HR Leaders Prescribe Self-Discipline And Flexibility For Work-Life Balance
“We live in an extremely interesting time,” began Rajesh Srivastav, CHRO, Capital foods commenting on the unique work situation we find ourselves in. The Work-From-Home model is here to stay and the skill of adapting to it is a pandemic necessity. The remote workstyle is a collusion of personal and personal boundaries and most of all, a test of individual mettle and organizational culture.
Maneesh Menda, Head of HR India, NatWest Group, explains, “I think that when you are ‘Working From Home’ you are Working from home and Working for home, on both sides and therefore it becomes challenging to define the boundaries.”
Menda believes that the organizational culture can help establish these boundaries. Employers and Colleagues must observe wellness breaks and respect each other’s time. And when on a wellness break, “employees should have the boldness to politely say ‘No’” he adds.
Subhash Menon, CHRO of Angel Broking decoded that the WFH environment is rife with the myth of ‘Fun at work’ and considers it elusive. Rather, he promotes an attitudinal shift of ‘Making Work, Fun’ as that would curb the overarching pressure and relieve employees from stress and reaching burnouts.
The panel then wondered what the new expectations are from employees in these times. Menon marked the difference of ‘What the HR wants to Hire’ and ‘What they get’, he explains that the existing conditions inform work for a new generation of digital natives who not only study virtually but are inducted virtually into the workforce. To them, all ambits of work can be digital. The need of the hour instead, is finding those who are ready for agility and challenges.
“Companies have started looking for people who are intrapreneurial,” Subhash Menon remarks.
To managers on creating an atmosphere of productivity, the panellists agreed that the way of measuring productivity hasn’t changed. Rajesh Srivastava answers that while measures of productivity haven’t changed, “Organizations must be benevolent” and a Responsible work ethic must be followed. Menon evidenced the change of work styles from an ‘Output Oriented Productivity Measure’ to an ‘Outcome-Driven model’, giving room for qualitative assessment of work.
Drawing the discussion to a conclusion, the panel advised that employees get adjusted to the new ways of work mentally, and realize the benefits of the pandemic. In the journey towards a work-life equilibrium, being mindful of the time and practising strict self-discipline emerge as key coping strategies.
“There is more time in hand and therefore one feels the stress of utilizing it” concludes Rajesh Srivastava.
