Here's how you can enhance employee morale in HR Operations during times of change.

Enhancing employee morale in HR Operations during times of change involves maintaining clear and transparent communication, recognizing and celebrating small wins, and providing support and resources for professional development. Additionally, fostering a culture of inclusivity and actively seeking employee feedback can help employees feel valued and involved in the change process.

Recognizing that bringing people along with you on this change journey can help keep away the negative feelings associated with fear is the biggest part of the battle! Communicating early and often helps ensure that everyone feels that they are part of the process rather than blindsided.

Communicate about what employees want to know - what does it all mean for them and their jobs. their growth. Not the abstract message that is crafted so often in such situations - big words that leave employees confused and most importantly anxious and threatened.

Nothing empowers a team like challenging them to think outside the box and then appreciating them for their efforts. A simple "thank you" for a job well done, would go a long way in acknowledging their hard work, resilience and sometimes the hassles involved in sorting out work deliverables. Sometimes, we also need to put in a structure around rewarding our team members more formally, in the event that the company doesn't do any of such. Recognizing team efforts & rewarding employees, are guaranteed ways to rev up your employee engagement and employee experience at work.

Boss take credit if things go well and seems problem they blame to team .no body work like our nuclear scientist Dr. Abul Kalam as per his view he told if any things go wrong I take the responsibility of the failure and if things go well they give credit to team.

Providing support also means communicating the change ahead of time, allowing people to take in the changes and give them room to respond to it, and come to terms as well as provides them options and opportunities to work through with them. Asking them what support they need maybe more targeted and helpful, as opposed to what we think it’s good or needful for them.

Promoting more mental health support/initiative plays a long term role in helping employees with their work-life balance. We see more and more of them reaching out and sharing their worries, and how we respond to them and the actions we take, determines whether we've managed to build trust and a safe space, so they can share again. Тrust is the first step on the ladder of support.

In times of large-scale changes make sure your leadership team is well aligned on the communication plan to the rest of the business. This means your EXCO, and level below (Manco) has the same messaging to their teams, and everyone is empowered with relevant information. Make your key leaders part of solutioning to obstacles you incur along the way to drive ownership and buy-in.

The only constant is that nothing stays the same. It's March of 2020, we all just learned that the world was going to shut down. What is your first move? Hopefully you can say your HR team worked with leadership to build strategies to inspire confidence in your company during this challenging time. The teams that were given autonomy to make decisions and contribute ideas to improve HR Operations were the most successful companies. Why? Because this not only encouraged a sense of ownership but also leveraged the diverse perspectives within your team. Success was created through open communication channels, recognized efforts in a very confusing time, flexible work arrangements, and transparency around changes.

I like the theme on 'celebrating small wins' - no matter how insignificant the contribution(s) are, we have to pause, take time to recognize and appreciate the effort the team has put in. Small gestures including dropping notes to thank the team for a job well done at the end of the day makes a whole lot of difference. For me personally, even taking time away from the busy schedule and be present with the team is another way of recognizing their hardwork are noticed.

Recognising achievements, regardless of their importance, boosts morale. Celebrating system implementations and role transitions fosters pride and unity. Honour these occasions with team celebrations. Achievements encourage positive thinking about change and appreciation for each employee's contributions, increasing employee engagement and loyalty.

I've learned the importance of taking a holistic view of all changes to ensure we're not implementing too much, too quickly. Change can be challenging, so it's crucial to step back, reassess, and prioritize one change at a time, supported by strong communication.

Take a step back. More often then not, companies find themselves offering nice to haves and not the fundamental things employees are looking for. Ask yourself if you are paying well, if your benefits are up to par and your employees understand what is available, if the employees understand their own value and contributions and if your leaders are treating people well. If the answer to any of those is no or not good enough, focus your energy there. Your curb appeal of free lunch is worthless if you cannot get the basics right for your employees.