“There are decades where nothing happens; and there are weeks where decades happen” are the words by Vladimir Ilyich Lenin who said this many years back, perhaps in a entirely different context.

The entire human race get griped by a deadly pandemic and in the span of a few months, individuals and businesses are compelled to fight with the basic question of survival. Organizations are finding for ways to maintain business continuity because there is no way to sugar-coat the situation or avoid talking about. Even there is no silver bullet solution. The Organizations need to rethink and redesign the strategies to operate in new normal to overcome with the side effect of this condition.I do believe, this is a testing time too for every one that on how quickly we adapt, how differently we can plan and execute and how strongly we emerge from this hardship.

In the Global Financial Crisis between years 2007-09 most of the organizations turned to corporate finance for survival. The COVID-19 pandemic is a human crisis. The prevailing conditions fetch the need for Business executives or HR managers to be at the front of ensuring success in sailing through the crisis. The top corporate employers like TCS, Axis Bank, Bank of Baroda, Vedanta, RPG Group, EY, KPMG, Panasonic, Siemens, Deloitte, Microsoft, Wipro, ITC, AMD, Tata Steel, Schneider India, Flipkart, Ola Dalmia Bharat Group, Accenture, Swiggy, Motilal Oswal Financial Services, RBS India, Big Basket, Dabur whispered that saving human capital and wellbeing of employees is the most important task before their HR managers.

If we don’t have teams committed to our mission, passionate about their work, and willing and ready to work together, we cannot possibly succeed over time.So what matters today? How can we create an organization in today’s work environment which creates a high level of performance? HR thus needs to be proactive and must takes the lead in understanding what makes workforce engaged, what cultures drive the most productive workplaces and what equations enable a true merging of human capability with technology.

Hence, the need arises to address employee engagement from an HR program to a core business strategy. It is mentioned in an article that 90 percent of business executives understand the importance of employee engagement rather less than 50 percent know how to address this issue.Employee Engagement is a rise in the adoption of technologies and tools which map employee connection to an Organization and this is the need of the hour. Based on the analysis of the available articles, news, discussion forum, webinars held on a regular basis, some points that I need to highlight here.

HR needs to redefine employee engagement with a tried and tested 3R approach –
Reset, Relearn, and Rejuvenate.

This may help set a new path of employee engagement in the upcoming time to come.

To reset means pressing the reboot key on how our workforce were used to work before this crisis. It is an entirely new phase with newer interfaces and the goal here is to create fresh ways of working which help us in the post-COVID-19.

Every hardship brings with itself a hidden opportunity. Businesses are compelled to shut down offices due to the COVID-19 lockdown. Organizations should tap this situation in their people support to provide a surfeit of learning avenues. Thus, in Relearning an organization can create a space to transform the current Work from Home (WFH) scenarios into high engaging Learn from Home (LFH) scenarios which I felt when I was working from home. Most of the academicians have engaged themselves in enriching their research skills; many have focused on designing and drafting refresher courses, writing textbooks, preparing study material, articles, etc, so why not organizations may ask their talent to be more competent at their workplace?

By Rejuvenate we are weighing on the need of the body, brain, and soul to unite, revitalize, and feel at ease during this crisis. Organizations may introduce ample of programs to encourage the workforce to showcase their hidden talents and share with the organization. As a result, they move closer to each other and can work in a more collaborative manner.

Furthermore, review to the daily, weekly, and monthly activity is mustto guide, support, and align their workforce. It is the responsibility of each member of organization to put in their utmost and keep the relationship intact as the world moves through this challenge and maintains smooth Organizational functioning for the Organizational success.

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