I am an HR Business Partner in a leading IT MNC managing close to 1000 employees. My role requires close interaction with the business and ensures that employees are engaged well to boost retention and minimize grievances. There is a business unit that I am managing, which follows a factory system of operations, where employees work for 12 to 13 hours per day. There is no employee engagement in any form possible with this BU as they want maximum production with a lesser headcount than what has been projected to the client. The HR is allowed minimal interaction with the employees on the floor, but employees can come and talk to the HR whenever they want. As an HR, I can see that the employee grievances and attrition rate will go up soon, given the current scenario. When I look at the business perspective, the business seems to be right as well as it was getting fewer margins from the deal with the strategy the margins would be better. As an HRBP, I am confused about the strategy I should adopt. If I support the business, my HR values conflict, and if I pursue my HR values, the business values seem to conflict. Kindly Help.
Yours Truly
Confused HR!
Dear Confused HR,
The role you play as an HRBP is extremely critical for both categories. As much as the clients and business need to boost productivity, lower costs and make profits, it is also important that the employees are happy and satisfied. Attrition rates and business are closely linked and one cannot be compromised for the other.
Amid these, your guidance is crucial for both the employees in the business unit, the business, and your clients. It would serve all of them well when you can mentor and guide them in the best of their interests.
Communication need not be face-to-face always. Considering the scope for minimal interaction, explore alternative ways for the engagement. There are emailers, posters, and short videos that can be shared stressing employee engagement. Once they understand the commitment, they will interact more freely. Find out if the business allows larger engagement activities in small groups. An HRBP should always be ready to deal with the human dynamics with one foot each in both places. Often HR policies may jostle with business imperatives, but navigating through that serving both the best defines the winner. Here is what you can do:
For the employees
- Stress the seriousness around engagement
- Show that you are listening
- Seek frequent feedback
- Follow up with actions
For the business
- Explain attrition could be an issue and will affect business
- Share the feedback received
- Seek budget for employee engagement
- Organize connects
As the interface between the employees and the business, you are right in thinking that you cannot swing in just one particular direction. You have to handle both parties with care and setting a middle ground to link both will be a great place to begin. So, go for it, giving you best.
