Leadership

Ever had one of those days where you feel like you’re just going through the motions at work? You clock in, do your tasks, and then clock out. Sound familiar? In the fast-paced world of Global Business Services (GBS), it’s easy to slip into that groove. But thriving teams don’t just survive—they engage, innovate, and drive change. Leading engagement within GBS teams isn’t just a goal; it’s the way forward. Let’s break it down. When you think about your team, what keeps everyone motivated? What drives them to excel? If you’re scratching your head, don’t worry. You’re not alone. The Power of Engagement Engagement in a GBS environment can mean the difference between a project that fizzles out and one that becomes a game-changer for your organization. Here’s why engagement matters: Higher Productivity: Engaged employees are 17% more productive. Think about that—happier work means better output. Lower Turnover: Teams with high engagement retain talent. It’s simpler to keep the ones you’ve trained than to recruit, right? Innovative Mindset: When people feel valued, they share ideas. That’s how innovations bubble up! If we want our GBS teams glowing with engagement, we need to dig deeper and understand what drives them. So, what’s on their minds? Understanding Team Motivations Ever wonder what gets your colleagues riled up or what stirs their passion? Here’s a candid peek into potential motivators: Purpose: Everyone wants to feel their work matters. Share the bigger picture. Connecting routines to the overall mission gives meaning. Growth Opportunities: Providing avenues for learning and advancement shows you care about their development. Recognition: A simple ‘thank you’ or shout-out in a team meeting goes a long way. Tangible Strategies to Boost Engagement So how do we make real change? You need actionable methods right in your toolbox: Regular Check-ins: Just as you wouldn’t let a car run low on oil, don’t let team morale dip. Schedule one-on-one conversations to gauge well-being. Feedback Loops: Create avenues for feedback that feel safe. Surveys, suggestion boxes, or even a casual coffee chat work. Listen actively. Team-building Activities: Whether it’s a fun outing or a volunteer day, shared experiences strengthen bonds. Empowering Core Roles If you’re a leader, your role is crucial. When you show your team that you genuinely care about their well-being, it reshapes the office culture. Here’s how: Lead by Example: When you’re engaged, others will follow suit. Your vibe attracts your tribe. Encourage Autonomy: Empower your team to take ownership. Trust goes both ways. Celebrate Wins: This goes beyond reaching targets. Celebrate small feats to keep the energy flowing. Leveraging Technology for Engagement In the GBS landscape, tech plays a key role. But it’s not just about fancy systems; it’s about using tools to enhance the human aspect: Collaboration Platforms: Use tools that facilitate communication. Think Slack, Teams, or specialized project management software. Make it easier to connect. Training through Virtual Reality: Innovative and immersive training platforms can make learning exciting and effective. Analytics Tools: See how engagement metrics shift over time. This isn’t about punishing; it’s about improving! Real-life Success Story Let me share a quick tale. In my early days of managing GBS functions, a particular project was floundering. Team morale was at an all-time low. I decided to implement weekly stand-ups where we voiced not just our progress but also personal wins. It was a game-changer. All of a sudden, work transformed into a place of connection. We laughed, celebrated, and tackled challenges together. The project, once drab, became our pride. Promoting a Culture of Continuous Improvement How do you cultivate an environment where engagement flourishes? Think “continuous improvement.” This isn’t a one-off initiative; it’s a mindset. Iterate Based on Feedback: Shaping strategies depends on team input. Adjust and refine. Encourage Questions: Foster an atmosphere where asking “why” is encouraged. It nurtures curiosity. Share Knowledge: Implement knowledge-sharing practices. This could be through workshops or internal blogs. Building a Network of Support In a GBS setup, you’re not just working with your team. You’re part of a larger ecosystem. Connect with other leaders in shared services. Share insights, strategies, and challenges. For instance, check out resources like THEGBSEDGE blog. It’s run by someone who knows the ins and outs of shared services. Vikrant Aglawe, a seasoned expert with over 20 years in the game, shares rich insights on various topics, from transformation to technology innovation. Engage, Transform, Succeed At the end of the day, your GBS teams thrive when they’re engaged. It’s about investing in people plus processes. So ask yourself: Are you ready to lead engagement in your GBS function? Let’s ignite that spark and create a culture where everyone feels valued, motivated, and eager to contribute. Want to read more about shared services and how to innovate your processes? Don’t forget to check out THEGBSEDGE’s leadership category for insights you won’t find anywhere else.

