Human Resource and Leave Loudly Strategy
Discuss about the Leave Loudly Strategy for Chronic Condition.
This essay talks about Leave Loudly Strategy that has been introduced and implemented by PepsiCo into their work culture. It aims in enticing work-life balance, workforce balancing and also to retain the best talent on their floor. This strategy states that top level management should leave floor in such a way so that middle and lower level employees come to know about the entry and exit of their supervisors and they could draw the aspects of their personal life accordingly as Robbert suggest that an individual should perform well in their professional life and as well as in personal life too. With this strategy they stressed on diversity, managing working force, keeping balanced working life and also aid in sync between working and personal life.
Human Resource is a vital department to align and entice employees’ activities. With the help of leave loudly strategy, Human Resource department is enabled to strategize the various aspects like work life balance, talent retention, decreasing employee turnover, promote diversity and to mention a few. With this strategy HR mainly focused on work life balance as they said that it is not mandatory to proxy working hours in order to showcase commitment. Instead of this, deliver quality work and promote flexi-time working schedule (Beer, 2015). This helps in maintaining balance between professional and personal life. After that, talent retention comes into the spotlight of HR strategic changes list. Leave loudly strategy helps in imparting work satisfaction to the employees as it aids in balancing work and personal life pressure. So it gives an open door of balancing things and this lead to reduce the employee turnover ratio. Moreover this strategy helps in making sure that no middle or lower level employee should be burdened by their supervisors. Another important aspect to give priority is pooling diversity on floor. As we all know that every culture has their own rituals and protocols and employees are likely to work where they feel that ambience of an organization is favorably inclined to their culture. This strategy helped in retaining diversity in a way it is providing flexibility to working hours and also focused on maintaining balance of employees’ personal life along with professional one. Next important aspect that HR strategically prioritizes is Women Empowerment (Boxall, 2018). In leave loudly strategy when supervisor leaves an organization for the day then it also gives liberty to workers to manage their work accordingly and in addition to it this also provides an opportunity to choose any one task out of tasks list and schedule working timings accordingly. This helps women to balance their home duties with their work and also parental off aids in handling maternity period (Srinivasan & Chandwani, 2014).
Importantly, HR focused on extra working hours loads as they strategically used strategy to vanish this extra work load by implementing policy if not send any work mails post 9 pm unless an emergency arrives. It brings out quality results instead of quantity results (Choung, Hwang & Song, 2014).
Rationale of implementing the ‘leave loudly’ strategy
Leave Loudly strategy has core intent of providing maximum benefits to employees without doing any compromise in the quality of work and in delivering results. Main aim is to balancing work life and doing workforce planning. It also aids in retaining talent and helpful in diversity management at the floor (Cascio, 2015). Robbert Rietbroek implemented this strategy in order to fill the gap that middle and lower level employees sense in their working life in comparison with senior level management (Stuart, 2014). In this it has been mentioned that whenever any supervisor leave for the day, he/she should leave loudly so that others could alter their work schedule in order to balance and prioritize their work harmony. With the initiative of choosing one of the important tasks and sketch work accordingly entice the aim of grooming employee’s personal life with their work life so that employees could sense high satisfaction which would result in high employee retention rate. Rationale of implementing leave loudly strategy is to promote equity and diversity, to execute apt workforce planning, entice work life balance and intent to highlight social responsibility (Choung, Hwang & Song, 2014).
Leave loudly is introduced by PepsiCo and set it as an innovative practice in the department of human resource. But as soon as it started to take a success path, various comparisons have been made with other HR practices (Birchall, 2014).
Leave Loudly v/s Equity and Diversity –Leave loudly strategy is strategically aligned with practices like equity and diversity. It promotes equity in between all levels as it clearly mentioned that overtime is not a proxy to commitment for hard work (Albrecht, Bakker, Gruman, Macey & Saks, 2015). Robbert intentionally ask supervisors to leave loudly so that equal amount of liberty can be enjoyed by other employees also. Diversity management can also be done by this strategy as it facilitates the freedom to balance work and personal life and people with diverse background have diverse culture protocols and they can all be sync with this strategy (Cascio, 2015).
Leave Loudly v/s Workforce planning and development – Workforce planning can be done very well if anticipation of labor turnover is apt and lower the turnover rate, better the workforce planning. With leave loudly strategy, employees feel more satisfaction in an organization and also, they would be able to track their supervisors’ way of work and this help in the development of their managerial skills (Boxall, 2018).
Alignment of PepsiCo’s ‘leave loudly’ strategy align with other HR Practices
Leave Loudly v/s social responsibility –Every organization requires to fulfill their responsibility towards their society and leave loudly strategy is helping firms in fulfilling their duties. It is a medium of align diversified culture at the same level (Birchall, 2014). It has a major contribution in imparting innovation for women empowerment schemes. Such kind of flexibility and working arrangement makes women corporate life easier and this would result in more number of women at leadership level (Gilman, 2016).
