Article: Balancing workload & learning: Master Capital Head HR’s tips to prevent burnout & foster growth

Employer Branding

Balancing workload & learning: Master Capital Head HR’s tips to prevent burnout & foster growth

Suprita Bhattacharya emphasized that continuous learning is pivotal in boosting employees' capacity to multitask adeptly. It extends beyond mere knowledge acquisition, enhancing cognitive agility, time management, and decision-making abilities.
Balancing workload & learning: Master Capital Head HR’s tips to prevent burnout & foster growth

Employees often find themselves grappling with immense workloads while concurrently navigating the pressure to continually upskill and stay relevant in their roles. The dual demands of performing daily tasks proficiently while also engaging in ongoing learning initiatives can easily lead to exhaustion and burnout. 

In this context, the insights shared by industry leaders like Ms. Suprita Bhattacharya, Chief of Staff at Master Capital Services Ltd., are invaluable. In a recent interview with People Matters, Ms. Bhattacharya delves into strategies aimed at alleviating this burden and fostering a healthier balance between professional responsibilities and personal development.

She highlights the importance of effective time management and prioritization in managing workload and learning commitments. She discusses how aligning personal development goals with organizational objectives can create synergies that benefit both the employee and the company. Moreover, she emphasizes the role of supportive workplace cultures and leadership in encouraging a sustainable approach to continuous learning without compromising employee well-being.

Through her experience and expertise, Ms. Bhattacharya offers practical advice on navigating the delicate balance between workload and learning, ensuring that employees can thrive professionally while also maintaining their physical and mental well-being. Her insights are crucial for organizations looking to create environments where employees can grow and contribute meaningfully without succumbing to the pressures of burnout.

Excerpts from the interview: 

Q: What advantages do you think employees get from continuous learning?

Continuous learning is pivotal for employees as it not only enhances their efficiency but also bolsters their self-assurance. When employees engage in ongoing learning initiatives, they have the opportunity to refine their skills and knowledge continually. This continuous improvement not only helps them perform their current roles more effectively but also prepares them for future career advancements. 

By staying updated with the latest industry innovations and acquiring fresh concepts, employees can remain competitive and adaptable in a rapidly changing workplace environment. This ability to learn and grow not only benefits the individual employees but also contributes to overall organizational success by fostering a culture of innovation and continuous improvement. Ultimately, continuous learning enhances job satisfaction by providing employees with the tools and knowledge they need to succeed and thrive in their roles.

Q: How do you see the relationship between employees' ability to multitask and their ongoing learning?

Continuous learning plays a crucial role in enhancing employees' ability to multitask effectively. It goes beyond simply acquiring knowledge; it also improves cognitive agility, time management, and decision-making skills. These competencies are essential for employees who need to juggle multiple tasks and responsibilities simultaneously. A key aspect of multitasking is the ability to prioritize tasks, organize workloads efficiently, and adapt to changing priorities swiftly. 

Through ongoing learning, employees develop these essential skills, enabling them to manage various projects and teams more effectively. Furthermore, continuous learning fosters flexibility, which is vital for navigating diverse work environments and handling unexpected challenges. By continually updating their skills and knowledge base, employees not only enhance their multitasking abilities but also contribute to greater productivity and efficiency within the organization.

Q: Do you think programs promoting continuous learning effectively improve workers' capacity for problem-solving? If so, how?

Yes, programs promoting continuous learning significantly enhance workers' capacity for problem-solving by exposing them to diverse experiences, perspectives, and methodologies. Continuous learning encourages employees to explore new ideas, think critically, and apply creative solutions to complex challenges. By participating in ongoing learning initiatives, employees gain access to a wealth of knowledge and best practices that can be directly applied to problem-solving scenarios in the workplace. 

Additionally, learning programs often include case studies, simulations, and interactive sessions that simulate real-world challenges, allowing employees to develop practical problem-solving skills in a supportive environment. Moreover, continuous learning fosters a culture of collaboration and knowledge sharing, where employees can learn from each other's experiences and leverage collective expertise to tackle organizational challenges effectively. Overall, continuous learning not only enhances individual problem-solving capabilities but also contributes to a more innovative and resilient workforce.

Q: How can programs for continuous learning be modified to accommodate the wide range of tastes and needs of the workforce?

Effective continuous learning programs begin with a comprehensive assessment of training needs across the workforce. This involves identifying individual preferences, learning styles, and professional goals through surveys, interviews, and feedback mechanisms. Based on these insights, organizations can tailor learning programs to cater to diverse tastes and needs effectively. 

Customizing the curriculum and content ensures that learning initiatives are relevant and engaging for employees at all levels. Incorporating a variety of learning methodologies such as group discussions, case studies, role-plays, and online modules further enhances accessibility and flexibility. Additionally, regular feedback and evaluation mechanisms allow organizations to continuously refine and improve learning programs based on employee input and evolving industry trends. By embracing a personalized approach to continuous learning, organizations can maximize engagement, knowledge retention, and skill development across their workforce.

Q: In your opinion, which areas of learning and development need more attention or funding in our sector?

In the current landscape of learning and development, several areas warrant increased attention and funding to support sector-wide growth and innovation. Firstly, digital transformation and technology integration are critical areas that require continuous investment to keep pace with rapid technological advancements. Organizations need to prioritize upskilling employees in digital literacy, data analytics, and emerging technologies to remain competitive in the digital age. 

Secondly, robust risk management and compliance training programs are essential to mitigate organizational risks and ensure regulatory adherence. Investing in leadership succession planning and talent development initiatives is also crucial to cultivate future leaders and sustain organizational growth. Lastly, promoting work ethics, ethical conduct, and diversity, equity, and inclusion (DEI) initiatives are fundamental for fostering a positive and inclusive workplace culture. By allocating resources strategically to these areas, organizations can enhance employee capabilities, drive innovation, and achieve sustainable growth in the learning and development sector.

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Q: Over the next five years, how do you see the role of continuous learning inside our organization changing?

Looking ahead, continuous learning will play an increasingly integral role within our organization, evolving to meet the dynamic needs of our workforce and industry. We envision a future where continuous learning is seamlessly integrated into every aspect of our organizational culture and operations. This includes embedding learning objectives into Key Result Areas (KRAs) and performance metrics to ensure alignment with strategic goals. Leveraging technology and data-driven insights will enable us to deliver personalized learning experiences tailored to individual learning preferences and professional development goals. 

Automation and AI-powered learning platforms will streamline administrative processes and facilitate on-demand access to learning resources. Moreover, continuous learning will foster a collaborative learning environment where employees are encouraged to share knowledge, mentor peers, and participate in cross-functional projects. By embracing a proactive approach to continuous learning, we aim to cultivate a culture of lifelong learning, innovation, and resilience that empowers our employees to thrive in a rapidly changing business environment.

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Topics: Employer Branding, Learning & Development, #HRTech, #HRCommunity

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