The labour force does the basic work for the organization, and the management team gets the work done by the labourers. When these two teams work in harmony, the organization moves in the right direction, and everyone is happy. However, sometimes a split between these two teams or overcome labour issues can be a source of immense damage to productivity, reputation and overall wellbeing of those who are associated with the organization. Breach of trust is the chief cause for labour issues in any company.

Trust is the foundation for everything we do, it is the bedrock of every relationship, and be it personal or professional. If we learn to trust we can experience unprecedented human progress, or else it’s downhill all the way.

A breach of trust can happen due to various reasons, if employees experience culture bias, exclusion or if they feel isolated; trust can also be broken if a data violation cover-up is not seriously addressed, or due to a technological failure resulting in loss of human life. The motivation for a breach of trust can be intentional or unintentional.

Redemption of trust between the labour force and the management team is imperative for the health of an organization; it is difficult, but yes, it’s possible to recover trust. The three pillars on which trust is built are a) authenticity b) logic and c) empathy, if anyone of the pillars wobbles; trust is threatened. If management teams understand where trust wobbles; they can devise a prescription to overcome it.

Minimise Labor issue outcome

Let’s discuss some of the reasons that break trust, and some of the techniques that can salvage trust.

1. Empathy wobbles – Sometimes the management team is so self distracted in their own world that they don’t have the patience to give enough time to address the issues of the labourers, this sends a wrong signal and empathy wobbles.
2. FIX – Listen to their issues patiently, make them feel really important, as if they are the CEOs, actually they are more important than the CEO because if CEOs do not show up for work, productivity is not impacted; but if the labourers decide to take a day off, productivity will be impacted. So if the management gets deeply immersed in the perspective of the labour force, empathy becomes steady
3. Logic wobbles – When the management proposes something that fails to convince the labour force, and if they start to doubt the feasibility of the proposal, logic wobbles. There are 2 main factors for logic wobble, firstly quality and secondly communication. If the quality of the logic, fails to inspire confidence among the labourers, then there is nothing much to be done; but fortunately, most often logic wobbles are caused by poor communication of ideas.

Fix – There are two ways to communicate ideas,

• before revealing the true intention, some speakers like to take the audience on a journey. So, after a lot of twists and turns, which raises more suspicion in the mind of the already doubtful people, when the truth is disclosed, oftentimes it’s universally rejected by the addressees.
• So instead of beating around the bush, it is better to come directly to the point, and then give supporting evidence of how the idea has reaped rich dividends in the past, with other organizations. This way you eliminate the risk of increasing the suspicion of an already doubtful crowd, and chances of your idea getting acceptance are much more.
• Authenticity wobbles – The human race has an inherent talent to sniff out a phoney; so while addressing the labour force, if members of the higher management team think, that they can beguile the labourers by putting up an act of solidarity, then they have grossly mistaken and authenticity wobbles.

Fix – Be you, it is very easy to be authentic with people like yourself, but if you represent any sort of difference, it is super challenging. You would be tempted to mute the voice of the real you but fight that temptation. Voice your opinion with deep conviction, instead of beating around the bush, use direct speech.

Payless attention to what people want to hear from you, and far more attention to what you need to say. We are all different from one another, this difference is individuality; so if you hide the difference trying to be pleasant, you lose your authenticity as an individual, and will be less likely to be trusted.

Conclusion

Trust comes from a sense of common values and beliefs. The very survival of the human race depends on our ability to surround ourselves with people who we trust. With trusted people around we feel more confident to go out and explore the mysterious, knowing that someone we trust will watch our back. Our very survival depends on trust.

This article is presented by Pathfinder Staffing Inc who are into Staffing Services in GTA, Barrie, Chatham-Kent, St Thomas, Barrie, Newmarket, Hamilton, Brantford, Guelph, Minto, Kitchener, London, and surrounding areas.

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The pandemic and the new normal of social distancing that we are aspiring to have been a catalyst for accelerating trends of change, and it’s time for the HR to step up and put on their thinking caps and find new ways on how to choose staff smartly that add value in this new world.

HR will have to evolve with technology and enable organizations to unleash the full potential of their employees. With the pandemic dealing a paralyzing blow to businesses across the world and bringing the global economy to a grinding halt, it’s time for a paradigm shift.

