Why Employee Rewarding Matters: Investing in People, Investing in Success | Anil Tyagi | Director & Head of HR | Kusum Healthcare Pvt. Ltd

Question: Kusum Healthcare is a fast-growing company with its own state-of-the-art manufacturing and R&D facilities. Please share how Kusum Healthcare is putting employee experience at the center of people management.

At Kusum Group of Companies, fostering an exceptional employee experience is an integral part of achieving organizational success. By prioritizing employee’s wellbeing, engagement, & growth, we have established an organization where people thrive.

Here is how we keep exceptional employee experience at the heart of people management.

 Employee wellbeing, mental health support, nutrition & wellbeing programs.
 Employee engagement initiatives such as Kusum premier league, my team my meet, and a lot more.
 Employee Growth: Transparent promotions & upskilling opportunities through various learning and Development initiatives such as 360 feedback for senior leadership, leadership development, MDP, and focus on technological evolution.
 Fostering positive work culture that includes inclusivity, diversity, transparent communication, and recognition such as long service awards, and celebrations in various forms.
 Building meaningful relationships through emphatic leadership and collaboration opportunities through team building initiatives and inter departmental projects.
 Leveraging technology and tools through HR transformation by 100% automation while integrating administrative work by embracing these practices into our people management.

We encourage people to feel valued and supported. This commitment not only enhances employee satisfaction and retention but also shapes our reputation as an employer of choice.

Question: What is the organization’s recruitment policy when it comes to promoting DE&I at the workplace and reducing bias?

We are committed to fostering DEI in our workplace.

A thoughtful hiring policy ensures that opportunities are accessible to all, free from biased and reflecting the values of inclusivity and equity.

Here are the few key principles and practices for promoting DEI and minimizing unconscious biases in our hiring process:

1. Diverse talent pool and equitable opportunities.
2. Use of inclusive JDs avoiding gender specific languages along with commitment of inclusive workplace that encourage diverse candidates to apply.
3. Collaborating with diverse networks and leveraging technologies.
4. Training hiring team to recognize and mitigate unconscious bias and structured decision making based on certain pre-defined parameters.
5. Standardized recruitment process and building diverse interview panel.
6. Fostering welcoming onboarding experience revolving around DEI.

These initiatives help us to not only ensure diverse and equitable hiring processes but also build a workplace that reflects the values of respect, collaborations, equity and inclusivity.

This further enables innovations through diverse perspectives.

Question: You, being in a leadership position, have to shoulder diversified roles? What are the advantages and disadvantages of wearing multiple hats?

Do you mean how does one juggle the diverse responsibilities??

It’s a balancing act that requires strategic thinking, empathy, and a deep understanding of people. Wearing multiple hats of responsibilities—taking on diverse roles in an organization—has its pros and cons. Here’s a balanced overview:

Pros:

Skill Development
 Exposure to various roles broadens your skillset and increases your adaptability.
 Enhances problem-solving, multitasking, and leadership abilities. Career Growth
 Demonstrating versatility can make you an asset, improving your chances of promotions or recognition.
 Provides a holistic understanding of the organization, which can help in strategic decision-making.

Increased Collaboration
 Working across departments fosters better communication and teamwork.
 Strengthens relationships with colleagues and leadership.

Job Satisfaction
 Varied responsibilities keep the work engaging and reduce monotony.
 Allows for a greater sense of accomplishment as you contribute to multiple areas.

Organizational Impact
 Helps the organization save costs by minimizing the need for additional hires.
 Offers flexibility during critical situations or resource shortages.

Disadvantages

Burnout Risk
 Balancing multiple responsibilities can lead to stress and fatigue.
 The pressure of meeting diverse expectations can impact mental well-being.

Decline in Quality
 Divided focus may lead to errors or a drop in the quality of work.
 Some tasks may receive less attention due to time constraints.

Limited Specialization
 Handling various roles may prevent deep expertise in any one area.
 This could affect long-term career growth in a specialized field.

Time Management Challenges
 Juggling multiple tasks requires exceptional prioritization skills, which may not always be feasible.
 Deadlines across roles can clash, creating scheduling conflicts.

Role Confusion
 Employees or teams may find it difficult to determine your primary responsibility, causing inefficiencies.
 It can blur boundaries and expectations within the organization.

Wearing multiple hats can be rewarding when managed well, but it requires clear communication, effective time management, and a focus on well-being to ensure it remains sustainable and beneficial for both individuals and organizations. It’s not about wearing multiple hats, but about harmonizing countless human experiences through a single, integrated system.

Question: Your unique advice/ message to young HR Professionals?

I recently shared a fun and insightful engagement activity with my team, and I believe it offers valuable lessons for young HR professionals. It’s called the “Five Love Languages,” a concept that can be applied to workplace relationships.

The concept of love languages, popularized by Gary Chapman, can be effectively applied to workplace relationships. By understanding and addressing employees’ primary love languages, HR professionals can foster stronger connections, boost morale, and improve overall job satisfaction.

The five love languages are:
Words of Affirmation: Recognizing and appreciating employees through kind words, positive feedback, and public acknowledgment.
Quality Time: Prioritizing one-on-one interactions, active listening, and open communication to build trust and rapport.
Receiving Gifts: Offering thoughtful gestures, such as small tokens of appreciation or personalized gifts, to show care and consideration.
Acts of Service: Going the extra mile to assist employees with tasks or challenges, demonstrating a willingness to help and support.
Physical Touch: Using appropriate physical gestures, such as a handshake or a pat on the back, to convey empathy and understanding.

By identifying and addressing employees’ primary love languages, HR professionals can create a more positive, supportive, and productive work environment.

In addition, you must embrace curiosity, keep building your own skill set, people connect, take initiative, ask questions, and do not hesitate to seek guidance whenever required.

Question: What are some of the values and ideologies with regard to which you think leaders should definitely walk the talk to win stakeholder(s) confidence?

To win stakeholders’ confidence, aligning your actions with organizational values, mission, and vision is essential. Demonstrating integrity and consistency in every decision build trust and credibility. Here are the key values and ideologies that help you “walk the talk” and to win the confidence of stakeholders:

1. Integrity
a. Consistency in Actions: Commit to honesty and transparency in communication and decision-making.
b. Ethical Leadership: Uphold ethical practices, even in challenging situations, to build a reputation of reliability.

2. Accountability
a. Ownership of Decisions: Accept accountability for successes and failures, ensuring timely corrective measures when necessary.
b. Follow-Through: Deliver promises and commitments made to stakeholders.

3. Transparency
a. Clear Communication: Keep stakeholders informed about goals, progress, and challenges.
b. Open Dialogue: Foster a culture of trust by encouraging feedback and addressing concerns directly.

4. Innovation and Adaptability
a. Continuous Improvement: Embrace innovation to create value for stakeholders.

5. Collaborations
a. Engaging Stakeholders: Involve stakeholders in decision-making processes to align on common goals.
b. Team-Oriented Approach: Work cross-functionally to ensure a unified vision and execution.

6. Empathy
a. Understanding Needs: Prioritize stakeholder concerns and expectations, tailoring solutions accordingly.
b. Human-Centric Leadership: Build trust by addressing both professional and emotional aspects of partnerships.

7. Commitment to Excellence
a. Deliver Quality: Consistently meet or exceed expectations in performance and outcomes.
b. Visionary Thinking: Inspire confidence by focusing on long-term value creation.

By embodying these values and demonstrating them consistently, you will lay a solid foundation for trust, loyalty, and confidence among stakeholders.