All posts by Hay Team

From effective strategies to create a motivated workforce, to honing leaders and developing talent- this blog will provide you with useful tips to go the extra mile and venture ‘beyond engagement’. Engaging and enabling employees are both significant to ensure that you retain high potential human resources. In a highly globalized scenario, where factors like digitization and technological convergence are gaining prominence, the rules of engagement and enablement are constantly evolving. This blog will help you keep track of these megatrends to ensure you reshape your strategy and create an environment that keeps your employees both engaged and enabled.

Engaging Minds and Hearts- The way forward

This blog post has been written by Amer Haleem, Country Manager, Productized Services, Hay Group India

Over the past few week, I have spoken at length about the five crucial challenges that businesses are likely to face in the next 15 years. Based on our extensive research, I have also tried to provide some solutions for organizations to keep up with these challenges and ensure that your workforce stays switched on! If I had to sum up the basic solution to all these challenges in one word, it would be ‘engagement’. ‘Engaging hearts and minds’ is the only way forward to ensure success. So, here are some quick takeaways to deal with each of these challenges. When in doubt, just refer to this and hopefully you’ll be able to chart a way forward towards engaging your employees.

Engaging Hearts and Minds: Preparing for a changing world – Ben Hubbard from Hay Group on Vimeo.

Transparency

Fact: Organizations need to be transparent- open and honest about how they reward, manage and develop their people

Quick takeaways

  • Assign responsibility for transparency
  • Work with reward colleagues to compare your pay scales
  • Develop a clear reward proposition
  • Create career paths that allow people to reach their potential
  • Review your performance management framework
  • Use your employee survey
  • Monitor external forums in addition to internal sources like the employee survey
  • Establish and monitor real-time, internal feedback channels
  • Assess your leaders’ internal communications

Collaboration

Fact: So here’s the thing. Globalization, coupled with digitization, equals quick change. Keeping up with that implies ‘never-seen-before’ levels of collaboration.

Quick takeaways

  • Embed digital tools to help people work together more effectively
  • Establish formal cross-company teams
  • Encourage communities
  • Consider introducing buddying and mentoring schemes
  • Encourage two-way knowledge sharing between older and younger generations
  • Analyse your employee survey results
  • Make sure you are asking the right questions in your survey
  • Formalize each individual’s role in making collaboration happen, whatever the level
  • Reward and recognize collaborative behaviour
  • Avoid celebrating alpha-type personalities who go all out to beat their targets
  • Make your top team lead by example

Agility

Fact: They say that the only constant is change and this stands to be true, even in the context of the present fluid business environment. An engaged workforce makes an organization agile.

Quick takeaways

  • Reinforce the need for managers to provide ongoing training for their teams
  • Support and promote decision-making at all levels
  • Conduct regular pulse surveys alongside your annual employee survey
  • Assess your communications strategy around change and future company vision and goals
  • Analyze your structure for unnecessary approval layers that delay decision-making
  • Assess where digital tools can speed up decision-making and problem-solving

Innovation

Fact: The biggest mistake an organization can make at this point is to believe that innovation is limited to the job profile of R&D

Quick takeaways

  • Generate a culture of innovation
  • Assess your leaders’ styles
  • Create clarity
  • Reward and recognize innovation
  • Foster collaboration
  • Bring new ideas and thinking into the organization
  • Make innovation part of your recruitment strategy
  • Signal that the business supports risk-taking
  • Formalize experimentation
  • Give employees opportunities to listen to and understand customers
  • Encourage innovative thinking from the outset
  • Enable people to be inventive
  • Expand people’s horizon

Productivity

Fact: Focus on innovation, but don’t end up neglecting productivity. Organizations need to focus on operations and ensure that their employees are productive.