Leave Loudly v/s Work life balance –Work life balance is very amazingly maintained by the help of this strategy as its core focus is only to promote the balancing between work and personal life that’s why this strategy has more focus on work-life balance. The initiative of choosing any personal task from priority list and implement it with the scheduling of work is the clear sign of promoting work life balance. Also, whenever any supervisor leave, then employees can opt for flexible timings to maintain their work life (Arunachalam & Palanichamy, 2017).
Chief Executive Officer is a main element of this strategy as this position is the trigger point to implement the leave loudly strategy. This helped in imparting pace in personal life also. With the hustle of work, many CEO’s do not able to maintain their work life balance, but this strategy helped in achieving this (Cohen, 2017). Align personal family with work life family is an extremely tough task but the implementation of this strategy fade away this gap. As the protocol of leaving premises loudly so that everyone should be aware about it help in distributing accountability and authority in disguise. And with the help of this strategy, personal life of Chief Executive Officer shaped in a productive way as he or she can do important task of their personal lives by selecting any one important task from the list of important tasks and schedule work accordingly (Shah, Irani, & Sharif, 2017). It has also influence on the subordinates as CEO leaves loudly, it gives an opportunity to end or i their shifts early and spend more time at home depending upon the duration required for the tasks that has been allotted because these all benefits can be attained if the quality and delivery speed of the work do not varies. Hence this strategy helped CEO strategically in maintaining work life balance and shaped their personal life in a desired and effective manner. Moreover, it also gives fringe benefits like parental off to employees that also entice the father duties of male individuals (Beer, 2015).
CEO’s personal life
Morale represents the general satisfaction of employees at the workplace which is reflected directly in their work productivity (Brewster, 2017). Many a times employees are unable to achieve a work-life balance where they either fail to accomplish their goals as an employee at the office or they are unable to fulfill their personal life responsibilities (Sherman & Block, 2017). The sense of inability to carry out professional work and personal work hand in hand results in low morale. This leads to grievances and frustrations among employees which ultimately affect their productivity adversely. The mantra “Leave your personal life at home where it belongs” has been followed in past generations but the employers of today’s generation understand the importance of work-life balance for the company’s success (Eisenberger, Malone & Presson, 2016). The employers are now aware that the professional life of an employee is greatly influenced by his/her personal life through morale and productivity. So a new mantra is now coming into existence for the employees of newer generation which says “Leave loudly”. The concept of “Leave loudly” is an effort to make employees think and believe that they are able to and can make a positive balance between their professional life and personal life (Marler & Boudreau, 2017). It aims to provide them the platform to show their excellence not only in their workplace but also in their personal lives. This strategy ensures flexibility to the employees in their start and finish points aiming to improve their productivity in work. An initiative “One Simple Thing” works towards enabling the employees to build their work-life around the single most important thing that they choose thus helping to enhance morale and productivity of employees at the workplace. This strategy is a boon to many female employees as they are provided the grounds where they are able to manage their personal and professional lives whether in terms of maternity leaves or taking care of their household needs on daily basis thus enhancing their morale and productivity towards work (Cohen, 2017). This strategy aims to keep the morale of employees high which will result in high levels of job satisfaction and employees will be willing to work. They would not like to work anywhere else and invest more emotionally for the company’s success. A company’s long term success and productivity lies in the art of its skilled workers. This strategy is directed towards retaining its skilled staff. Thus, Leave loudly strategy is inclined towards the accomplishment of company’s goals but not at the cost of satisfaction of the employees. It is a newer approach directed towards improving the employees’ loyalty and interest in their work and organization along with fulfilling their personal chores (Dwarswaard, Bakker, Staa & Boeije, 2016).
Conclusion
Leave loudly strategy by PepsiCo aims in accomplishing the work-life balance, talent retention, promoting diversity and a lot more. This strategy is directed towards promoting flexible working schedule and delivering the quality work on time. Flexible working hours thus provides the ground to achieve balance between the personal and professional lives. The strategy takes into account that middle and lower level employees are not burdened by their supervisors. This strategy intentionally asks a supervisor to leave loudly so that the same liberty is enjoyed by others employees too. This strategy is a new step towards women empowerment. Such flexible working conditions aid in making corporate life of women easier which then results in a higher number of women at leadership levels. Not only women are targeted to seek benefits through this strategy but also male employees are aimed at. This strategy has provided the benefits like parental off so that male employees can fulfill the father duties. One of the enticing features of this strategy is taking into account all employees whether married or unmarried to follow their passion, hobbies etc. but nothing is done at the cost of quality work. With a great number of responsibilities lying upon a CEO of a company it is difficult for him to maintain a work-life balance but this strategy helps in achieving this. Both morale and productivity are highly correlated. This strategy has included various features to raise the morale of employees which results in their job satisfaction and productive work. Employees develop the sense of responsibility towards one’s company. Thus, this strategy aims to provide maximum benefits to employees ensuring a high employee retention rate, quality work and accomplishing company goals in time. This strategy is another way to alleviate the gap between achievement of professional and personal goals simultaneously.
References
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