Do you ever wonder why some leaders effortlessly engage their stakeholders while others struggle just to keep the lights on? You’re not alone. I’ve spent over 20 years in the shared services industry, and let me tell you, engaging stakeholders isn’t just a nice-to-have—it’s a must-have. Let’s break this down. Stakeholders are not just people with a paycheck attached to them. They’re your partners in success, your sounding boards, your critics, and sometimes, they can seem like a giant wall you need to climb over. Understanding Stakeholders: Who are They Really? Every stakeholder has their own set of interests, motivations, and expectations. Internal stakeholders: These include team members, management, and anyone within your organization who has a vested interest in your GBS operations. External stakeholders: Clients, suppliers, investors, and sometimes, even the community. They can impact your service delivery. The way you interact with each of these groups can either build bridges or create barriers. Why Engagement Matters in GBS If you think stakeholder engagement is just about sending out emails and scheduling meetings, think again. Here’s the kicker: 75% of projects fail due to poor stakeholder engagement. Not because of lack of resources or bad tech, but because we forgot to involve the right people in the conversation. When stakeholders feel heard and valued, they’re more likely to collaborate. Collaboration leads to innovation. Innovation drives success. It’s a cycle that feeds on itself, and leaders have to kick it off. How to Empower Stakeholder Engagement in GBS Now, let’s get into the meat of it. Here are some tips to empower your engagement game: Listen, Then Act: Set up regular feedback loops. Whether it’s surveys, informal chats, or town hall meetings, get their input. Don’t just listen to respond, listen to understand. Personalize Communication: One size doesn’t fit all. Tailor your messages based on the audience. For some, a quick email works; for others, a deeper discussion is necessary. Be Transparent: Share both wins and losses. It’s about creating trust. When stakeholders see that you’re genuine and upfront, they’ll be more likely to stay engaged. Empower Your Team: Encourage your team to engage with stakeholders. Give them the tools and training they need. This not only lightens your load but allows for varied insights. Regular Check-ins: Don’t wait for quarterly reviews. Regular check-ins can re-energize focus and keep communication flowing. Stories from the Trenches Imagine this: a major service overhaul was about to take place in a large organization. The leadership team was focused on the numbers, the efficiency rates, and the budget. They had everything they thought they needed…except for stakeholder buy-in. It was a rocky road. When the changes finally rolled out, teams were left floundering because they didn’t feel included or informed. It cost the company not just financially but in morale. Lessons learned? Engage early, engage often. This is a Marathon, Not a Sprint Empowering leaders to boost stakeholder engagement is a continuous journey, not a destination. Here’s what that looks like: Understand that feedback loops will change over time. Refine your approach as you learn about what works and what doesn’t. Be patient with yourself and your team. Progress takes time. What You Can Do Right Now Take a minute to think about your current stakeholder engagement strategy. Is it working? If not, don’t worry—start small. Here’s a quick checklist: Identify key stakeholders. Set up one-on-one meetings. Create a feedback survey and share it broadly. Transforming Your Approach The world of GBS is always evolving. The need to adapt and engage stakeholders is crucial to remain relevant. Look beyond traditional methods. Consider focusing on digital platforms for aspect engagement. Tools like collaborative software can significantly enhance communication, making it easier for everyone to stay aligned. The Bottom Line: Your Leadership Matters Leadership isn’t solely about telling people what to do; it’s about inspiring them to do it. When you actively engage stakeholders, you empower not just the team but the entire organization. It’s an investment that pays dividends. So, if you haven’t yet, head over to the THEGBSEDGE blog for more insights on empowerment, strategy, and leadership in the shared services space. You won’t regret it. Keep pushing forward, keep engaging, and watch how things evolve.

