I
woke up in the morning, dragging my feet, trying to settle things and making my
way to office. My friend, however, is fresh and full of energy. He thinks of
what change is he going to bring today and how many lives will he be impacting
by his work. Which one are you? How do you relate yourself to the larger
organisational goals?
Organisations
these days have set up high performance work culture wherein, they have linked
their performance management, compensation and people strategy to enhance the
employee effectiveness. They are working for the development of their employees
to survive the competition. However, if we look at the abundant organisations
(Dave Ulrich – The why of work) they are adding value and meaning to the life
of its employees and working for the customers and the society at large. With
the diversity and community services paving its way in the corporate policy and
organisational budget, organisations are trying to do their bit to benefit the
society, however, somewhere they are missing the employee’s why of work.
They
have made their corporate policies more employee friendly, investing more in
learning and development of the employees but still the turnover remains the
biggest concern, which is always remarkably high. Why is that citizens of the
organisation (Henceforth referred to as Empizen) are still not empowered and
they keep on looking out?
Our
empizen keep on exploring better opportunities as is the case with GenMe and
Gen Y looking for better roles and career development. The GenMe and Gen Y
always look out for empowerment in the role and better and bigger decision
making ability. They just don’t fall flat for a bigger pay package. Our
empizens want the meaning of work in their lives. They want to know and
understand the value they are giving to the organisation through their work,
which is missing in our HR strategy. Many a times, it has been seen that as
part of our HR strategy, flow of people and flow of information is missing.
There
should be a proper and continuous flow of information from the top management
till all the empizen at the grass root level are empowered. They should know
what their small action will be converted into at the larger level. Simply investing in L&D will not suffice,
it should be properly synced with the career aspiration of the empizen and the
organisational strategy. This can be achieved only when our leadership is aware
of this and know how to tackle these challenges. The empizen look onto the leaders
and want to be one of them. Our leaders should be able to coach and mentor our
empizens so that they consider themselves as part of the family and come to
work every day with full passion. When the employee feels he/she is the empizen
of the organisation, he will be more engaged, productive and would serve our customers
better. Hence, empizen would understand the value he/she brings to the organisation
through the work and would result in better financial numbers.
So,
are you going to add value and meaning to your/someone’s work tomorrow?
