‘A positive feeling towards HR initiative taken in an organisation leads to higher employee morale’
Do you really believe in the above hypothesis that a positive feeling of an employee towards the initiative leads to higher morale. There are companies who are doing a good amount initiative to keep the employee happy and motivated but they never see the results. The question is why, where the HR is lacking and why are they failing to keep up the employee’s morale.
Is it because they are not doing good work or they are not discussing with employee about their requirement or is it because these initiatives are not discussed before it is implemented.
This is the topic for my thesis. I would be really glad and appreciate if you can throw some light on this. Your comments will be valuable for proving the above mentioned hypothesis right or wrong.
Thanks & Regards
Shalini
From India, Mumbai
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1Do you really believe in the above hypothesis that a positive feeling of an employee towards the initiative leads to higher morale. There are companies who are doing a good amount initiative to keep the employee happy and motivated but they never see the results. The question is why, where the HR is lacking and why are they failing to keep up the employee’s morale.
Is it because they are not doing good work or they are not discussing with employee about their requirement or is it because these initiatives are not discussed before it is implemented.
This is the topic for my thesis. I would be really glad and appreciate if you can throw some light on this. Your comments will be valuable for proving the above mentioned hypothesis right or wrong.
Thanks & Regards
Shalini
From India, Mumbai
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Dear Shalini,
No matter what initiatives the HR people make, it must be approved by the Senior Management. It is the way they put things across to the Senior Management - the things they want to happen (employee happiness, positive sense of being a part of the company, etc.) can happen. So ultimately it's the core ability of the HR member to put these things across to the Management and get their approval in moving forward. If they say no - then it's a BIG NO. Some Senior Management are ready to listen - some simply don't... that's where the HR person has to try his best to convey the message effectively.
Kind regards,
[Your Name]
From India, Madras
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No matter what initiatives the HR people make, it must be approved by the Senior Management. It is the way they put things across to the Senior Management - the things they want to happen (employee happiness, positive sense of being a part of the company, etc.) can happen. So ultimately it's the core ability of the HR member to put these things across to the Management and get their approval in moving forward. If they say no - then it's a BIG NO. Some Senior Management are ready to listen - some simply don't... that's where the HR person has to try his best to convey the message effectively.
Kind regards,
[Your Name]
From India, Madras
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Ravi: If HR ppl are not serious abt employee well being... then u have termed the person 's designation wrong. He/she is not an HR person at all.
From India, Madras
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From India, Madras
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The company where I work encourages change and improvement in prevailing practices. My boss believes that we all have routine tasks to do, but it's the initiatives we take or changes we suggest that will make the system more efficient. We are graded better for taking initiatives.
From Pakistan, Multan
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From Pakistan, Multan
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I absolutely agree that “ A positive feeling towards HR initiative taken in an organisation leads to higher employee morale’
First and foremost to keep employees motivated it is the responsibility of HR to communicate clearly with the employees, listen patiently to their concern and address tactfully .
I do agree that there are times when initiatives taken by HR are not approved by the management due to some reason or the other. Here comes the role of true HR professional where communication plays a vital role, HR professional should understand why the management has disapproved and logically communicate to the employees the reason for disapproval and convince the employees that it is not the case that the management or HR is not thinking in align with the employees but certain constrains brings situations to a standstill. I am sure the employees will understand and will take it positively. There will be very less percentage who would not be convinced ---- here attitude comes into picture which needs to be addressed.
One more point I would like to state as quoted by Ravi that “hr people are never serious about employees well being” then in that case they donot deserve to be in this profession HR are even human and employees too.
Anita
From India, New Delhi
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First and foremost to keep employees motivated it is the responsibility of HR to communicate clearly with the employees, listen patiently to their concern and address tactfully .
I do agree that there are times when initiatives taken by HR are not approved by the management due to some reason or the other. Here comes the role of true HR professional where communication plays a vital role, HR professional should understand why the management has disapproved and logically communicate to the employees the reason for disapproval and convince the employees that it is not the case that the management or HR is not thinking in align with the employees but certain constrains brings situations to a standstill. I am sure the employees will understand and will take it positively. There will be very less percentage who would not be convinced ---- here attitude comes into picture which needs to be addressed.
One more point I would like to state as quoted by Ravi that “hr people are never serious about employees well being” then in that case they donot deserve to be in this profession HR are even human and employees too.
Anita
From India, New Delhi
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I will give a simple example which highly motivated me due to an HR initiative taken by my company's CEO.
It was the beginning of the year 2008 when I worked with a manufacturing company. One day, I was working quite late trying to finish the salary processing for that month before leaving for the day. The CEO passed by and saw me. Five minutes later, he came back to my desk and said, "Hi Bipin, why are you working so late today?" The rest was a normal chit-chat.
This incident left me highly motivated for many months to come. I was amazed by the fact that my CEO knew me by name, while I was merely a grassroots-level executive, almost a nobody in the organization of 500 employees. Some time later, I discussed this incident with my manager, and he revealed that upon seeing me working so late, the CEO had called him just to ask for my name.
So, you guys can imagine if we HR people get motivated with small initiatives like this, then why can't our employees...
From India, Calicut
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It was the beginning of the year 2008 when I worked with a manufacturing company. One day, I was working quite late trying to finish the salary processing for that month before leaving for the day. The CEO passed by and saw me. Five minutes later, he came back to my desk and said, "Hi Bipin, why are you working so late today?" The rest was a normal chit-chat.