Quick takeaways

  • Stay focused- don’t take on all challenges at once
  • Be fair- promote a sense of equality through clear communication
  • Guard against complacency- Avoid the trap of routines
  • Define authority- Clarify employees’ decision- making responsibilities
  • Draw lines of responsibility- Specify accountabilities
  • Emphasize the importance of well-being
  • Assess opportunities for digital tools to increase productivity
  • Don’t be afraid to make bold organizational decisions

It seems like a long to-do list and it won’t be easy to strike the right balance. But, since these are the key challenges of the future- the right time to start paying attention to them is now!

Interested in keeping your workforce engaged and enabled? We now bring to you a very exciting offering. Download our ‘Engaging hearts & minds’ report now to avail the offer.

Get our e-Report Now >>

Advertisements

Engaging Minds and Hearts- The most crucial of them all, Productivity

This blog post has been written by Amer Haleem, Country Manager, Productized Services, Hay Group India

Focus on Innovation. But don’t forget to focus on the most crucial of all elements- Productivity. If you are lost after reading that statement, don’t worry. I am going to expand this further for your understanding. I have spoken about the six big megatrends that will change the global business environment before and through this series of blogs, I try and provide a few solutions to the five major challenges that organizations are bound to face in the next 15 years. We’ve already spoken about collaboration, transparency, agility and innovation.

In my last blog, I stressed on the need to ensure innovation is part of the culture of an organization. Now, here’s the thing. The megatrends will pull organizations in two directions at once. So, like I stated right in the beginning- focus on innovation, but don’t end up neglecting productivity. Organizations need to focus on operations and ensure that their employees are productive. As always, the solutions to meet this end are directly linked to an engaged and enabled workforce. Balancing innovation and productivity would require multi-tasking. Therefore, maintaining productivity and focusing on creating new ideas will have to go hand in hand.

To ensure productivity, organizations will have to keep their employees completely engaged. Employee motivation is absolutely mandatory to deal with the challenges of the future. At the same time, to ensure that your workforce works hard, but also manages to have a work-life balance is important. This is where enablement is necessary, to ensure employees can be efficient and accomplish tasks without dealing with unnecessary hindrances.

To achieve business goals, sometimes, you would require your employees to put in those extra hours. But, then how do you ensure your employees don’t end up being frustrated? It’s clearly not an easy situation to deal with and the present scenario isn’t an ideal one. Our research reveals that almost a third (32 percent) of employees worldwide express concern about stress at work and almost two fifths (39 percent) don’t feel that their companies are doing a good job of helping them to balance work and personal responsibilities. Businesses are also falling short when it comes to creating enabling work environments. Close to half of employees describe their organizations as not operating efficiently (44 percent); and not effectively organized and structured (45 percent).

It’s not a pretty picture and this is clearly a crucial challenge that companies will face in the next 15 years. So, what can you do to ensure that your workforce stays committed and productive? Based on our research, here is a glimpse into some of the measures that you can take to keep up:-

  • Stay focused- don’t take on all challenges at once
  • Be fair- promote a sense of equality through clear communication
  • Guard against complacency- Avoid the trap of routines
  • Define authority- Clarify employees’ decision- making responsibilities
  • Draw lines of responsibility- Specify accountabilities
  • Emphasize the importance of well-being
  • Assess opportunities for digital tools to increase productivity
  • Don’t be afraid to make bold organizational decisions

It seems like a long to-do list and it won’t be easy to strike the right balance. But, since this is one of the key challenges of the future- the right time to start paying attention to this is now!

Interested in keeping your workforce engaged and enabled? We now bring to you a very exciting offering. Download our ‘Engaging hearts & minds’ report now to avail the offer.

Get our e-Report Now >>

Engaging Minds and Hearts- Innovation must take center stage

This blog post has been written by Amer Haleem, Country Manager, Productized Services, Hay Group India

Everything is evolving. Fact established already. So, how can any organization believe that ideas can remain stationary? As the business environment evolves quickly, companies will have to focus on keeping up with this quick pace. Technological change and globalization will only add pressure to think rapidly and think afresh. I have spoken about the six big megatrends that are changing the global business environment and through this series of blogs, I try and provide a few solutions.

