and joy as possible. They will always look for an organisation that promises orderliness and a strong future apart from everything else such as attractive rewards and benefits, a dignified work environment, freedom, development opportunities and recognition of merit. This is a challenge that the leaders have to recognise, and accordingly, build the organisation’s culture and infrastructure.

Employees have to learn to deal with their life which is a mixture of priorities related to work, their habits, passion, interest, hobbies, family and friends. This is a challenge that all of us are facing for the first time in the world. Employees have to learn to prioritise their tasks in terms of their criticality and urgency. They have to learn when and how much to communicate, optimise the time they spend in communication, collaborate well to create the maximum impact and be on the path of continuous improvement. This is the path of discipline and journey towards excellence.

The post #GetTheBestOutofUs: Overcome Toxic Productivity appeared first on CIEL HR.

Can one expect one’s employer to take care of his or her wellbeing?

Organisations know that their employees must remain in good health to be able to deliver outcomes on a sustained basis. Typically, organisations allow paid leaves to cater to certain days of sickness and the large ones go a step ahead to organise healthcare facilities and provide insurance benefits. Recent events have shown that these arrangements could not prevent the pandemic; many organisations were caught napping in adapting to the volatile situations around the pandemic. Some of them were agile and stood out in the market as stronger employers.

Given this context, organisations are taking a hard look at the employee benefits offered by them and employees are networking among members of various online communities to benchmark their employer against the best-in-class. However, employees must not outsource thinking about their wellbeing needs and acting on them to their employers.

Each human being has his or her unique needs to stay healthy and strong enough to ward off the risks. It is hard for employers to run their business competitively and harder to take care of each employee’s unique health needs. Hence, it is impractical to expect that the employer will provide personalised care for each employee and ensure that the employee stays fit in the short-run as well as the long run.

What can an organisation do?

We know, it is tough and possibly foolhardy to attempt to provide wellbeing solutions to each employee matching his or her unique needs. At the same time, organisations are competing in the marketplace to attract, engage and retain talent. They need to think creatively of methods in which awareness among employees can rise about staying healthy and well; personalised care can be facilitated for each employee and genuine care is felt among employees far and wide.

Doing more of the same may not be the answer. On one hand, companies are worried about rising healthcare expenses and at the same time, they are unsure if the expenses are generating the desired value. Hence, they need to review the processes followed in their organisations and bring in improvements.

Secondly, they need to go to the root causes behind rising healthcare expenses incurred by them as well as their employees. Some of these are not getting addressed by the existing programmes. For example, mental health and wellbeing are ignored most often and thus, productivity takes a backseat. Similarly, with remote working as a new practice, the social capital of the organisations has started eroding and thus, work-related stress has been on the rise and consequentially, productivity has been negatively impacted. Another case in point is the need for regular health screening or checks leading to early warning of pressure points which can prevent major disruptions in future.

How do we make these work?

Organisations need to make it an absolute must for the leaders to lead by example and get their hands dirty in designing the right programmes. The leaders have to come forward and be hands-on in reviewing what is working and what is not. Very few companies count sick days, track healthcare expenses and stratify the data to analyse the development opportunities. Fewer organisations involve their employees in designing a practical programme that serves the purpose well. Leaders have to communicate the importance of wellbeing throughout the organisation.

They need to offer platforms where their employees can discover what they need and what the members of their family need, personalise the programme that works for them. They must use a combination of carrots and stick to implement this because the program delivers business results. An example of a stick approach can be to deny performance bonuses and salary hikes for the employees who do not go for annual health screening and design their personalised health programme. An example of a carrot could be to give a 20% bump in annual bonus for the employee diligently reporting progress made against the plan designed in the programme.

Wellbeing programmes are no less significant than the annual operating plan for sales or supply chain. It needs careful thought and rigorous execution!

The post #BuildingTomorrow: Employee Centric Wellbeing Programs appeared first on CIEL HR.

Let’s take a look at why empowering your staff is so important, as well as how to do this effectively.

What is Employee Empowerment?

Employee empowerment is essentially all about valuing your employees. It means providing a workplace where they have a voice and play a role in decision-making. Empowerment also allows employees to grow and develop as professionals. It involves a certain amount of freedom and privileges, both technical and personal, extended to all employees.

Why is Employee Empowerment Important for your Business?

There are a number of reasons why empowering your staff is essential for business success.

• Increased Productivity and Creativity

With employee, empowerment comes better productivity, efficiency and smoother business operations. Empowered employees focus on their work and are more goal-oriented. They understand the relevance of the tasks they do and are conscious of deadlines. They help the business achieve more in less time because they visualise everything they do as an integral part of the overall business process. Empowerment also encourages them to come up with creative ideas that can play a vital role in the company’s growth.

• Better Customer Service

Putting employees first before your customers will actually increase the quality of customer service offered. In other words, giving priority to your employees is another way of putting customers first. An employee who is proud and happy will be more motivated to serve the customer. An unsatisfied, unhappy employee has the opposite effect.

• Reduced Employee Turnover

People tend to stay in places where they are valued, and employee empowerment is about providing value. Other factors such as remuneration, facilities, and extra rewards are also important, but an employee who is valued is more likely to stay with the company more than anything else. 

• A Future-proof Business

Employee empowerment is an investment in the future. It may not show immediate effects on a day-to-day basis, but employees will over time, come to feel truly valued. It prepares the company for the future and brings in returns in the long run. Furthermore, employees will achieve more with minimum involvement by the management. Such strong foundations built with time and effort are built to last.

How to Achieve Employee Empowerment?

Now that you know that employee-empowerment is essential to the success of any business, lets take a look at how to empower your employees.

