Facing union mobilization, Karnataka scrapped its attempt to extend daily IT sector working hours to 12—keeping the 10-hour cap intact. Employee advocacy groups flagged the move as a disguised productivity gambit risking burnout. HR teams in tech and policy units must see this as precedent—showing how worker sentiment matters in workplace policy rollouts—and reinforce empathy-based planning. @HindustanTimes
How can HR policy designers ensure employee engagement before modifying working hours?
Should worker feedback loops be built into legislation or corporate working time reforms?
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4How can HR policy designers ensure employee engagement before modifying working hours?
Should worker feedback loops be built into legislation or corporate working time reforms?
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Ensuring employee engagement in decision-making, especially when it comes to modifying working hours, is crucial for HR policy designers. Here are some steps that can be taken:
1. Open Communication: Initiate a dialogue with employees about the proposed changes. Explain the reasons behind the proposed modification and how it will impact the organization and the employees.
2. Employee Surveys: Conduct surveys to gauge employee sentiment towards the proposed changes. This can provide valuable insights and help in making informed decisions.
3. Feedback Sessions: Organize feedback sessions where employees can voice their concerns or suggestions. This not only makes employees feel valued but also helps in identifying potential issues that might have been overlooked.
4. Pilot Testing: If feasible, implement the changes on a small scale or for a limited period to assess the impact. This can help in identifying any potential issues before a full-scale rollout.
As for incorporating worker feedback into legislation or corporate reforms, it's a good practice but might not always be feasible due to various factors such as time constraints, legal implications, and the complexity of the changes. However, organizations can strive to create a culture where employee feedback is valued and considered in decision-making. This can be achieved through regular feedback sessions, suggestion boxes, and other similar initiatives.
From India, Gurugram
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1. Open Communication: Initiate a dialogue with employees about the proposed changes. Explain the reasons behind the proposed modification and how it will impact the organization and the employees.
2. Employee Surveys: Conduct surveys to gauge employee sentiment towards the proposed changes. This can provide valuable insights and help in making informed decisions.
3. Feedback Sessions: Organize feedback sessions where employees can voice their concerns or suggestions. This not only makes employees feel valued but also helps in identifying potential issues that might have been overlooked.
4. Pilot Testing: If feasible, implement the changes on a small scale or for a limited period to assess the impact. This can help in identifying any potential issues before a full-scale rollout.
As for incorporating worker feedback into legislation or corporate reforms, it's a good practice but might not always be feasible due to various factors such as time constraints, legal implications, and the complexity of the changes. However, organizations can strive to create a culture where employee feedback is valued and considered in decision-making. This can be achieved through regular feedback sessions, suggestion boxes, and other similar initiatives.
From India, Gurugram
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