To alleviate the damage caused by the pandemic HR teams will now have to meticulously review the cost of its employees, not just in terms of salary, but also the cost involved in the day to day function of the organization, for instance, space occupied by the employees, the equipment they use like phones, computers, printers, papers, other stationery items, also the cost of the telecom minutes and broadband used by them. And find ways of better managing these facilities to optimize productivity and enhance the profitability of the organization.

Instead of basking in the glory of past achievements, HR will now have to focus on how to tap into the present possibilities and future options.

The present work environment which is undergoing a complete makeover on the backdrop of a pandemic is much more challenging with its social distancing norms; it has given the HR responsibility to choose staff smartly for some more taste of success.

Engaging the labour force under the social distancing guidelines and at the same time mitigating the loss of the organization by ensuring no shrinkage in productivity; is the new challenge posed by the pandemic.

The role of the HR team in an organization is similar to that of music conductors, who coordinates with all the musicians in the orchestra with their silent gestures, to create a symphony. In the same way, the HR although not directly involved with the company’s operations, makes sure smooth functionality by setting up the right teams, for the right job.

A good soccer team does not comprise of players who can play in every position, instead, they have strikers in the frontline defenders in the rear line and midfielders in-between them; each of them specialized in their particular role. Proper player selection is the key to a team’s success and that is what the HR does for the success of an organization.

With the onslaught of COVID-19, social distancing and personal hygiene have become absolutely paramount, this has changed the whole equation. Let’s discuss some of the points on how HR teams have to adapt to new situations and rewire their recruitment policies; to attract the right talents for the relevant positions.

Covid-19 is playing the role of a harbinger of new work ethics. The headcount of manpower has taken a direct hit, as social distancing warrants more space. So instead of hiring talents only specializing in one particular field, fast learners capable of multitasking is the need of the hour.

3 things while choosing a staffs

To hire a talent basically 3 things are assessed.

• Brain (IQ or ability to learn and comprehend information and leverage that information).
• Heart (personality and talent).
• Toolbox (past experiences, education, things they learned working in previous organizations).

Conventional HR practice is to look at the toolbox and come to a conclusion whether to accept or reject an applicant, now that practice has to change, as multitasking and fast learning is the new flavour of the season.

The first thing contemporary HR teams should look at is the heart, that is with due respect to the applicant’s speciality, they first need to know the candidate’s personality, if they can blend into the work culture of the new organization and their willingness to learn new things. An amicable personality will make a great team player and elicit the best from other team members.

The next thing they need to check is the brain to see if the applicant has the ability to learn and apply the knowledge. Talented candidates having the willingness and ability to learn new things, can shoulder new responsibilities and go up the corporate ladder adding value to the organization.

Last but not the least, a peek into the toolbox will give the HR team a fair understanding of the candidate’s strengths and achievements. This inspires confidence in the applicant’s potential to face future challenges.

An efficient HR team or a  Staffing Services would be able to identify if the candidate has the talent needed to be successful in the position they are being hired for and also if they can fit into the work culture of the organization. Since the information on the resume is not enough to recognize if the candidate has the required talent needed for the position, the HR team should draft a smart questionnaire; so that the answers to those questions can reveal what’s not mentioned in the resume, enabling the HR team to find out if the candidate has, what the organization is looking for.

Highly effective HR teams know exactly what they are looking for in a candidate to be successful in a certain position, and also the flip side of the quality they are looking for. For instance, if a candidate is required to be empathetic, the HR team should be aware that generally emphatic people have difficulty making decisions.

Hiring the right talent for the right job in a competitive economic environment has been the biggest challenge for HR teams or Recruitment Services; now that bar has been raised, with the advent of COVID-19, and it leaves no room for error. In these difficult times, HR teams need to do a bit of introspection, so that they do not reject a good talent, for the sake of entertaining an illogical personal prejudice. The two magic words, that can save them from being unconsciously biased is, ‘SO WHAT’.

Many times HR teams have rejected candidates for having one drunken picture on Facebook, so what, that does not mean the person will come drunk to work.

Many times HR teams have rejected candidates for having a weird hairstyle, so what, Albert Einstein had the most wonderful brain under a weird hairstyle.

To overcome these difficulties company HRs should look for such Employment Agency or Manpower Agency who can provide the correct fit for the correct job.

Owing to this unconscious biases many HR teams have thrown away diamonds in the rough, thinking them to be mere pieces of glass; today on the backdrop of COVID-19, HR teams have no other alternative but to drop this discriminatory inclination like excess baggage.

After all, our individual differences and similarities help us build our collective strength, and that is the only way we can overcome hurdles in lifelike COVID-19.

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