Amongst the five major challenges that organizations are bound to face in the next 15 years, we’ve already spoken about collaboration, transparency and agility. As you may have guessed from how I started this post, the focus today is on innovation. But, before I dwell on that further, I’ll once again state the obvious- the solutions to most of these challenges is directly linked to ensuring your workforce stays engaged and enabled.

So to cut to the chase, the biggest mistake an organization can make at this point is to believe that innovation is limited to the job profile of R&D. Ideas are not limited to a specific job function and companies have to ensure that their employees know that. We believe that innovation needs to be part of an organization’s work culture and people have to be engaged to adapt to this environment. It is therefore absolutely mandatory for employers to be committed to innovation and keep their talent engaged. Be it involving employees in innovative projects or allowing them to think without hesitance- organizations need to ensure that their people never stop thinking.

Now, a reality check. Where do we stand at present? Hay Group’s research reveals some worrying facts.

Employees aren’t convinced that their companies are innovative enough when it comes to improving how work is done. Almost half (44 percent) do not rate their organization highly for using new technologies and creative approaches to enhance performance. More still (47 percent) feel their ideas aren’t put into practice. Therefore, it’s not surprising that almost two fifths (39 percent) of workers say their company isn’t innovative when it comes to developing new products and services.

It’s not a pretty picture and this is clearly a crucial challenge that companies will face in the next 15 years. So, what can you do to ensure that innovation is deeply embedded into your organization’s core values? Based on our research, here is a glimpse into some of the measures that you can take to keep up:-

  • Generate a culture of innovation
  • Assess your leaders’ styles
  • Create clarity
  • Reward and recognize innovation
  • Foster collaboration
  • Bring new ideas and thinking into the organization
  • Make innovation part of your recruitment strategy
  • Signal that the business supports risk-taking
  • Formalize experimentation
  • Give employees opportunities to listen to and understand customers
  • Encourage innovative thinking from the outset
  • Enable people to be inventive
  • Expand people’s horizon

It seems like a long to-do list. But, you can start with something as simple as putting teams together and giving them the time and the space to come up with innovative solutions to the problems they face. Innovation is absolutely mandatory for success and neglecting its significance can spell disaster for organizations.

Interested in keeping your workforce engaged and enabled? We now bring to you a very exciting offering. Download our ‘Engaging hearts & minds’ report now to avail the offer. 

Get our e-Report Now >>

Engaging Minds and Hearts- Dealing with the only constant called change

This blog post has been written by Amer Haleem, Country Manager, Productized Services, Hay Group India

Change. This one word perfectly describes the current business environment and explains my reasons for writing this series of blog posts. I have spoken before about the megatrends that are changing the global business environment and through these posts, I try and provide a few solutions to the six major challenges that organizations are bound to face in the next 15 years. We’ve already spoken about collaboration and transparency and I’ll once again state the obvious- the solutions to most of these challenges is directly linked to ensuring your workforce stays engaged and enabled.

So, this time we focus on agility. They say that the only constant is change and this stands to be true, even in the context of the present fluid business environment. As organizations grapple with the megatrends, only those who keep up with them will survive. Change also paves the way to insecurity amongst the employees, as business goals, as well as strategies continuously evolve. Therefore, clear communication is absolutely mandatory. There is no denying that the pressure to continuously communicate in an environment which is constantly evolving is a tough battle to win- but if organizations are to meet their goals in the next 15 years, there is no scope for them to put this aside.

When we speak of agility, no one would deny that an engaged workforce is essential to adapt to change. An engaged workforce makes an organization agile. In an environment where solving problems promptly and making quick decisions is important- employees have to feel aligned with the company’s aims. You may think that training and dividing the decision making process are easy solutions. But the current situation clearly reflects that it isn’t as easy as that.

Consider this- 35% of the workers say their organization isn’t responding effectively to changes in market conditions and the business environment. I just spoke of training to cope with change. In that context, hear this. 62% of the employees are satisfied with the training they receive, but only half say that they’re given enough time to take advantage of it. And when we speak of communication- more than two in five workers don’t believe that their company communicates openly and honestly about change.

