CHROs are rapidly transforming the future of work | Shubhankar Malakar | Head HR & IR | Tenneco
Sometime, I wonder why some employees still want to work with their old CHROs & some even don’t want to see their faces. Quite often, I do take employees views on different workforce what they like most in their CHROs. 50% would say there is no effect of CHRO’s in their life & career. 25% would say I didn’t like him/ she mostly found thwarting us with laws only with plethora of bureaucracy. Nevertheless approx. one quarter of employees eyes were thrilled with excitement, I had a great boss, never pressuring us though we were achieving 100% business results. Further, they would keep saying he used to take us for team outing and never found him taking reimbursement of expenses gala time we had. They would keep saying I want to try my luck if I get an opportunity to work with him again.
This seems very simple words ‘happy result driven employees’ though please mind it these words ‘happy result driven employees’ are wheels of any organization success filling the bottom line with happy employee. This is not easy. Lets explore 4 simple traits what its take to achieve these 2 goals.
#One of the most important aspect having trust in both HR leader and Teams. Insecurity is virus that penetrates fragile ecosystem from leader & Teams. This situation Leader should come forward and demonstrate hello I trust you lets enjoy the raised standard of work. In this entire raised standards and exceeding organization expectation there would be pressure from CEOs. This is just sheer smartness of Leaders how to absorb the shock and defend teams players on failed deliveries. If Leader is able to imbibe accountability to teammates, result is achieved and celebrations has to follow.
#Second point is transformation bound to happens once we stops micromanagement and faire individual ownership of the task. Big decentralization of power and decision making are surely guarantee of success which CHROs are trying to convince business leaders. No employee likes keeping spy eye. Though how CHROs are focusing very short performance cycle may be monthly or fortnightly on very high level 2 to 3 top KPIs. This is the period CHROs is asking to teams ‘what help you require’. And than not shying away to separate them if in non performing zone.
#Third Point.. recently, I remember told our Plant Head lets have one game of badminton as I knew he loves Badminton, he replied with puzzled eyes…. Shubhankar I would love to play though I need to maintain a gap from the employees, I can’t be too friendly with them otherwise I won’t be able to get the work done dominantly. I told him no need to worry you would see a positive impact. Now, he plays every evening with the teams and productivity at workplace increased by 10%. Point is CHROs has to help other leaders come out of traditional thoughts, todays employees are such they would work by their own will with efficiently though if you impose certain boundaries they won’t be able to demonstrate their full potential and ultimately effect on quality of work. ‘Health & Fitness is another area a drastic transformation happening.
CHROs are heavily focusing on employee fitness believing the idea of ‘Beautiful body shapes good heart’. Even CHORs are now transferred to be a role model with great physique. Playing the games inhouse factory gym, badminton, volleyball and cricket are common sports building bonding among employees and top leadership.
#Forth one transformational CHROs are working like fillers in Organization KPIs. For Example Operation Leaders of each plant have a healthy competition to become top Plants at global level at own philosophy of Certification wherein they need to achieve their top 20 KPIs earlier than other plants. Here CHRO has to help plants driving through collaborating approach with regular hammering among functional leaders and critical resources to work on red KPIs. Mostly Operation Leaders are occupied heavily on day to day operation wherein HR leadership come forward and send regular communication on KPIs each plant lagging and need to improve and support require their in from HR.