Organizations of today have two queens to deal with- Customers and the Employees. We all knew the old saying 'Customer is right!', what about the employees?
Unlike in the past, talent (read, employees) is in command of affairs and she takes it to wherever deemed fit. Hence, pro-actively engaging your in-house talent is the real challenge for many business leaders and specifically the HR function. The average shelf-life of talent in organizations are turning out to be 2-3 years. No wonder then that the wisdom shared by Vinit Nayar, CEO of HCL, through his book "Employees First, Customers Second: Turning Conventional Management Upside Down" is finding echo in the corporate corridors so profoundly.
Like a CFO who strategically manages and engages corporate wealth in value creation for its stakeholders (hence called a strategic business partner) the HR and business leads are expected to manage its human capital through various measures- career pathways, succession planning, managing bench-strength, work-groups focused on special projects among many others.
Employee retention and loyalty then becomes a function of pro-active employee engagement, meeting individual career aspirations and aligning the same towards organizational goals.
Transparency and unbiased approach towards employee engagement comes as defaults in the entire game-plan in successful management of organizational human capital.
If you are biased, talent has the uncanny habit of being biased in selection for the next workplace.
HR and business leaders listening?
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