Clearly the numbers don’t look great. So, what can you do to transform your company into an agile organization? Based on our research, here is a glimpse into some of the measures that you can take to keep up:-

  • Reinforce the need for managers to provide ongoing training for their teams
  • Support and promote decision-making at all levels
  • Conduct regular pulse surveys alongside your annual employee survey
  • Assess your communications strategy around change and future company vision and goals
  • Analyze your structure for unnecessary approval layers that delay decision-making
  • Assess where digital tools can speed up decision-making and problem-solving

Agility can sometimes feel like an ambiguous challenge to deal with and it’s no easy task to constantly keep up with shifting goal posts. But, since this is one of the key challenges of the future- the right time to face it head on is now!

To know more about these key megatrends and ways to deal with them, download our new e-report- Engaging Hearts and Minds. 
Get our e-Report Now >>

Engaging Minds and Hearts- The need for ‘Big Collaboration’

This blog post has been written by Amer Haleem, Country Manager, Productized Services, Hay Group India

In my last post, I spoke about the first big challenge in achieving and maintaining engagement- Transparency. Just to give you a quick recap- the global business environment is evolving at an extremely rapid pace and there are six megatrends that are causing this change. To be successful, organizations have to keep up with this change and use it to optimize their growth. To cut to the chase, our new research identifies five key challenges that businesses will be facing over the next fifteen years:-

  • Collaboration
  • Agility
  • Transparency
  • Innovation
  • Productivity

Now that I’ve provided you with the mandatory brief introduction, I’m going to move on to the ‘collaboration’ megatrend and provide you with some quick tips to deal with this challenge.

The collaboration challenge

So here’s the thing. Globalization, coupled with digitization, equals quick change. Keeping up with that implies ‘never-seen-before’ levels of collaboration. Yes, we always knew that working together as a team is significant for success. However, now the process has to be even quicker and more seamless. ‘Big collaboration’ refers to bringing together teams, functions and organizations, as businesses look out to find solutions to the complexities that they face in the current work environment.  In this context, it is absolutely mandatory to involve the individual in the decision-making process.

So, we know that the ideal scenario is one where an organization establishes the right culture, platforms and processes and equips its people with the right skills to cooperate with one another. But, where do we stand at present? Close to half (44 percent) of employees say their teams aren’t adequately supported by colleagues elsewhere in the business and almost as many (43 percent) are critical of communication between departments. In fact, two in five (40 percent) do not feel that there’s a cooperative culture at their organization.

Now that the facts are in place, and they aren’t very optimistic, here are some solutions. A quick check list of some things that you can do to keep up with your workforce’s expectation:-

  • Embed digital tools to help people work together more effectively
  • Establish formal cross-company teams
  • Encourage communities
  • Consider introducing buddying and mentoring schemes
  • Encourage two-way knowledge sharing between older and younger generations
  • Analyse your employee survey results
  • Make sure you are asking the right questions in your survey
  • Formalize each individual’s role in making collaboration happen, whatever the level
  • Reward and recognize collaborative behaviour
  • Avoid celebrating alpha-type personalities who go all out to beat their targets
  • Make your top team lead by example

It’s a long list of measures and we know that it’s no easy task to put them in place. But, since this is one of the key challenges of the future- the right time to start is now!

To know more about these key megatrends and ways to deal with them, download our new e-report- Engaging Hearts and Minds. 

Get our e-Report Now >>

Engaging Minds and Hearts- The unfulfilled ‘transparent organization’ dream

This blog post has been written by Amer Haleem, Country Manager, Productized Services, Hay Group India

The global business environment is evolving at an extremely rapid pace. Yes, you knew that already. So, you’d probably also be aware of the megatrends that are causing this change and ways for businesses to deal with them. Hmm. Now, I can picture a few blank expressions.

We all know that the world is changing. But, what requires focus are the six powerful megatrends that are transforming the global business environment- especially if we want to keep up with this change and use it to optimize our growth. Here, I hope to provide you with a little insight on that.

