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sign-on and retention bonuses to
attract and retain the talent that they
need, rather than add to their long-
term payroll costs with merit raises.
They are targeting spot bonuses as
an additional means to recognize
employees that are excelling. An ability to experiment with
the creation of hypotheses for any
individual/business is a necessity for
the creation of a coaching culture. In
fact, most coaching models are based
on this. After all, we identify options
that we evaluate and put into action.
When the economy is slow a
company is faced with a downbeat
market sentiment and high attrition,
companies in sectors such as fi nancial
services, automobiles, hospitality
and manufacturing focus on training
programmes and other initiatives
to retain key talent at a time when
they cannot afford big pay hikes. The
initiatives range from introducing
retention bonuses and more
opportunities for internal movements
to improving the health and wellness
of employees. You’ve probably heard the term
VUCA mentioned a lot recently, it’s
a small acronym to describe a big
problem. The world is changing
fast. The acronym describes how we
experience this; Volatile, Uncertain,
Complex and Ambiguous. It’s the
rate of change that is driving our
n e e d t o c o p e - t e ch n o l o g y a n d
advancements in science mean that
we are increasing the rate of change
faster than our ability to absorb the
changes.
S o m e c o m p a n i e s h ave a l s o
launched an in-house public
recognition forum where an employee
can log into the intranet and recognise
any colleague. This initiative is
aimed at enhancing team-building,
camaraderie and motivation.
Organisations are reshaping
their HR strategies to retain talent
through measures such as accelerated
career development plans, learning
and development oppor tunities
and international cross-functional
mobility. Some companies have been
encouraging employees to pursue
studies while working with the
company. Some companies have tie
ups with institutes for a full-time or
part-time MBA and MTech, and the
company funds part of the costs.
How can a Coaching Culture
help you to succeed in a VUCA
world?
An organization that embraces
coaching naturally eng a g es in
curiosity. Curiosity is a prerequisite
and antidote to uncertainty and
complexity. Creating an environment
that encourages a coaching stance
enables an organization to not only
survive in a VUCA world but to
ride the wave and turn it into an
opportunity to innovate and leverage
the talents of the people within. In
that sense, coaching is a perfect fi t
for a volatile, uncertain, complex
and ambiguous world. Developing
coaching as an enabler of change is
one way of countering the current
pace of change – not just at work
but across the whole spectrum of
our lives.
How do we Empower Individual
within Companies to report
harassers when their HR/Legal
Team won’t or can’t act?
In an ideal world, anyone who
experiences harassment at work
would head directly to the human
resources department. That’s where
a sensitive, well-trained professional
would conduct an “immediate and
impartial” investigation followed by
“appropriate action to remediate or
prevent the prohibited conduct from
continuing.
Employees can be harassed in
quite a variety of ways at work. It’s
important to understand harassment
in the workplace because it can
affect you and impact your career
in different ways. Knowing what
constitutes harassment can help you
spot it, and know how to handle it if
it happens to you, or even better, help
you prevent it from happening in the
fi rst place.
Many types of harassment
can occur on the job. Workplace
harassment, whether verbal or
physical, based on sex, religion,
or race, is unlawful and a form of
discrimination.
Harassment in the workplace can
also consist of other actions regarding
religion, race, age, gender, or skin
colour, for example. Actions involving
these subject matter areas qualify as
harassment if they interfere with an
employee’s success or create a hostile
work environment.
It has been noticed that where
company’s star perfor mers are
involved HR and Legal departments
are found wanting to take action.
The employee can approach internal
complaint committee and external
support to resolve their issues. It
becomes really challenging for an
employee to show courage to approach
others where HR and Legal Teams are
mute spectators. P & M
Vol. 10 Issue 1 • JANUARY 2019, Noida |
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