MUMBAI: Trust–as a basis of organization-employee relation–has become a crucial element in people retention. On the one hand, organizations are putting in place processes for managing ethics at work; on the other they are placing trust at the core of their relation with employees by allowing them to manage their own work schedules. Showing such behaviour are some progressive companies which have moved from a regular attendance-marking system–where employees punch in and punch out to clock a certain number of hours at work–to a default mechanism wherein all employees are marked ‘present’ for all days.
In such a system, it’s only when employees take a day off that they are required to notify their team or seniors. Organizations believe this would create a culture that attracts and retains the millennials. Lenovo India has stopped monitoring the number of hours employees clock at work. By doing so, the company says it is empowering employees to take charge of their work-life balance. Rohit Sandal, director (HR), Lenovo India, said, “In the last 12 months, we are trying to make the company more millennialfriendly . One of the ways in which we are doing this is through flex-at-work. Employees can decide for themselves what timings they wish to maintain.Although for security reasons there is a punch-in at work, we don’t track how many hours an employee is clocking. We want to operate on the basis of trust.”
“With our businesses becoming increasingly global, many of our employees in India often have conference calls that go on till late evening. It is then understandable to expect that they will come in a little later in the morning the next day. We also offer employees the option of working from home two days a month,” she said.