Learnings from Global HR Leaders: Illuminating the Path to Business Success

In the course of my professional endeavours, I have had the privilege of engaging with 500+ HR leaders from diverse industries and backgrounds. Through these meaningful interactions, I have gathered valuable insights and learnings that have enriched my understanding of crucial aspects that contribute to organizational success. In this article, I aim to share some of the enlightening conversations I've had, highlighting the key takeaways from these discussions.

These collective learnings offer a glimpse into the wisdom and experiences of HR leaders, providing a unique perspective on the essential principles that drive thriving businesses

Learning 1: Achieving the Harmonious Balance - The Significance of Culture and Compensation

I had an unforgettable conversation with the HR director of a fast-growing tech start-up with an exceptional company culture focused on collaboration, creativity, and employee well-being. However, despite their positive culture, the company faced challenges in attracting and retaining top talent. Upon further investigation, the HR leader identified that their compensation packages were not competitive compared to industry standards. Realizing the importance of striking a harmonious balance, they reevaluated their compensation strategy while preserving their cherished company culture. The result was a steady influx of top talent, leading to a thriving workforce that remained content and motivated.

Takeaway - Achieving the best employees goes beyond relying solely on great company culture. It's a delicate balance between fostering a positive culture and offering competitive compensation. This fundamental truth is widely recognized among us. While factors such as holidays, benefits, work-from-home options, and offsite events hold their importance, the ultimate question for many remains: "What will be the take-home salary?" ????

Learning 2: Fostering True Employee Engagement - Moving Beyond Metrics

in 2019, I had the opportunity to meet with HR leaders from a prominent manufacturing giant that took pride in their impressive engagement scores achieved through a sophisticated annual survey system, provided by a well-known and established survey company. However, conversing with the HR leader revealed that the actual level of engagement was questionable, as employees seemed disinterested and provided generic responses. To foster genuine engagement, the HR leader embarked on a path of open dialogues and one-on-one conversations with employees, transforming surveys into platforms for meaningful discussions. The outcome was an increase in productivity and innovation driven by employees who felt valued and heard. It highlighted the significance of understanding the true impact of employee engagement beyond mere metrics.

Takeaway: While engagement surveys offer valuable insights into various aspects of a company, they may not be sufficient for addressing immediate challenges. When faced with a problem, waiting for survey results is not practical. Timely responses and prompt resolution of issues hold greater significance than any survey for fostering a positive work environment.

In today's business landscape, employees are akin to valued customers. Just as customers won't wait for a service provider to complete a survey before addressing their needs, employees also deserve swift attention to their concerns.

Learning 3: Prioritizing Employee Wellbeing - A Holistic Approach

In a well-established digital services firm in SEA, I discovered the importance of holistic employee well-being. Although the organization appeared flawless on the surface, it grappled with hidden challenges of financial stress among its employees. Sensing the gravity of the situation, the HR leader acknowledged the importance of taking a comprehensive approach that addressed not only physical and mental well-being but also financial wellness. Introducing financial wellness programs, such as workshops on financial planning and investment options, led to transformative results. Employees felt more secure about their financial future, resulting in reduced stress levels and increased focus at work. The organization witnessed a rise in productivity, along with decreased absenteeism and attrition rates.

Acknowledging the significance of employee preferences, the HR leader emphasized the need for flexible policies catering to individual needs, ensuring employees' satisfaction and fostering an employee-centric culture.

Takeaway - Crafting policies that align with employees' preferences can significantly enhance engagement levels within an organization. While it may not be feasible to address every financial concern, providing support to the best of your ability can make a noticeable difference in employees' well-being and overall satisfaction.

Learning 4: Embracing Diversity and Inclusion - A Gateway to Innovation

In the pursuit of diversity and inclusion, I encountered a multinational corporation that passionately embraced different cultures and perspectives. The HR leader understood that diversity was crucial to unlocking innovation and maintaining a competitive edge in the global market. Actively seeking talent from diverse backgrounds, they nurtured an inclusive culture that celebrated uniqueness. This approach resulted in a dynamic workforce, where employees from diverse backgrounds collaborated effortlessly, fostering fresh ideas and solutions. Ensuring that diversity, inclusion, equality, and equity were seamlessly integrated, the organization witnessed remarkable growth, establishing itself as a sought-after employer for top talent on a global scale.

Takeaway: Diversity and Inclusion (D&I) is indeed a broad term that encompasses various dimensions of creating an inclusive and equitable environment. It's important to distinguish between Equality and Equity, as they have distinct meanings and implications when it comes to promoting fairness and justice within an organization or society.

Equality focuses on treating everyone the same, providing equal opportunities and resources to all individuals, regardless of their circumstances.

Equity, on the other hand, aims to achieve fairness by recognizing and addressing the diverse needs and circumstances of individuals. It involves providing resources and support in a way that considers historical disadvantages, systemic biases, and barriers to access. The goal of equity is to level the playing field, ensuring that everyone has an equal opportunity to succeed by providing additional support to those who need it most.

Learning 5: Courageous Decisions and Personal Accountability - A Recipe for Success

In the story of a rapidly expanding startup, I discovered the significance of making courageous decisions and holding individuals accountable. The HR leader faced a tough dilemma regarding an underperforming team member who had once been a star performer. After careful consideration, they decided to part ways with the employee, recognizing the impact on team morale. However, they stood by their decision, understanding its importance for the long-term success of the team and the organization. The outcome was remarkable, as the team rallied together, leading to an upswing in overall performance.

Takeaway: Non-performers who consistently underperform and engage in creating disruptive stories within the company should not be handled with undue leniency. While providing counselling and support to understand their challenges is important, if the situation does not improve, it becomes necessary to part ways.

Learning 6: Mitigating Toxicity - Nurturing a Positive Organizational Culture

Lastly, I encountered a well-established service company that addressed the challenge of toxicity in a proactive manner. The HR leader recognized that toxic behavior, if left unchecked, could permeate the organization and erode its culture. One key insight from their approach was the realization that high-performance alone should not be the sole criteria for rewards and recognition.

In the past, the company had sometimes rewarded high-performing individuals, even if their behaviour was toxic, in an attempt to retain their exceptional skills. However, this approach often had detrimental consequences on team dynamics and employee morale.

To foster a healthier workplace culture, the HR leader made the courageous decision to stop rewarding toxic high performers. Instead, they shifted the focus towards recognizing and celebrating employees who not only achieved exceptional results but also upheld positive values, collaborated effectively, and contributed positively to the overall team spirit.

Takeaway: Toxic behaviour would not be tolerated, irrespective of an individual's performance metrics. As a result, the company saw a significant improvement in team morale, collaboration, and overall employee satisfaction. While it required courage and conviction to make this shift, the long-term benefits for the organization's culture and success were undeniable

In conclusion, these insights from HR leaders are not mere stories but lived experiences that shed light on the path to business success. As we carry these learnings forward, let us embrace a future where organizations prioritize culture, engagement, well-being, diversity, learning, courageous decision-making, and positivity, fostering environments where employees thrive and businesses flourish.

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