Posted on : 2022-12-25 20:16:20
Article : Good Morning Monday Management Solution for TASK 222- As a part of work-life harmony initiation- Food Panda employees tenured for more than a year are entitled to courses under its 'Panda Learns' programme, which are paid for by the company…..
In line with work -life harmony in companies the Managing Director of Food Panda has said that the company has implemented a series of initiatives. It offers benefits such as flexible working hours and two days of work-from-home per month. What Food Panda proud of is that these benefits are not just apply to only full-timers but are also available to part-timers and interns. Beyond that, they also organise interdepartmental team bonding activities to encourage employees who usually wouldn’t work together to get to know each other. Further, employees tenured for more than a year are entitled to courses under its 'Panda Learns' programme, which are paid for by the company.
Considering what the HR manager and Regional manager have expressed on improvement of integrating work and life, the Regional manager operations reinforces the importance of being more involved in the programmes, and leading by example. He explains: "Even when a company might have a good programme in place and managers are encouraging the employees to do so it will fall through, because the managers are not adopting it or playing an active role in it. This doesn’t send across the right message that it’s good for more junior staff to take part in these initiatives.
Talking about the priorities ahead, the company is looking to overcome the matter of people working "systematically long hours". In order to address this, the team has identified two root causes – employee inefficiency and organisational inefficiency, with the former being an immediate priority. For tackling employee inefficiency, food panda is planning to put in place time-management training for all employees and not just for individuals that might be facing this issue.
The HR Manager stresses that "You'll never know when you might feel overwhelmed at work and we want to make sure that our team has the resources to make them feel empowered at what they are doing,”. The company has also done away with employees having to clock-in or out, removing unnecessary stress on employees.
As for organisational inefficiency concerned HR Manager foresees a slightly longer period for changes to take effect, but the team is nonetheless committed to making them. For a start, the leadership team has made it a point to expand the tech team in anticipation of the support needed for the six to 12 months ahead – a strategy that it is looking to apply to all teams.
Lastly the Regional Operation Manager shares that the company is also inculcating an office culture that values output more than input, or hours, so as to focus on results rather than the amount of time taken to achieve that desired result.
End Point--Through these conversations, it is apparent that work-life harmony can be achieved in many ways, but not through a one-size-fits-all policy. In fact, these policies should be tailored to both the organisation and overall employees' needs. Flexibility is also favoured across the board, and ultimately, it cannot be stressed further that at the end of the day with each implementation, it all boils down to output over input – the quality of work produced, over the number of hours clocked in.
Log on to www.wingsofmanagement.com to know more about our “Strategy Management consultancy’s” versatile capabilities, global clients and to read our weekly posts and our projects.