share on
Embracing a trial-and-error approach is often the most effective way to implement change, Wytinne Cheng, Regional HR Director (SEA & Pacific) at Jotun and Aziph Mustapha, Head of Culture & Employee Engagement at CelcomDigi, affirm. Priya Sunil reports.
How can leaders foster a culture of empathy in the workplace? What are some best practices they can turn to, or HR can guide them on, to ensure that, while change is inevitable, it can be embraced and adapted to?
These were some of the questions raised in a Lightning Talks session at the Total Rewards Asia Summit 2024, which saw Wytinne Cheng, Regional HR Director (Southeast Asia & Pacific) at Jotun and Aziph Mustapha, Head of Culture & Employee Engagement at CelcomDigi come together to tackle the top-of-mind topic of empathy at work.
As both leaders attested to, in today's rapidly evolving business environment, cultivating a culture of empathy has become a critical priority for organisations. A growth mindset, which emphasises the importance of continuous learning and self-awareness, is essential not only for personal development but also for understanding others better. To that effect, empathy is a crucial quality in senior leadership, where it can significantly influence organisational culture and employee engagement.
While HR plays a vital role in shaping and maintaining company culture, it is even more crucial for senior leadership to be actively involved, the speakers highlighted. It is thus imperative that leaders embody the values they wish to see within their organisations, as their behaviour sets the tone for the entire workforce.
Best practices for evolving company culture
To ensure that a company's values and culture evolve alongside new people practices and reflect the needs of the modern workforce, organisations should consider the following best practices:
1. Observation and dipstick checks: Regularly assess the workforce's sentiments and needs through informal surveys and observations. This helps leaders stay attuned to emerging trends and concerns.
2. Translating workforce needs into business sense: HR and leadership must work together to interpret employees' desires and concerns in a way that resonates with business objectives. This involves translating employee feedback into actionable insights that can be presented to management and the board.
3. Shared values: When employees share the same core values as the organisation, it creates a strong foundation for navigating change. While processes may evolve, a consistent corporate culture provides stability.
4. Trial and error: Embracing a trial-and-error approach is often the most effective way to implement change. Leaders should adopt the mantra of "go fast, fail fast, learn fast" to quickly identify what works and what doesn’t.
5. Anticipating resistance: Resistance to change is inevitable. It is crucial to anticipate the questions and concerns that will arise and be prepared with thoughtful, well-considered responses.
6. Personal touch: The personal involvement of leaders is key to successful cultural change. Empathy and a genuine connection with employees can make a significant difference in how changes are perceived and adopted.
7. Deep dive into survey results: After gathering employee feedback through surveys, it is essential to thoroughly analyse the results. This deep dive allows organisations to address specific issues and make informed decisions.
8. Balancing values and purpose: Organisations should always return to their core values and purpose. A balanced culture, where organisational goals align with employee well-being, serves as the backbone of a successful company.
Challenges older organisations may face
Older, more established organisations often face greater challenges in adapting their culture and values to meet modern needs. High-performing companies may not face much scrutiny regarding their culture or values, but as the workforce evolves, so must the organisation.
Leaders in these companies must be open to new-age questions, such as the possibility of working from locations beyond the traditional office or home.
As our speakers also affirmed, cultural change cannot happen overnight. However, HR can play a pivotal role by initiating discussions on flexibility within the leadership team, gradually building acceptance for more modern practices.
What is also important is that throughout the process of cultural change, it's important to inject a sense of fun into the journey. This can help alleviate some of the resistance to change and make the process more engaging for everyone involved.
Every organisation's journey will be unique, but authenticity and open communication are universal keys to success. By fostering a culture where communication is valued, organisations can ensure that actions are taken in alignment with their evolving values.
All in all, as our speakers concluded, inculcating a culture of empathy requires effort, commitment, and a willingness to embrace change. By keeping a tab on best practices, organisations can create an environment where both the company and its employees thrive.
These are some of the insights shared at HRO's Total Rewards Asia Summit 2024, Malaysia.
Held at Le Méridien Petaling Jaya on 24 & 25 July 2024, the Summit saw more than 170 HR & rewards professionals gather to gain insights on how to stay ahead of the curve in the ever-evolving world of employee benefits, rewards, and compensation.
Human Resources Online would like to thank all speakers, moderators, panellists, facilitators, and attendees for being valuable contributors to this event.
We would also like to extend our gratitude to our sponsors & partners for making this conference possible:
Gold Sponsors
- Pacific Prime CXA
- Paywatch
Exhibitors
- AIA
- ThoughtFull
ALSO READ: Pay transparency in Malaysia: How to align compensation with workforce expectations
share on
