People Matters Magazine May 2022: A New Take on Employee Empowerment

Page 48

C OVER

STORY

People enablement is not an administrative function. It's a very integral partner for the success of any organisation

48

And as the people enablement team, our approach has been to focus on employee services as well as creating good employee experiences at different stages of the employee life cycle. Seen from a wider lens, people enablement is about empowering your employees. That means it's about transparency, and it's also about how we can leverage the resources that we have to help our employees in their own career growth as well as the success of the organisation. It's about listening to your employees, because we are the first point of contact during onboarding – they will reach out to us, and we will listen to them and understand what are their concerns and try to create a win-win situation by addressing their urgent issues and needs. Finally, people enablement can mean helping our employees to develop their skills and competencies. Our L&D team is doing a great job in partnering with the employees to create that value and enabling them to develop this. | may 2022

Do you get the sense that today's workforce is looking for certain types of support and empowerment, more so than others? This varies depending on the stage where the employee is in terms of their life cycle, as well as their demographics. But I find there are some common fundamental expectations these days: 1. The well-being of employees. That's been the most important factor that's come to the forefront, and as organisations we need to be sensitive enough to understand what we can do to support our employees' wellbeing. Prior to the pandemic the focus was more on physical well-being, but now there are a lot more requests and requirements for support in terms of mental well-being. 2. Flexibility. I think that working from home and remote working has become

a very normal expectation for employees to have in today's world. However, I think it's also important to understand how these things balance out – the physical presence and the remote effectiveness – and that's where a lot of progressive organisations are adopting the hybrid model today. I would also say that flexibility should not just be limited to the place where you work. Having full flexibility in terms of managing your own work schedule is just as important. And that's where productivity should not just be based on the time that the person is spending at work, but it should be based on the outcome. 3. Inclusion at the workplace. This is not just a numbers game. It's something that is very essential, and it's crucial to us that all our employees really feel that they truly