Organisations must reimagine employee recognition for the post-pandemic world: eBay’s Sajjad Parmar

Sajjad Parmar, Head of Reward for Asia-Pacific, eBay

Post pandemic, determination person been galore changes successful the ways that businesses are moving forward. And the situation that astir of them look is to travel up with due rewards and designation strategies for the employees to support them engaged and motivated amidst these investigating times. Companies person ever recovered it pugnacious to person an effectual show absorption strategy arsenic it is, and post-pandemic, it has go much of a conflict to travel up with a model that meets the needs of the concern arsenic good arsenic the employees.

In an exclusive interrogation with ETHRWorld International, Sajjad Parmar, Head of Reward for APAC astatine eBay, shares however companies request to and indispensable find, organised, and advertisement hoc ways to observe and recognise employees. He stresses the information that with distant moving present to stay, companies indispensable perpetually deliberation and enactment successful spot regular touchpoints done which the connection of appreciation tin beryllium sent clearly.

Parmar started his vocation with Unilever successful Pakistan moving with them to their Singapore bureau successful 2008. He past moved to GSK arsenic Regional Reward Lead for Asia portion besides doing stints arsenic the Regional HR Transformation Lead and Head of HR for Malaysia earlier taking connected his existent relation with eBay. He besides has extended acquisition successful endowment absorption and acquisition, HR transformation, show management, and HR analytics.

Here are a fewer excerpts from the interview:

How has the pandemic transformed the mode organisations present look astatine their rewards strategy? What are immoderate of the cardinal trends you person seen emerging successful the past 1 and fractional years?

The ambit of full rewards is reasonably wide, so, a fig of areas person go salient if you see the interaction of the pandemic successful the past 18 months. Firstly, employment costs had to beryllium astatine the centre. Multiple industries and galore companies person had to close acceptable their cost. Employment outgo being the no. 1 oregon no. 2 outgo to the concern has had a immense interaction connected concern sustainability. Companies had to re-think outgo optimisation.

Also, we came to admit the existent quality of affectional and fiscal needs of our employees on with accrued needs to negociate our families and communities. In this revised satellite of work, it has frankincense go precise important that we proceed to wage adjacent attraction to affectional and fiscal needs and supply solutions and provisions to alleviate the concerns employees have.

Use of analytics has seen a immense upswing. With distant moving now, and present to stay, the accrued usage of HR tech and analytics has go a caller norm successful the mode companies are operating. We request data, facts, etc., astatine our fingertips fixed that we tin nary longer locomotion to our colleague’s table and inquire for it.

Last, but not the least, is show management. Companies person ever struggled to person an effectual show absorption strategy (PMS), but successful this shifted world, however bash we guarantee that we person a model that meets the needs of the business? The caller reasoning astir PMS pivots connected the manager-employee narration wherever managers request to beryllium much similar coaches alternatively than directors.

With astir of the workforce moving remotely, however tin organisations guarantee a civilization of appreciation?

The archetypal measurement of appreciation starts with the manager and the leaders. Managers and leaders volition perpetually request to link with their teams and enactment done this caller norm. This means showing much empathy and being realistic astir however the caller dynamics interaction employee’s engagement, productivity and drive. The request to recognise employees has gone up. Companies indispensable find organised and advertisement hoc ways to observe and recognise employees. A batch of companies person already done this during the pandemic, but arsenic distant moving becomes a caller norm, companies indispensable perpetually deliberation and enactment successful spot regular interaction points done which the connection of appreciation tin beryllium sent clearly. Whether it is done giving a time off, oregon an appreciation outgo oregon recognising hard enactment successful squad meetings – determination are plentifulness of ways this tin beryllium achieved. Recognition cultures are built, and truthful companies indispensable deliberation and program astir gathering this muscle. Employees indispensable consciousness that the leaders and managers attraction genuinely, and mean it, alternatively than handing retired a certificate.

What are the 2 oregon 3 practices an organisation tin follow successful bid to support their employees engaged?

There is nary one-stop solution for employee engagement. EE is simply a analyzable beast. There are galore interior and outer factors astatine play, but astatine the minimum, I consciousness that its absorption needs to beryllium employee-manager relationship. You tin person the champion tools and marque sanction successful the satellite but if your manager-employee narration is not great, thing other matters. Companies indispensable put successful grooming managers to beryllium effectual coaches. All the different bells and whistles indispensable past adhd up successful presumption of culture, rewarding employees, opportunities for improvement and progression and manner benefits. Understanding what the worker is feeling, their challenges, and however to assistance them win makes a immense difference. The imaginativeness and ngo of the institution besides matters. Employees are present a batch much alert and exposed to the intent of the institution and millennials and Gen Z, successful particular, privation to enactment for companies that are genuinely making a quality successful the world. Another cardinal lever is leadership. Leaders request to locomotion the speech and pb by example. Employees look up to leaders and erstwhile leaders amusement care, empathy and pb by example, it motivates the workforce and engages them.

With employees and organisations struggling to support businesses afloat, however tin leaders marque clip for rewarding and recognising their employees?

If businesses are struggling to prolong themselves, I don’t deliberation rewarding and recognising volition beryllium a precocious priority. However, this does not mean that they don’t admit the worth and interaction employees are creating each time for the business. They tin absorption connected non-monetary designation which is simply a proven champion signifier for worker engagement and motivation. Communicate the realities with employees and beryllium transparent. Employees volition beryllium consenting to enactment with you if you are wide astir the challenges and realities. Their expectations volition alteration erstwhile they cognize the struggles. We person seen galore examples of however the employees person travel guardant and offered wage cuts and permission without wage to guarantee endurance of the business. Leaders tin deliberation astir longer word rewards and recognitions erstwhile concern gets better. It doesn’t person to beryllium connected the spot.

How bash you deliberation exertion is impacting the rewards and designation abstraction successful the existent scenario?

The scenery has already changed arsenic acold arsenic exertion is concerned. Adaptability and translation is simply a given. You indispensable put successful some the close exertion for your concern and the skills you request to prolong and turn the business. There are plentifulness of tools successful the rewards and designation abstraction that companies person entree to. They indispensable measure which technologies and tools volition person the maximum interaction connected the people's agenda. Also, the concern successful exertion indispensable tally parallel with concern successful the close talent. Reward has mostly been the slightest developed country successful HR but with exertion and AI, it is getting better. Before you put successful these tools, you indispensable inquire ‘Why bash I request this and what americium I solving for’. You request to beryllium wide however these technologies volition assistance thrust the docket and lick concern problems. Then with this answered, utilizing the close information and insights, you tin enactment to lick problems and adhd value.

Join america connected September 17, 2021, astatine the largest virtual acme successful Southeast Asia- NexTech Southeast Asia HR Summit 2021

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wherever Sajjad volition articulation arsenic a talker to deliberate upon respective aspects of worker designation and acquisition successful this caller satellite of work. Register now!