The global pandemic forever changed how we live, including how we perceive work and what constitutes a positive workplace. Prior to the pandemic, HR leaders could attract and retain talent through flashy office perks -Google offering sleep pods, on-site game rooms, and improv classes for Twitter employees and Microsoft building tree house workplaces for its employees. These perks are just not enough anymore. Now, employees value work-life balance and remote/hybrid work options over fancy workstations and gourmet coffee.
Adapt to Changing Times
As the times are changing, the definition of a positive workplace has drastically changed. As HR leaders strive to give the best experience possible to techies, firms make sure everyone feels motivated, valued, and ready to bring their best versions every day. An employee who feels valued and supported by team members, leadership, and HR becomes more productive and engaged. This directly affects the company’s performance. A Harvard report says that companies with positive workplace cultures have higher average annual returns.
Let’s explore five ways tech firms can build a positive work culture for their employees.
Keeping People Relevant in the Fast-changing Tech Environment
The tech space globally is constantly undergoing drastic transformations, and innovation in AI and analytics is happening at an exponential rate. New tools and capabilities come up every six months, offering increasingly nuanced methods for data analysis. While the foundation for analytics remains the same, to stay relevant in the competitive atmosphere, employees have to continuously learn and stay updated with these tools. Employers need to step up and give employees the right resources (courses, certifications, workshops, training) and, more importantly, projects where they can directly apply these new tools and techniques to solve clients’ business problems.
A Financial Express report says that 52.69% of employees at an Indian IT giant are under the age of 30. As the technology space is dominated by a younger crowd expecting rapid career growth, HR leaders need to provide them with hands-on experience in cutting-edge technology and access to the right mentors.
GenAI tech is growing at an exponential rate and transforming job roles. A BCG report suggests that most tech jobs will require reskilling and upskilling to work alongside GenAI tools. HR leaders must prioritize continuous learning and development programs to ensure techies remain relevant and can effectively collaborate with GenAI tools.
Giving Employees the Right Visibility
Employees seek meaningful work that challenges them and pushes them to learn and grow. A McKinsey study revealed that 70 percent of employees said that work defines their sense of purpose. When employees are given the opportunity to work with high-profile clients, such as Fortune 500 companies, they gain insights into best practices, innovations, and industry standards followed by leading companies.
Working on high-profile projects and giving them visibility helps retain top talent. According to a report by LinkedIn Learning, 94% of employees say that they would stay at an organization longer if it invested in their career development. Involvement in high-profile projects can lead to greater networking opportunities, allowing employees to build valuable relationships within the industry. Working on crucial projects helps develop a passion for continuous improvement and innovation, pushing employees to push their limits and contributing to the company’s competitive edge.
Remote and Hybrid Work Culture
Remote and hybrid work has become the standard, offering greater flexibility to employees. The hybrid model of work allows employees to have the best of both worlds- in-office collaboration, a sense of community, and the comfort and freedom of working from home. Remote and hybrid work have become key negotiation points for job candidates, who are now prioritizing these options over traditional office perks. Candidates are often willing to forgo other benefits in favor of the flexibility and work-life balance that remote and hybrid roles provide.
Open Communication, Approachability, and Employee Redressal
HR leaders and management must ensure that employees feel comfortable reaching out to top management and colleagues for support, feedback, and collaboration to build trust in the company they work for. A great way to do this is by maintaining an open-door policy and encouraging regular one-on-one meetings. Leaders who are approachable and actively engage with their teams set a positive example for the rest of the organization.
Now, it has become a mandate for most large companies to have a clearly defined employee redressal mechanism. These practices build trust and reduce misunderstandings in the workplace. Though there are many employee redressal policies in place, HR leaders must ensure they are effectively implemented and accessible to all employees.
It’s been over a decade since the Prevention of Sexual Harassment (POSH Act) was implemented in India. Companies must ensure that POSH and other policies are not only in place but actively implemented to create a safe and respectful work environment. According to a report by the Economic Times, even as the number of complaints of sexual harassment at work has risen since the implementation of the Act, only a fraction of companies have been reporting complaints under the Act. Creating a culture of zero tolerance towards harassment builds trust and sends the message to employees that their well-being is of concern to the company.
Work-life Balance
A recent study has shown that nearly 78% of employees in India experience job burnout. Providing work-life balance helps employees to grow holistically in their professional and personal lives. Employees who can effectively manage their professional responsibilities and personal commitments are likely to be more productive and engaged in their day-to-day work. A Deloitte study shows that work-life balance remains paramount for both Gen Zs and millennials, topping their list of priorities when choosing an employer.
When employers provide a healthy work-life balance, employees feel that their personal lives are respected and they are not just a mere resource for the company. By implementing work-life balance, HR leaders also have access to a wider talent pool, including those who might otherwise be unable or unwilling to commit to rigid work schedules.
Keep the “Human” in HR
Respect, work autonomy, and career growth prospects build the foundation for a positive workplace. Though AI and technological advancements can improve efficiency and productivity, the core of a thriving work environment lies in the human touch and value demonstrated by HR leaders. By balancing technological advancements with a focus on human values, HR leaders can create a positive, inclusive workplace where employees are not only productive but also feel genuinely connected to their organization.
Article Contributed By Shivani Reddy, Head of Talent Acquisition at LatentView Analytics
