It’s a change that’s been coming for some time. It’s reflected in the increasingly diverse board rooms and senior management teams. It’s the new style chief Executive. This individual is all about people. They are a relationship builders who recognises the value of cooperation. They see the future as one of partnerships. This influences the way their organisation works with other organisations and how the organisation views and treats their employees.
We are used to CE saying they value their workforce and want to engage with them these new style chief executive use a different language they talk about expecting their managers to demonstrate empathy and compassion. They are certainly not going to sack employees by text or impose dramatic changes without meaning full consultation.
These chief executives would never say,”Turkeys don’t vote for Christmas”. Neither would they consider dissent personal disloyalty. They would pride themselves on being good listeners, on opening up debate not closing it down. Strong on the so called, “soft skills “ they are notorious tough on challenging unacceptable behaviour or comments . Their organisations are characterised by taking fast and firm action against sexist, racist and homophobia behaviour.
In many organisations these new style CE represent a culture change as such they place great emphases on encouraging and developing managers. In this they see HR as an ally in improving the quality of managers people management skills and so the head of HR is very much part of the senior management team. They do not see protecting the organisation reputation as more important than tackling a culture which tolerates or ignores discrimination, prejudice, or bullying. Needless to say they do not subscribe to the a few bad apples theory.
Their concern for the workforce and belief that people respond best to being treated with respect and compassion means they recognise the importance of modelling a work/ life balance and they acknowledge the need to creat a work environment that supports mental well-being.
Hybrid and flexible working arrangements are not a concern as this new style CE does not view the management role as monitoring employees to ensure they are working hard and not skiving but mentoring and coaching to help them achieve the tasks and targets they have negotiated.
If I was to sum up the new style CE’s attitude to industrial relations in one phrase it would be,” Organisations gets the Trade Union(s) they deserves “. The workforce is changing so managers need to change the way they manage employees. Where better to start than at the top.
