Workplace Bullying!

Workplace bullying or exhibiting unreasonable behavior towards any one is something which is found at every workplace and could be subtle as well. It not only discriminates against the employees but also impacts physical and emotional well being. 

Here are some of signs that will help you understand if you are also one of the victims:

·        Your boss keeps a record of your negatives/mistakes rather than focusing on the positives
·         You don’t want to talk to certain people and avoid confrontation with them
·         You tend to show your frustration at some other place or person
·         Your boss/colleague takes all the credit of your work
·         There is a lot of yelling at workplace and you feel threatened, humiliated or insulted
·         You are not invited to meetings or lunch discussions
·         You feel you want to take a break for mental health

Every employee should be treated respectfully at work and with dignity. In case you have felt any of these signs you need to immediately contact your senior management/harassment committee for quick resolution to your problems. Corporates need to immediately address this issue and come up with anti-bullying policy which addresses the concerns and list the consequences.

HRnomics!

HRnomics or the economic principles of strategic human resources management are those basic rules of our business strategy, which align the people strategy with the business profitability. It is commonly seen that business houses and startups are focusing intensely on generating cash and reducing operational cost, however, what is seen missing in this roller-coaster ride are the people who are the fuel to drive these cash engines.

Though we have a huge supply of workforce in the market but still the demand across the industries is not being fulfilled and there is a supply gap of skilled resources. We should focus on the internal development and grooming of the current workforce to meet these demands.  It is required that the business houses need to frame career plans for the employees and put the employees in charge of their careers. Investments are much needed in the career development plan and learning/certifications rather than investing on a new hire. The new investment here is a sunk cost as the resource would take time to groom, be productive and adjust to the culture.  Vice versa if this cost was spent on existing resource it would have taken efficiency and productivity to a next level, which would have resulted in far better engagement levels and appreciated revenue.

Recognition in any form is that incentive, which is a differentiating factor in the employer brand. Rolling out bonuses is a one time key affair, however, regular social recognition of work, profit sharing and employee stock option would have a larger impact on the intrinsic motivational factors.

With the Gen Y/Z/Millennial workforce, there is a huge tradeoff between money and role. Today’s workforce demands more of quality work and enhanced job value rather than being stuck with same job routine. Data has shown that a substantial chunk of employees leave the organization for better defined entrepreneurial roles. Innovation is another factor, which is impacting the workforce market conditions as people nowadays have more exposure to new technologies and platforms to ideate.  Companies need to invest on R&D and create ideation labs and also protect the intellectual rights.

The overall company value depends on the worth of its employees which is directly related to the investments made by company in terms of money (Learning), material (Resources/Tools) and time (Innovation/R&D).