The big challenge

First up, the biggest overall challenge. Achieving and maintaining engagement. Over the years, Hay Group’s in-depth analysis has already established that business success does depend on an engaged and enabled workforce. The organizations, which focus on this factor, achieve 4.5 times the revenue growth of those organizations that pay no attention to engagement and enablement. Now, there is little doubt that every organization would want to aim for that sort of growth. This is why we now see CEOs prioritizing engagement. However, in the present scenario, achieving and maintaining engagement is a very big challenge.

The megatrends- what makes them important

Now, to meet this challenge to keep your workforce engaged, you have to be mindful of the megatrends that I spoke of earlier. I am stressing on the significance of these megatrends, as they are fundamentally changing how people work, and what they want from their employer.

To get to the facts straight, our new research identifies five key challenges that companies face to sustain performance now and in the future. Companies are failing to put the right people strategies in place to meet critical business challenges and our data from over five million employees globally, suggests that these are the five key challenges that businesses will be facing over the next fifteen years:-

  • Collaboration
  • Agility
  • Transparency
  • Innovation
  • Productivity

Oh, another big revelation- overcoming all of these challenges will depend on an engaged and enabled workforce.

As the engagement game changes, what can you do to keep up? With these emerging megatrends, companies need to re strategize, to ensure that valuable talent does not walk away.  Here, I will focus solely on the “transparency” megatrend and help you stride through this one with ease.

The transparency challenge

Presently, digital technology has fostered a climate of transparency. Not only can businesses be held to account more easily, social media has made it easier for people to promote their skills and find new jobs.  Organizations therefore need to be open and honest about how they reward, manage and develop their people. However, our research shows a dangerous lack of clarity around reward and development. Less than half of employees (45%) feel that there is a clear and transparent connection between their performance and their pay, and 43% feel that better performance won’t lead to opportunities to progress.

Clearly, every employees’ dream of ‘the transparent organization’ is a stark contrast to reality. So, here are some things that you can do to keep up with your workforce’s expectation:-

  • Assign responsibility for transparency
  • Work with reward colleagues to compare your pay scales
  • Develop a clear reward proposition
  • Create career paths that allow people to reach their potential
  • Review your performance management framework
  • Use your employee survey
  • Monitor external forums in addition to internal sources like the employee survey
  • Establish and monitor real-time, internal feedback channels
  • Assess your leaders’ internal communications

It’s no easy task to put all of these measures in place. But, since this is one of the key challenges of the future- the right time to start is now!

To know more about these key megatrends and ways to deal with them, download our new e-report- Engaging Hearts and Minds. 

Get our e-Report Now >>

The science of employee engagement

We’ve all heard that joke about the CEO who was asked how many people worked in his organization. “Oh, about half of them,” he replied. But jokes apart, measuring how engaged your staff really is with your organization, could make for frightening reading today. Recent research conducted by Hay Group has found that just about two-thirds of employees worldwide are engaged at the workplace. Further, our study found that an average of 33 per cent of employees are unable to perform optimally, admitting that barriers put in place by the organization are preventing them from excelling at work. These are startling figures indeed.

On the brighter side, all of our research shows that employees want to work and they want to work hard; it is what human beings naturally want to do. Given that the vast majority of us want to work, what then is the driving force behind those who want to work in the same direction as the employer and those that don’t?

The science of measuring and following up on employee engagement (the measure of enthusiasm and alignment to organizational goals) has come a long way in the past three decades. Years of global research with many millions of employees of all levels and demographic groups has given Hay Group a pretty definitive understanding of what really drives people to come to work and to work effectively.  A well aligned workforce results in better bottom-line performance. It delivers higher scores on pretty much any business critical key performance indicators you care to mention, whether they be profit, innovation, safety or anything else. It also means comparatively better share performance.

Clearly, these days, more than ever, employee engagement must be part of any company’s key performance indicators and should be tied into decisions that affect return on investment.

