The road ahead for voluntary Arbitration in Labour Laws is uneven and shaky, however, as HR/IR area is getting more specialised with more and more competent people entering into the workplace there is light eventually towards the end of this tunnel.
ARTICLES
HR plays a crucial role in mitigating the impact of toxic leadership on employee morale. They should conduct regular employee surveys to gauge morale, identify issues, and address concerns.
The role of HR in a working environment where the leader is shifting from toughness to toxicity is crucial in protecting employee morale and the long-term interests of the organisation.
To identify the shift from toughness to toxicity, HR has to increase its awareness, communicate about the challenges, and reassure the employees that the management is actively resolving the situation.
Ultimately, the detrimental effects of toxic leadership permeate every aspect of the organisation, leading to increased turnover, diminished performance, and long-term damage to the company's reputation and bottom line.
The key question to ask is not just what the intent of the leader is but the impact they have on the followers and course correct from there. Self-interest vs. the interest of others is a key distinction between tough and toxic leaders.
Strength is that of character, of ethics, of purpose -not strength born out of position/power and bullying.
Where a leader is transitioning from toughness to toxicity, adversely impacting employee morale, HR must assume a crucial role in orchestrating interventions to rectify the situation to mitigate the negative impact.
Leaders should keep in mind that while moving towards achieving results they should not damage relationships. They should be respectful, reflective, compassionate, and caring.
Now, high time, HR, being a partner in business, to assertively exhibit its competencies in moving towards business goals. It is a project by itself to be owned by HR, and although challenging, is an essential & inevitable one.
December 2024
