Dr. Vipul Saxena, Executive Vice President- Group HR, Sutlej Textiles and Industries Ltd.
With changing times, globalisation of
business has given employees exposure to Human Resource Management practices
and its positive impacts on Employee Engagement, Employee Performance and its
direct relationship to Organisational Performance.
One very important feature that has
emerged out of this learning is that its not only Employee Engagement but Employee
Well-being which actually leads to enhanced Employee Performance. Employee
Engagement only yields certain level of job satisfaction through role clarity,
responsibility, accountability, clarity of vision & mission of the organisation
through transparent internal & two way communication. Wheras Employee Well-being
is stage ahead of Employee Engagement where employees feel that their physical,
mental, psychological health are considered as organisational concerns, which make
employees not only better engaged but also motivated. This results in further
improvement in employee performance, retention and sense of reciprocation towards organisation.
Workplace emotion is one
of the key factors which effect employee well being. Workplace emotions are part
of working environment affecting employee's emotions due to company policies, leader’s
attitude, working relationships, office environment, inter-personal
relationships which impact employee’s emotional levels both positively or
negatively. Therefore, the extent to which company’s HR policies are employee
friendly & employee caring will impact employee well being and emotional
levels positively.
The role of leadership is pivotal in
an organisation set to achieve enhanced employee engagement through employee
well being. Therefore, globally Leadership styles too have gone through change/
in transition from Autocratic to Participative/Collaborative leadershi.
At an emotional
level, if the boss is empathetic to his or her team members, it triggers positive
emotional level leading to employees feeling motivated and better engaged; they
feel that there is someone whom they can confide about working comfort / personal
matters and someone who cares for their emotional needs. Hence, It is the one
of the key responsibilities of Leader to make & keep work place Emotionally
Intelligent (EI).
It is prudent to understand that in
changing times, along with need for Emotionally Intelligent (EI)
work place, it is also expected to be Socially Intelligent (SI). It
is believed that EI alone cannot lead to achieving Employee Well-being.
SI is defined as Team member’s bonding among each other and with Leader Socially.
In the upcoming post-COVID
challenging times, role of leaders in terms of EI & SI quotient will play
very important role in restoring team synergy under altered emotional
stress levels of employees, through empathetic personal conduct & driving innovative
interventions across levels.
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