What is worrying then, is that at a time when global companies are looking to deliver increasingly better performance, we are seeing employee engagement across the world decline or stagnate at 2008 levels. Our study on Engagement, that spanned 1610 organizations across 46 countries, represents the views of almost five million employees – and a great number amongst them are unwilling and unable to go the extra mile for their organization. With global engagement scores pegged at 66 per cent, we have found that employers in India are only marginally better off with 68 per cent of engaged employees.

This unique study also showed that employees across the globe are not properly supported at work – and are unable to perform to their full potential as a result. Less than two thirds of employees around the world (62 per cent) feel that conditions at work allow them to be as productive as they could be. Clearly, there is a stubborn gap between the level of discretionary effort that employees globally are willing to put into their work and the corresponding level of support available to enable them to excel. For organizations looking to harness the full productivity of their workforce, leaving this pool of motivation untapped is a wasted opportunity. Employees based in India are slightly better off in terms of employee enablement; however, more than a quarter admit that they could be more effective, if workplace conditions allow for greater productivity.

Our experience shows that to truly drive productivity, business leaders must understand the role they have to play in enabling high levels of performance – removing the barriers that are holding their employees and their organizations back. This ability of engaged individuals to make maximum contributions has two key components. The first, personal utilization, requires that employees are effectively matched to their roles, such that their skills and abilities are put to best use. The second component, an enabling environment, involves structuring work arrangements such that they facilitate, rather than hinder, individual productivity.

Even so, company loyalty is another metric that has taken a hit in these tough times, with commitment levels falling to a five-year low in every major region. More than two-fifths (44 per cent) of the global workforce has expressed their intent to leave their present employers within five years, with more than one in five employees (21 per cent) amongst these intending to leave within two years! A much larger majority of employees in India (58 per cent) have acknowledged their intent to exit their present organizations within the next years, with about one in every three planning this shift within two years. It is a worrying sign that Indian organizations, despite averaging higher engagement levels than the Asia average, find that only about 40 per cent intend to remain loyal to their present organizations in the next five years. Frustrated employees are unlikely to persist over the long-term in this state. Clearly, the opportunities currently available for organizations to improve the bottom line by actively engaging the workforce have never been so good – and the time to act is now.

More than ever, the benefits of real engagement are being recognized. Even minor improvements in employee engagement see measurable, often significant, improvements in business outcomes. In turbulent times, a highly engaged workforce dramatically improves the chance of weathering the storm – it is a real differentiator between winners and losers at such times.

The share performance curve of organizations with highly engaged employees is generally smoother and generally moves in an upward direction, compared to that of organizations with poor engagement levels, our research shows. In other words, market forces have less of an effect on high engagement environments. Investors are increasingly seeing the link between engagement and business outcomes. Engagement is a great predictor of future financial performance. In fact, our work on The Enemy of Engagement found that organizations in the top quartile on employee engagement demonstrate revenue growth 2.5 times that of those in the bottom quartile; even as companies in the top quartile on both engagement and enablement achieve revenue growth 4.5 times greater.

Despite the numbers, getting engaged performance is not just about investing financially in employees through perks or pay hikes. It is about striking a new contract in which the organization invests emotionally in its workforce. In exchange, employees make a similar emotional investment, pouring their “discretionary effort” into their work and delivering superior performance. The new contract says, “We’ll make your job (and life) more meaningful. You give us your hearts and minds.”

Engagement (and enablement) is about motivating employees to perform at their best by providing necessary resources and support. Managers must combine engagement (the use of motivational tools), with enablement (the act of providing employees with effective resources), in order to reach optimal levels of employee satisfaction and productivity. They must listen carefully to their teams for common frustration themes, and address them by prioritizing goals, advocating for resources and minimizing workflow disruptions. They must provide adequate training, support, and discretion to grow—and not hold employees back with excessive procedures, decision processes, lack of resources and overly narrow roles. Evidently, the need of the hour is for organizations and managers to create sustainable long-term strategies to better enable their employees; in effect equipping them for the organization’s success.

Read more about keeping your workforce switched on in our Employee Engagement e-report,