How HRs can Coach their Way to Building High-Performing Teams

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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.


On this episode of The Shape of Work podcast, we have Seema Singh Bhadoria, a leader having more than 25 years of experience in running businesses.

GUEST AT A GLANCE:

Name of the guest: Seema Singh Bhadoria

What she does: Chief Executive Officer, Gyan Batao Learning Hub.

Find her on LinkedIn.

Get Smart: “If you make people feel important, and they feel valued in a system, you will find that they will work harder to deliver what you need.

TOP TAKEAWAYS:

In this episode, you will get valuable insights into:

  1. Different ways of functioning across industries.
  2. Building high-performance teams.
  3. Advice to people managers in the current scenario.
  4. Multiple roles of HR.

EPISODE HIGHLIGHTS:

Different ways of functioning across industries:

The fundamentals of the business have mostly remained the same. The difference prevails in the business models of different industries. In the last ten years, the way of marketing has changed because of digitization. Similarly, retail is going through a modification too. Retail business owners need to have a good hybrid model with an e-commerce setup or an online means to connect to more customers. The market is constantly evolving and, whether it is a consumer or the owner, each of them needs to have a good knowledge of the product and the right platform to promote it. However, the primary business principles remain the same mostly.

Building high-performing teams:

A company needs to create a culture that integrates both the company goals and its employees’ goals. It lays the first foundation in terms of building an alignment between the company and its people. The process enhances productivity and reduces confusion. It also creates a culture of accountability where people understand how to adapt to different functions in that particular environment. Secondly, companies should focus on good communication. Clarity in communication is required to reduce the possibility of any misunderstandings. 

Seema further mentions that one of the most significant factors that companies should keep in mind is engagement. Good engagement can offer better communication and transparency. When leaders do not review and engage with their employees, they will tend to lose their motivation. The next thing to work on is conflict management. People have different thought processes and different mindsets. To resolve a situation, one needs to train the people and find a solution with them. 

Organizations are mainly about people. So if a company creates the right team and knows its employees, it will definitely achieve success. It needs to set the right expectations with these employees. Ways to procure an alignment between the personal and the company goals are required. The company should create the correct agenda with this alignment and constant engagement. In addition, employees need to be appreciated. They need to feel valued. The company needs to create a culture that is open to ideas. The final thing to focus on is remuneration. Thus all the factors covering the overall satisfaction of employees are included.

Advice to people managers in the current scenario:

With the onset of the pandemic, the circumstances and the place where the employees are operating are very different. The financial market has also been affected. Seema explains that when organizations are growing, the morale of the employees is also higher. In this situation, the HR manager needs to keep certain things in mind.

Firstly- empathizing with the employees. They need to understand the particular situation and be supportive.

Secondly, they need to be engaging. They should ask them if they need any support in their work. They should ensure that the employees are equipped with all the necessities. Furthermore, they can build a connecting platform where people can enjoy. They need to build up effective performance management systems as well. The managers need to discuss the details of the tasks the employees have to perform. It will help them stay focused and give their best to it. The employees will grow with the growth of the company.

Multiple roles of HR:

Today, even an HR person has a business role to play. They need to understand every aspect of the business. Moreover, they play the role of a coach, a mentor, and a supervisor. Some of the broad things that people managers need to keep in mind are:

  1. Goal-setting with employees: Goal-setting nurtures the mutual relationship between the employees and the company. Moreover, there should be an alignment between what the people manager and the business head require from the employees. 
  2. Creating the right engagement culture: Seema talks about the importance of respect. There has to be a platform where employees appreciate each other’s work and achievements. 
  3. Being supportive: People managers need to communicate and find out the challenges their employees face while working. They should understand their mindsets and behaviors. They need to support them in their journey and be their go-to person for any trouble.
  4. Regular payment systems: The people managers need to ensure that the employees are getting paid timely. They should create a roadmap to show them the right way to grow in their professional journey. It paves the way for better employee retention.
  5. Bring excitement in a workplace: People managers should make every workday of employees more exciting. They can create contests on tasks to make them more happening. It aligns the goals with a more fun way of achieving them.
  6. A conducive culture and trust: The most important thing in the organization is trust and communication. If the company lacks good communication, it will simultaneously lack trust.

These factors can help a people manager be a great coach and mentor to the employees. They can effectively deliver whatever is required by the organization.

Dhristi Shah

Hi, this is Dhristi, Content Writer and Editor at Springworks India. I am a keen learner and am passionate about everything related to writing.

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