This article is a lightly-edited summary of the key takeaways from our speakers’ appearance on our podcast, “The Shape of Work.” If you haven’t listened to our show yet, be sure to check it out here. These speakers have an incredible stable of startup experiences to draw from, the kind of stories that are unbelievably helpful for HR/people managers to hear.
For this episode of “The Shape of Work”, our host, Junius D’silva, welcomes Nimisha Das, Director HR of one of the most reputed organizations of India, Kellogg Company.
GUEST AT A GLANCE:
Name of the guest: Nimisha Das
What she does: Director HR, Kellog Company
Find her on LinkedIn.
Get Smart: “Remote working is no longer a choice- it is imperative.”
In this summary, you will get some valuable insights into topics like:
- Future of remote working.
- How can one bring in Employee Engagement?
- Restructuring during the pandemic.
- Some valuable advice for HR professionals.
Get to know about the guest:
Completing her MBA from XLRI, Jamshedpur, she possesses a versatile career in Human Resources. Nimisha’s career in HR began at Marico, where she worked as an HR manager for more than six years. Following Marico, she landed in huge companies like RedBull and Mondelez.
She explains how she enjoyed working in these companies because of their culture. She describes their work culture as extremely fun and energetic.
“What are your thoughts about the future of remote working?”
Nimisha explains how this period demonstrated the necessity of remote work. The future of work is hybrid. She explains the three pillars of FMCG- Backend, Sales, Manufacturing. In her company, the backend could work from home. However, people in the manufacturing section had to be present. The company ensured all the safety standards in the production sites.
Conveyance, necessary equipment, etc., were arranged in order to have a panic-free environment for everyone.
Manufacturing field changes with regards to HR:
After the pandemic began, HR has performed a great role in Kellogg India to ensure their people are safe. It has been their priority to bring in the necessary equipment and communicate effectively with their workmen in order to remove panic. They also ensured basic hygiene, focused timetable, and medical help when required.
Nimisha talks about her experience of communicating 1-on-1 with the company’s staff. She realized that speaking with everyone individually gives a better response than talking to them in groups. The conversations are more rational and understanding.
Employee engagement in the FMCG industry:
In order to practice employee engagement, they have provided their employees access to LinkedIn Learning. Through this feature, they offer courses that the employees can enroll for and upskill themselves. The digital tools have also helped in better engagement. Tools like Zoom, MS Teams, etc., make connecting more convenient.
They have also been working to ensure better mental health by being more connected with their employees. They arranged for several employee communication ways and policies. From having monthly town hall meetings to small meetings with less people at once for more personalized conversations- they have made some great efforts. They arranged work from home accessories and care packages during the second wave of covid-19. At the same time, they had tie-ups with hospitals, ambulances, and the “Practo” app for online medical consultation. Employees also had access to counselors and meditation sessions.
Restructuring the system in Covid-19 second wave:
Nimisha mentions that the second wave brought in a lot of changes in the structure of the company. They had to make decisions like prioritization of work. They had to prepare for emergency responses when it came to work and employee well-being.
Things HR professionals should know:
To sum up, Nimisha requests people to follow all the Covid-19 related precautionary guidelines. And from an HR point of view, people in this function need to understand the context of Covid-19. They have to be faster in terms of creating policies and communication guidelines. And they definitely should not undermine the concept of mental well-being and should consider investing in it.
Through this situation, Nimisha credits her son and her pet for removing her stress. She also developed an interest in music and meditation during the lockdown.