Balancing the needs of the organization with those of employees is critical to creating a productive and sustainable work environment. It is important to foster constant and open communication to identify and address concerns; adopting flexible work schedules and work arrangements promotes work-life balance. Investing in professional growth and establishing recognition programs reinforces employee motivation and commitment. Another fundamental point is to give constant and balanced feedback, which contributes to a positive organizational culture.

There is a perception that the needs of the organisation and the needs of employees are at a cross purpose and this is some kind of zero-sum game. In reality, the job of HR Operations is to make it a pair of complementary needs rather than competing needs. Another aspect is that not all size fits everyone. Depending on the stage of life of each individual, the needs of the employees are also different and understanding this carefully would also make it easy to create more harmonised programs.

Here's how you can approach it: 1. Create channels for employees to provide feedback. Encourage them to share their thoughts, concerns, and suggestions openly and without fear of reprisal. 2. When employees provide feedback, listen empathetically and avoid dismissing their input. 3. Use the feedback gathered to identify any misalignments between the organization's goals and employees' needs. 4. Keep employees informed about organizational goals, priorities, and decisions. Transparency builds trust and alignment. 5. Involve employees in the process of finding solutions to address any misalignments or concerns that arise. Collaborative problem-solving fosters a sense of ownership.

Balancing HR operations with employee needs is like choreographing a dance—each step must sync perfectly. HR aligns strategies with what's best for the company, like boosting productivity and following rules. But it's also about caring for employees, making sure they feel valued, with opportunities to grow and a good work-life balance. It's finding that sweet spot where everyone feels supported, heard, and part of something bigger

I believe harmonising the needs of organisations and employees involves finding balance between achieving the organisation objectives and needs of the expectations of its employees. It could be achieved by effective communication, Engagement, flexible HR policies and fostering culture of mutual respect and collaboration. Apart from this, regular feedback from employees and adapting HR practices can help to meet the needs of both.

Creating awareness and alignment to the goals with adaptability and flexibility needs is essential. Flexibility without a thought or just being practiced by others would yield the dysfunctional outcomes. The flexibility becomes entitlement. The mindset change post that becomes painful for all stakeholders

Na minha experiência como RH observo que a flexibilidade é um salário emocional importante aos colaboradores, pois assim conseguem assumir outros compromissos tão importantes quanto o trabalho, aumentando assim a satisfação.

In other words, low hanging fruit. If COVID proved anything, it sure made its mark on flexible working options! If you are still not there yet as an employer, note that you are way behind the market missing out on a quick win within your organization!

In one of the companies I worked for, we had implemented 4.5 day working! Friday was a half day! unheard of in most organizations which typically work 24/7 and manage US/Europe clients. There were apprehensions, we expected some customer complaints. To our great surprise, not even a single complaint. Employees are responsible, they understand expectations from the organization and they know they need to deliver. Flexibility brings about trust which is reciprocated, many times over!

I am a true advocate for growth and development in an organization, but I have come across companies where supervisors and managers are not always prepared to offer this support, either through a lack of training or willingness. This has been a controversial topic throughout my HR career and various industries I have worked with. New leaders require a rigorous training program to prepare and understand that leadership is more than just managing people, they require the ability to lead as well.

It is very easy to approach the "sexy" needs that garner the most attention. Do not lose sight of those needs that are underlying and allowing the business to thrive. Pay attention to the short term needs of the business and do not lose sight of the long term goal. Often times, you will find that addressing the employees' needs often aligns with the needs of the business. It is important to keep your eyes on both and ensure that your efforts are made known. Employees need to understand the why, what and how just as your key business stakeholders need to be bought into the why, what and how in order for progress to be made and ultimately sustained.

Org. goals are mainly target that organization wants to achieve and management is particular about its execution. However, its the employees , who ultimately runs the organisation and helps to achieve the org. goals and objectives. Without them , goals are just strategic plans, awaiting execution. So, I feel that employees should be motivated, managers must understand their needs bcuz no employees needs and motivation level are equal. So a comprehensive plan must be done by HR dept. to understand the needs , individual goals and categorize them. Finally the employees must be led towards achievement of their goals by proper reward recognition and positive reinforcements. Then only individual and organisation goals can be achieved together.

Good Attitude is everything! Everything else can be taught with the right attitude and positive mindset and pave way for career growth!

Few things one can do to harmonize the needs of the organization with the needs of employees in HR Operations are: - Increase Employee Engagement by creating inclusive work environment - Empowering Supervisors and middle managers as they are best equipped to address employee needs on a day to day basis - Providing enough opportunity for visibility within the organization - Blending technology and HR expertise to optimize HR Operations - Focusing on talent development and performance management programs.

Employees in HR Operations carry an important responsibility of ensuring employee services are delivered effectively, delivering high employee satisfaction while ensuring organisational process compliances. Staying mostly in the backdrop they’re critical stakeholders for foundational people processes. Some effective ways to keep high morale and motivation for folks in HR operations are: - Recognition programs that acknowledge their contributions and good performance amongst wider organisational audience - Capabilities development opportunities in building cross functional skills - Career progression opportunities to pursue alternative job roles - Incentives that encourage higher process excellence - Communication channels with leaders

Recognition programs is one of the most critical aspects of keeping employees on the positive track. The recognition along with challenging for the next step of progress would help organizations to be more productive. Making the recognition along with feel good adding up to tangible progress in contribution and growth would help both organizations and individuals Otter wise It becomes round robin of nominations for the Reward and recognition. Fine planning and balance with lots of transparency would make it effective.

