Foolproof the redundancy management plan may look on paper, it becomes a reality only when it is cautiously implemented by the HR with active support of top management and with involvement of those who are going to be affected including those who are going to survive the storm.
ARTICLES
Moonlighting is a case of conflict of interest with the employer's business. The normal term and condition of employment restrains employee to take up any other work while from employee's point of view, moonlighting is simply doing extra hard work, without compromising and adversely affecting the...
Most employees do not always voice their frustrations. It is HR's job to spot those insecurities before they get overwhelming and organisation starts losing human capital.
Frustration in the workplace often doesn't go away by itself, and can get worse if left alone. Handling employee frustration is a very delicate task and it's important for managers to know not only what they should do, but also what they should avoid doing at all costs.
The more and more employees are aware of what is evolving or changing in the environment and correspondingly how they have to adopt and adapt to the changing needs, it can either gradually eliminate frustration or at least minimize it.
Absence of trusting relationships can make one feel vulnerable, unsafe and lonely at workplace. This lack of supportive environment can also lead to frustration and sadness. HR must do regular one on ones with employees or find a way to hear the voice of employees.
Kena Shree, Dy. General Manager, NTPC Ltd. in conversation with Dr. Rajeshwari Narendran, HR expert, a renowned psycho dynamic analyst, global trainer and academician, talks about her journey, experience of working with PSU, Moonlighting and using her art of storytelling in learning and development...
Compassionate action must be focused on the needs of the recipient of compassion. In order to understand those needs, managers need to ask questions and listen. It is intimidating for employees to speak up about circumstances that they find challenging.
The responsible manager should act instantly after identifying the first indication of frustration observed in the employee in question. The relevant intervention must be carried out without further delay.
While as managers, one is not directly responsible for keeping everyone happy all of the time - but we should be responsible to ensure that there is no workplace bullying at any level.
