You may be the founder of your company, hesitant to hand over the reins of a company that took you years to build. Your children are uninterested in taking over the family firm or intent on pursuing dreams elsewhere. Or perhaps you inherited your parents’ company and must navigate your family dynamic. Or you could be the new boss who took over the business and are faced with a change resistant mould that has been the same for years. Like many Asian countries, Sri Lanka too is peppered with family firms realising that change needs to come fast. We at The HR Consortium (Pvt) Ltd feel that the time perhaps has come to ask the question, “Are you managing your organisation’s Human Asset with the same rigour you do your Financial Assets, or is it too late now?”
From: The HR Consortium <info@thrconsortium.com>
Sent: Now, Today.
To: Chairperson, a Family Firm <the.lead@familyfirm.lk>
Subject: URGENT- Will your business be around in three years?
Dear Corporate Decision Maker,
We understand that the recruitment landscape has shifted rapidly from a buyer’s market to a seller’s market. Your biggest challenge today is to attract and retain people. Gone are the days that you could specify the salary and job objective to filter out the ideal candidates for your job vacancy. Now candidates broadcast their personal brand and set their conditions. They chase a clear idea of what they want; unless they find it at work, they will not commit. Who are these elusive individuals? Millennials. Millennials, states Jay Gilbert of the Ivey Business Journal, are ‘well educated, skilled in technology, very self-confident, able to multi-task, and have plenty of energy. They have high expectations for themselves.’ Millennials value their work-life balance. They find their job interesting and worthwhile if their voice is heard and their ideas implemented. Have you thought about how your employees add value to the business? The HR Consortium sees their need to be involved in the decision making as their value proposition.
Your last ‘employee satisfaction’ survey report lies untouched on your HR Head’s table. Has your research partner done a good job gathering data that could possibly be included into the business plan for the next quarter? Probably. But we do not want data, we need insight that can be translated into action. As Douglas Pough stated in his Service with a Smile: Emotional Contagion in the Service Encounter, the employee’s ‘emotional expressiveness and inner feelings on the job’ play a quintessential role in their decision making and work ethic. Our business research unit Second Curve (Pvt) Ltd gains insight by recording the ‘employee displayed emotions’, enabling them to measure their ‘emotional stamina’. The significant patterns are used to build action plans and initiatives. It doesn’t stop there. Do you have trouble putting our suggestions to practice? Enter the next phase where we work alongside you to ensure its effective implementation.
Have you spent time identifying the emotional stamina of your employees, and whether they are capable and willing to do their job? For instance, you conduct due diligence for the latest machinery in your factory, the same must be done for your human resource. As American Sales motivation speaker Zig Ziglar says, ‘You don’t build a business – you build people – and then people build the business.’ Second Curve offers an Employer Brand Tracker that is more than a document picking which employee is an asset and who needs to be kicked out. It is an expansive study blending the different visons of the Boss, the Board of Directors, the Senior Managers and each employee. Second Curve collects insights, strategies and solutions and passes them on to The HR Consortium. We then develop a holistic answer to your multitude of issues. Local research shows that while most family firms are vision oriented, they have not set it clearly in writing. Do not be a part of the pack; change, adapt and thrive.
Best Regards,
The HR Consortium.
Telephone: 075 912 2008/ 011 2 335244
Address: 16/3, Rotunda Gardens, Colombo 03
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