You’re a leader in a Global Business Services (GBS) organization, and here’s the reality check: talent retention is tougher than ever. The hybrid work model has turned the playbook upside-down. Employees crave flexibility, collaboration, and connection. But how do you keep your best people on board while navigating this new landscape? The truth is, it’s not just about perks or paychecks anymore. Employees are considering quality of life and the alignment of work culture with their personal values. I’ve spent over 20 years in the outsourcing and offshoring world, and I’ve led numerous large-scale shared service centers. So let’s dissect some strategies that will help you keep top talent engaged and motivated in this hybrid setting. Understand the Individual Start here: listen to your employees. Get to know what makes them tick. A one-size-fits-all approach won’t cut it. Here’s how you can deepen that understanding: Conduct regular one-on-one check-ins. Implement anonymous surveys to gauge sentiment. Be transparent about company goals and challenges. When employees feel heard, they’re more likely to stick around. It’s about building trust. Think of it like a partnership; you’ve got to know each other well to grow together. Embrace Flexibility Here’s the deal: flexibility is king. The option to work from anywhere isn’t just a luxury anymore; it’s a necessity. So, how do you create an environment that supports it? Offer flexible work hours—let people start and end their days when it makes sense for them. Encourage well-being days; burnout is real, and recovery is non-negotiable. Provide the right tools for remote work—no one wants to deal with a slow connection or outdated software. When employees can balance work and personal life, they’re happier and more productive. This is where investment in technology comes in. Streamlining your remote systems ensures everyone can thrive, whether they’re in the office or at home. Foster a Collaborative Culture Hybrid work doesn’t mean isolation. In fact, it’s crucial to foster connection and collaboration among your team. Here are a few ideas to get the ball rolling: Schedule regular team huddles—virtual or in-person—to keep the energy flowing. Create mentorship programs that bridge gaps between remote and onsite employees. Organize team-building activities periodically to strengthen relationships. Remember, a team that collaborates well is naturally inclined to stay together. Sharing experiences builds camaraderie. It’s like building your own tribe—one that sticks around to tackle any challenge. Invest in Growth Here’s something a lot of organizations overlook: career development matters. When employees see a clear path for growth, they’re more likely to commit. So how do you ensure your team has room to grow? Provide access to online training and development resources. Encourage employees to pursue certifications relevant to their roles. Facilitate regular feedback sessions focused on performance and aspirations. Investing in your people is investing in your business. A team that grows together thrives together. Resources like learning platforms can be a game-changer. Recognize and Reward Contributions Let’s not forget about recognition. People want to feel valued, especially in a hybrid workspace where connections can falter. Simple recognition can go a long way. Here’s how you can make it work: Implement a “shout-out” system in team meetings—acknowledge achievements publicly. Offer incentives for milestones achieved, whether personal or team-related. Create a “Wall of Fame” where employees can showcase their contributions. Celebrating wins builds a positive culture. It reminds everyone that their efforts matter. And guess what? It keeps people motivated to put in their best work day in and day out. Keep Communication Open and Positive In a world where remote meetings are the norm, communication can easily break down. So, foster an environment where feedback flows in all directions—up, down, and sideways. Here are ways to maintain open lines of communication: Utilize collaboration tools to keep conversations going. Encourage transparency about challenges and wins. Celebrate the diversity of thought—everyone’s input is valuable. When people communicate openly, you’re creating a culture of collaboration. That’s a magnet for retention. Plus, it plays well with the shared services transformation that organizations are striving for. Be Adaptable and Evolve The landscape is changing, and businesses need to adapt. Keep a pulse on what’s trending in the world of work. That might mean evolving your policies or even embracing new technologies. Stay updated on industry trends, especially around shared services. Solicit feedback from employees about what works and what doesn’t. Be willing to pivot—don’t be afraid to try something new. Adaptability is key. Being flexible with your strategies for retaining talent ensures you’re always a step ahead. Conclusion Retaining talent in GBS during this hybrid work age requires a thoughtful approach. It’s not merely about policies but about creating an inclusive, engaging environment. Listen, adapt, and invest in your people. If you approach this strategy genuinely, you’ll foster loyalty. It’s a work in progress, and honestly, it’s about building relationships. You’ll set your organization up to thrive in this evolving landscape, becoming a leader in the shared services sector. For more insights on transformation, innovation, and leadership in shared services, check out THEGBSEDGE. This blog, started by myself, Vikrant Aglawe, is your go-to resource for navigating the complexities of our industry.