This incident left me highly motivated for many months to come. I was amazed by the fact that my CEO knew me by name, while I was merely a grassroots-level executive, almost a nobody in the organization of 500 employees. Some time later, I discussed this incident with my manager, and he revealed that upon seeing me working so late, the CEO had called him just to ask for my name.
So, you guys can imagine if we HR people get motivated with small initiatives like this, then why can't our employees...
From India, Calicut
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Yes, I agree with you, Bipin. I am heading the Learning and Development unit of SC Malaysia. I start work at 6:45 pm and leave at about 8 pm. My boss knows that I work late not simply to clock in long hours but due to numerous projects. She commends favorably at meetings, and this is indeed a morale booster. A pat on the shoulder or kind words from our bosses make us go the extra mile. 🌟
From Malaysia, Petaling Jaya
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From Malaysia, Petaling Jaya
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Thanks a ton.
But don't you think that it's very important for employees to feel positive and have faith in HR regarding the initiatives they are taking for the benefit of the employees? Because if employees do not see a positive outlook, they will never feel motivated.
So here, we have two sides to consider. First, is it important to manage employees' thoughts well, or second, is it important to manage HR initiatives well?
Please do comment :)
From India, Mumbai
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But don't you think that it's very important for employees to feel positive and have faith in HR regarding the initiatives they are taking for the benefit of the employees? Because if employees do not see a positive outlook, they will never feel motivated.
So here, we have two sides to consider. First, is it important to manage employees' thoughts well, or second, is it important to manage HR initiatives well?
Please do comment :)
From India, Mumbai
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Shalini, I know what you are trying to focus on.
First of all, corporates require an orientation on HR and the value addition. Sometimes it's merely seen as something that can be easily done away with. People are more focused on production, so there is high respect and value for those in production lines (or related fields), but they forget that "the function that values people" should also be given equal importance.
So in this case, I would say we should manage the thoughts of the corporate well.
But, it's not just enough to invite people for dinner and give them a glass of water to fill their stomach.
In case you have not understood what I meant from the above, it's just that after orienting the corporate and helping them think in the right way, we cannot just offer poor HR services. So HR initiatives must also be managed well, and the purpose of the initiative must have a clear objective linked to the vision of the company.
Here, I would say HR initiatives should be managed well. If you ask me to prioritize, it would be like this:
First: Manage Employee/Owner thoughts
Second: Manage HR initiatives
Because in my previous experience, I have seen that employees underestimate the HR's work/profession. So no matter what we try to do, they just spread a negative message saying, "another corporate game to cheat us!" So the mindset must be changed first. Along with it, the initiatives taken from the HR end should create an atmosphere for managing these thoughts well. Else, it would collapse!
From India, Madras
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First of all, corporates require an orientation on HR and the value addition. Sometimes it's merely seen as something that can be easily done away with. People are more focused on production, so there is high respect and value for those in production lines (or related fields), but they forget that "the function that values people" should also be given equal importance.
So in this case, I would say we should manage the thoughts of the corporate well.
But, it's not just enough to invite people for dinner and give them a glass of water to fill their stomach.
In case you have not understood what I meant from the above, it's just that after orienting the corporate and helping them think in the right way, we cannot just offer poor HR services. So HR initiatives must also be managed well, and the purpose of the initiative must have a clear objective linked to the vision of the company.
Here, I would say HR initiatives should be managed well. If you ask me to prioritize, it would be like this:
First: Manage Employee/Owner thoughts
Second: Manage HR initiatives
Because in my previous experience, I have seen that employees underestimate the HR's work/profession. So no matter what we try to do, they just spread a negative message saying, "another corporate game to cheat us!" So the mindset must be changed first. Along with it, the initiatives taken from the HR end should create an atmosphere for managing these thoughts well. Else, it would collapse!
From India, Madras
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Hi Shalini,
As HR professionals, we always prioritize people. Our services are tailored for intra-organizational individuals exclusively. We understand that management often adopts an authoritative approach, but it is crucial how you advocate for the interests of your people before them.
Shalini, employees feel motivated when their concerns are acknowledged. In my organization, we initially had a policy of observing Second Saturday as a full-day off, but later we revised it to make every Saturday a half-day policy. This change prompted numerous apprehensive and negative responses via emails. Consequently, we forwarded all these emails to the management for reconsideration. Ultimately, our collective efforts and the management's reconsideration motivated the employees, leading to a smooth adoption of this change.
In conclusion, a small initiative by an HR professional can indeed foster motivation. Bipin is correct; we can foster a sense of affiliation by sending appreciation emails and recognizing their efforts. These gestures entail no cost but can be highly beneficial for them.
I look forward to receiving your feedback on the above matter. :-P
Regards,
Rachna
From India, Delhi
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As HR professionals, we always prioritize people. Our services are tailored for intra-organizational individuals exclusively. We understand that management often adopts an authoritative approach, but it is crucial how you advocate for the interests of your people before them.
Shalini, employees feel motivated when their concerns are acknowledged. In my organization, we initially had a policy of observing Second Saturday as a full-day off, but later we revised it to make every Saturday a half-day policy. This change prompted numerous apprehensive and negative responses via emails. Consequently, we forwarded all these emails to the management for reconsideration. Ultimately, our collective efforts and the management's reconsideration motivated the employees, leading to a smooth adoption of this change.
In conclusion, a small initiative by an HR professional can indeed foster motivation. Bipin is correct; we can foster a sense of affiliation by sending appreciation emails and recognizing their efforts. These gestures entail no cost but can be highly beneficial for them.
I look forward to receiving your feedback on the above matter. :-P
Regards,
Rachna
From India, Delhi
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