1. Provide equal opportunities: Fairness and organisational performance are correlated. Sensitising all internal stakeholders, including leaders, managers and employees, on the importance of being fair and inclusive is critical. Our hiring policies ensure a fair playing field regardless of age, gender, disability or background while providing everything needed to be successful at work. Conducting training programmes, workshops and interventions at regular intervals can be helpful.
2. Have a transparent performance management process: Having transparency enhances employee communication and engagement, strengthens company culture, and boosts productivity. Every decision made for employees regarding their promotion, transfer, rewards and recognition should be based on meritocracy. Additionally, providing employees with continuous feedback on the 4 Cs—Contribution, Capability, Career and Commitment—is very important for their development.
3. Be empathetic: The need to be empathetic at the workplace is the most critical ask for any organisation at this point in time. Demonstrating empathy enhances employee interactions which can lead to more effective communication and positive outcomes. Additionally, managers skilled at empathetic leadership can look out for signs like burnout by understanding the goals and needs of team members and showing willingness to provide support based on each employee’s situation.
4. Build platforms to raise concerns: Employees must be made aware of their ethical responsibilities and given multiple avenues to raise issues. Another good practice is to have diversity in the grievance resolution committee.
5. Build a strong culture: Having a well-constructed and resilient culture that aligns with the company’s vision, mission and values is important.