Employee wellness programs play a vital role in creating a healthier and happier workplace. Design fun fitness challenges to foster healthy competition in the office. Offer gym memberships or fitness classes to encourage regular exercise. Promote nutritious eating habits through workshops, healthy snack options, or nutrition counseling. Encourage employees to participate in yoga or meditation sessions to reduce stress and improve mental well-being. Effective employee wellness programs involve understanding your employees’ specific needs and tailoring initiatives accordingly. Prioritizing employee well-being not only reduces burnout but also improves engagement and reduces turnover.

There needs to be a genuine and immediate focus on employee health and wellness--specifically mental health. Too often, mental health carries a stigma and many organizations will shy away from taking a proactive initiative to encourage and support mental health issues. Education and awareness are essential to moving forward with any workplace program designed with the intent to engage with employees on this topic. Cultural and generational dynamics, as well as other diversity factors, have to be considered within this space also. It is not enough to offer EAP services; companies must be willing to fully support the emotional/mental needs of their employees. They have to create a safe and flexible environment that permeates company culture.

To ensure employees feel comfortable with these programs, I know it is critical that the executive team walk the talk. Without the executive team demonstrating the practical value of such programs, there is a risk that it will be seen as a fad. Prior to rolling out the valuable programs that are mentioned by other writers on this topic, the executive will be served well personally by finding an approach or two that they find beneficial. Ideally, the executive then need to find ways to genuinely speak about and share their own experiences. At one of my previous employers, I had to put myself out there as an executive participant. I know what I am describing works. I was there and I, and my colleague executives, made it happen.

By prioritizing open communication, tailored initiatives, balanced feedback, comprehensive wellness programs, and flexibility, HR can effectively harmonize organizational needs with those of employees, fostering a positive and productive work environment. Establish channels for employees to provide feedback and suggestions. This helps HR understand their needs and concerns while aligning initiatives with organizational goals. Recognize that employees have different needs and preferences. Provide flexible work arrangements, such as remote work options or flexible hours, to accommodate diverse lifestyles and responsibilities.

Feedback comes in many forms, some are constructive when others are just unprofessional and most probably will backfire! Be sure to always balance your message otherwise take a step back, breath and consider your set of mind. Don’t make decision’s while angry and don’t make promises when happy!

Two way feedback is critical in ensuring a balanced approach between the needs of the employees and the organisation. Either parties must be ready to give and receive honest feedback, this can be done during performance review session, twon hall sessions or meetings. Consequently, adopt a flexible mindset for continuous improvement to ensure the employee lives the values and vision of the organization and feedback received is used in enhancing employee welfare.

Feedback is really overlooked as a communication tool. Open communication about what's going well, as well as areas for further development should be encouraged, with 360 degree feedback enabling continuous improvement in all areas of the business.

Constructive feedback is indeed crucial for fostering growth and development within an organization. When delivered effectively, it can lead to improved performance, increased job satisfaction, and stronger alignment with company objectives. Be specific about what you’re addressing. Start with positive feedback. Acknowledge the employee’s strengths and achievements. Focus on behaviors rather than personality traits. Give feedback promptly. Waiting too long can diminish its impact. Balance constructive feedback with positive reinforcement. Encourage dialogue. Feedback is a powerful tool for growth, and when delivered thoughtfully, it can contribute to a positive work environment.

Most youth profiles are eager to grow, as an HR professional we must identify potential and foster our talents! I personally witnessed many promising team members shift careers, change employers and even quit with out a replacement for the soul factor of sensing that they are not developing and lack direction. Its a hot market out there, super unfortunate if we don’t invest where it counts most (people)!

Some more aspects to consider: 1. HR operations team should ensure that policies and practices are fair, equitable, and inclusive. They must regularly review and update policies to reflect changes in the workforce and organizational needs. 2. Continuously monitor the impact of HR initiatives on both organizational performance and employee satisfaction. Be willing to adjust policies and practices based on feedback and changing circumstances.

Organizations must consider sharing the progress towards their goals on a whole which will instill pride and also serves as forums to establish common goals. And that is why it becomes important to share not just a reflection at the year end but a context when there is change in directions (sometimes it may be many changes than we expect) to be able to direct the whole org into a course correction in action. It makes them feel like leaders. Employees on an other hand must behave like leaders and not just managers or just employees. It helps to sense the bigger picture better, and contribute wholly translating into better impact.

The change in perspective is key to balancing the relationship between employer and employee. Both need to speak the same language: the language of capital. When we talk about resources, we tend to treat them as if we should use them, exploit them, deplete them. On the other hand, when we think of any sort of capital, we immediately see investment, growth and an asset to be valued. That's what people are: human capital. When we start looking at people as capital, as valuable assets, the employer / employee narrative will be built in the same direction. Perception changes everything. Employees need to have a clear perception that they are valued and cared for. Sometimes that starts with semantics and putting out the right word.