Independence Day is usually a time for celebration, filled with the spirit of freedom and unity. But this year, as India marks its 74th Independence Day, the mood is tinged with a mix of resilience and uncertainty. The COVID-19 pandemic has thrown our lives into a whirlwind, forcing us to adapt and overcome unprecedented challenges. While frontline workers battle the virus, those behind the scenes, like HR leaders, are facing their own set of hurdles.

The pandemic forced a radical rethink of how businesses operate, and HR departments were at the epicentre of this transformation. People Matters TechHR 2020 emerged as a virtual crucible for HR leaders, analysts, and tech experts to collectively grapple with these challenges. This groundbreaking event brought together over 5,000 industry pioneers to dissect the new normal and chart a course for the future of work.

So, what shackles are HR leaders eager to break free from in this era of rapid change? At People Matters TechHR 2020, industry pioneers converged to dissect the challenges hindering their progress. From outdated mindsets to rigid structures, HR leaders expressed a collective desire to redefine their roles and liberate their organisations from the constraints of the past.

Stop being custodians of policies - be adaptable and agile! 

HR leaders are calling for a radical overhaul of traditional HR practices. Rigid policies and bureaucratic processes are hindering agility and responsiveness to the evolving workplace. People managers, often burdened by excessive paperwork, need to shift their focus from policy enforcement to employee enablement. By leveraging technology and fostering a culture of continuous learning, HR can transform from a bureaucratic function to a strategic partner driving business growth.

Stop looking at what just people have done, but look at what they could do

Traditional performance reviews, often focused on past accomplishments and numerical ratings, are no longer fit for purpose. The spotlight is shifting to employee potential, strengths, and growth opportunities. At People Matters TechHR India, there was a resounding call for performance management systems that empower employees to reach their full potential. By investing in employee development and fostering internal mobility, organizations can enhance employee experience and build a future-ready workforce.

So, stop looking at what just people have done but look at their potential, use data and insights to learn about their capabilities and build a more power-packed future-ready workforce for your company. 

Stop attendance!

The pandemic has sounded the death knell for traditional attendance tracking. With remote work becoming the norm, the focus has shifted from hours logged to outcomes achieved. HR leaders at TechHR emphasized the need to trust employees and measure productivity based on results, not presenteeism. This shift marks a significant departure from outdated work practices and signals a new era of employee autonomy and accountability.

Stop the urge to respond to 2 AM messages

The pandemic has blurred the lines between work and personal life, forcing a reevaluation of our routines and boundaries. While structure was once associated with monotony, it's now essential for maintaining productivity and well-being. The constant pressure to be available 24/7 is unsustainable. To thrive in this new era, individuals and organizations must establish clear boundaries, create effective routines, and prioritize work-life balance. This shift away from the "always-on" culture is crucial for long-term success.

Stop looking at things from a cost perspective alone

Richard Branson said, “Customers come second, employees first.” It’s a philosophy that brings unexpected benefits to both the company and clients. However, most often management teams see engagement, wellness, and development of their employees as a cost and not investment. If an employer believes that talent management activities are expensive, then they don’t know the cost of ignorance. Companies that are loyal to their employees don’t see activities like training, wellness, development, implementing technology as a cost, but as an investment. And these companies will have a more happy, engaged, and productive workforce.

Stop believing only in the type of innovation that has worked in the past

This pandemic has reinforced one thing that you can’t just bet on the type of innovations and practices that worked for you in the past. And that it’s crucial for you to open up to new ideas and create a culture of experimentation to thrive in the long term. Over the last few months, we have seen a flurry of new initiatives, experimentations, and tech innovations coming out from organizations to sail through this pandemic. The global work-from-home experiment, for instance, has worked for the majority of organizations globally. Even the most traditional businesses have learned to cope with this new style of working. So, open up, start experimenting, and fail fast!

Stop trying to be the ‘hero’

The weight of leadership can often feel overwhelming, especially during a crisis. Many leaders instinctively shoulder the entire burden, neglecting their own well-being. However, the pandemic has exposed the limitations of this approach. We are all in this together, and it's essential for leaders to recognize their own vulnerabilities. By sharing the load and fostering a culture of mutual support, leaders can not only enhance their resilience but also empower their teams.

“Freedom cannot be bestowed — it must be achieved.” So free your own self from the old approaches that hold you and the HR function back and embrace the new reality of work. 

These are just a few of the outdated practices HR leaders are eager to leave behind. If you have other insights or practices we might have missed, we’d love to hear from you. Share your thoughts in the comments below.

Happy Independence Day!