In an era of digital economy, disruptive technological changes, and rapidly transforming knowledge, organizations are in constant pursuit to remain competitive and relevant on a daily basis.

You could say that there are two kinds of organizations, the good and the great. Good companies know how to utilize knowledge, skills, and abilities trending in the now. But we live in a highly agile environment with miniscule shelf-lives attached to the factors mentioned above. Talent itself is switching at the speed of light, and there is but one underlying commonality between great companies – their ability to adapt. It’s why organizations across the world are working double-time on talent engagement.

Today, everything is about the people, and a highly-engaged workforce is more likely to deliver value to customers, stakeholders, and the society as well.

The Art & Science of Engaging People

It’s possible to engage people in a highly competitive, diverse, and multi-generational workforce by leveraging what’s known as the 3Ds – Demand, Drive, and Determination. An appropriate strategy with the Ds at its foundation is critical to a palatable, supportive, cohesive, and vibrant work environment.

Then again, there is the aspect of culture; it could either make or break an employee, which is what makes cultural fitment between the organization and employee even more important. Of course, there are certain modifications you can make to your culture without derailing what the organization stands for; something along the lines of people and customers first. Not that hard when you put your mind to it.

What’s important to remember is that people don’t love the company, people love people. It goes both ways, as the popular saying goes, “You don’t quit your job, you quit your manager.”

Role of the Human Resource (HR) Department

The HR function is at the epicenter of creating, inculcating, and leading the people engine. They are the true custodians of values, culture and behavior no matter the organization. They are talent evangelists, strategists, execution experts, change agents, business partners, and credible activists. The list could go on. Truth is, powerful and enduring brands are built not on advertising campaigns, but the strength of the human spirit, and HR is catalytic to light that spirit ablaze.

As millennials change the way they work or communicate, companies also need to change their way of management to account for the new workforce ready to occupy position within their organizations. In fact, studies have shown that millennials identify with brands that humanize with face, value, and heart.

Companies are increasingly switching to building powerful people relationships, systems and processes that support it, policies, framework, a well-defined vision, and immense people capabilities. Leaders in an organization must embrace this change and push towards that future.

About the Author

Nagan re-sized image

Naganagouda is the Head of HR at GlobalEdge Software, He is an avid speaker and motivator, and has been awarded multiple times for his leadership and vision. He can be reached at