• Give Employees Freedom and Autonomy

Giving a voice to your employees can work wonders. Involving them in decision-making and giving them the freedom to voice an opinion is very effective. The feeling that they are listened to is a very powerful motivational tool. This may very well inspire them to come up with innovative ideas that have long-term positive impacts on your business.

• Build Strong Rapport

Many businesses have people working like separate islands. If all internal communication happens over the phone or email this limits the ability to build relationships between management and staff. Personal interaction and face-to-face appreciation between management and employees is essential for a healthy relationship. The importance of regular in-person meetings has been increasingly overlooked lately due to the growth in digital communication technology and the drift toward remote work, further accelerated by the COVIDpandemic. 

• Encourage and Offer Opportunities for Career Growth

Mentorship programmes, as well as allowing flexibility for staff to further their career through continuing education and training helps to empower employees. There are many institutions that offer new entrant courses as well as training for experienced professionals, providing valuable opportunities for skill building and professional networking, expanding your employees’ potential.

• On-going Support and Motivation

Adequate support is something many enterprises fail in providing. For a healthy workplace environment, all employees must rise to the expectations of the company. A dedicated programme is needed to establish the level of support needed by each staff member and do the necessary to bring them all to the same level. Ultimately, it’s all about team-building and making sure the employees are invested in the company’s overall goals, which is essential to the business’ success. 

• Focussed Training

For true empowerment, freedom must go hand in hand with responsibility. Periodical training sessions will teach your employees the value of being responsible. Furthermore, your organisation has to implement the above strategies in a way that evokes a sense of responsibility. When you give them a pat on the back, the employee thinks “I am great.” But the right approach communicates something more that makes them reflect, “I am great, and they are rewarding me for being a responsible employee.”

Employee empowerment promotes business success and increases profits over the long term. Employee empowerment is a prudent investment for any business as it allows it to develop a happy, healthy, and future-ready enterprise.

The post Why Empowering Your Staff is Important (and How to Do It) appeared first on CIEL HR.

Diversity is a characteristic of the world we live in. All the living organisms and all the natural phenomena taking place around us are diverse. All human beings are different from one another not only in the physical sense such as their height, weight, shape and size but also in their inclinations, interests, qualities and behaviours. Organisations being microcosms of the beautiful world we live in must reflect the characteristics that nature endows us with.

Sometimes we ignore this behaviour of nature and try to build a monolithic structure in terms of the kind of people we bring together. In doing so, we believe, it is easier to align the thoughts of the people and drive actions in a uniform and consistent manner giving rise to a productive work environment. How far can we go with this approach?

Challenges galore

True, a homogeneous congregation works well for a leader to drive action and deliver results. When people from a similar kind of culture, education and upbringing come together, their beliefs and values tend to be harmonious. It becomes a cherry on the cake if the beliefs and values of the organisation are in an alignment with what the group believes in.

For example, each one of us has a belief around growth – its meaning and significance, the path one should take to achieve it and a visualisation of the milestones around growth. Imagine that an organisation values growth and has defined a vision of the growth it wants to reach and outlined a set of predefined paths and milestones to reach them. It would be great to put together a team of people who believe in growth and their ideas around growth are the same as what the organisation holds.

People would be able to relate with the charted paths and demonstrate the behaviours the organisation wants from them. It comes to them naturally like a match made in heaven. It is not possible to get a large bunch of employees whose thoughts are in alignment with what the organisation is looking for. Let’s assume for a moment that we can have such a situation. Even then, does it sound exciting?

Organisations do not thrive just because their values and beliefs are well-aligned with those of their employees. They need to fulfil the expectations of all their stakeholders like customers, suppliers, government bodies, shareholders, business partners and the community in which they operate. It is impossible for an organisation to find perfect alignment of its purpose, values and beliefs with the preferences of all its stakeholders. So, one has to embrace diversity in its way of being.

There is no short-cut to success

This natural characteristic of all living organisms can be a challenge before the progenitor because it has to adapt appropriately while developing and growing them. No less is the challenge for a leader to bring talent into an organisation, nurture and grow them towards the fulfilment of its purpose and sustainability of its journey. For all great civilisations and communities, we notice their leaders have held a deep belief in something, influenced people from various walks in life to believe in it and made progress towards milestones and goals. And all of them faced challenges along the way and struggled through them to stay undeterred.

Like all of us learn how to survive and grow in this world, leaders have to learn how to adapt and grow their tribe. They have to keep their flock together, keep them away from the predators, empower and enable them to fend for themselves and at the same time, nurture them to grow stronger and transition into making a mark for themselves. Rather than looking for people with similar thinking and beliefs, leaders need to learn how to work with a diverse set of people who broadly fall into a cohort so that they can co-exist and co-travel the journey together. They drive unity of purpose and promote diversity in execution.

Diversity is a productivity tool

It is not uncommon to face challenges on the way each day of our journey. Teams who can win over the challenges consistently are the ones who build and live in an environment that is transparent, collaborative and action-oriented. They recognise the challenges, learn from the perspectives of one another, respect the expertise of every team member, contribute together to the success of the team’s goal, get on with the action and continuously adapt. We notice, even in individual sports like tennis, chess and badminton, the sportspersons are openly acknowledging the contribution of their team behind their success.

As we are building the organisation for the future, we must recognise that the times are changing fast and hence, the socio-economic changes are evolving quicker than ever before. It will be foolhardy to build teams comprising people from homogeneous backgrounds, rather we need to build teams comprising people who come from various backgrounds and are drawn towards our purpose and way of life. We must be able to leverage the unique perspectives everyone brings to the table and make ourselves a colourful mosaic that looks beautiful and purposeful.

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