In Conversation with Tanvi Choksi, CHRO, JLL, Asia Pacific on Workplace Challenges in 2024
Tanvi is the Chief Human Resource Officer for JLL Asia Pacific, based in India. As a member of the Asia Pacific executive leadership team, Tanvi is responsible for leading JLL’s People’s Strategy for over 44000 employees.
With over 18 years of experience across diverse industries like automobile, agriculture, pharmaceuticals, medical devices, and real estate & professional services, Tanvi is instrumental in providing the business with strong people leadership.
Working beyond different facets of human resources, such as organization design & development, talent management, leadership development, mergers, acquisitions & divestitures, and HR transformation, Tanvi moves on to bringing JLL forward to deliver thought partnership, problem-solving, and strategic support to help drive JLL’s business goals and priorities.
Tanvi graduated from Tata Institute of Social Sciences, in Mumbai, with a Master’s in Human Resources and has a Bachelor’s degree in Finance from SIES College of Commerce and Economics.
Q- What are the workplace challenges in 2024?
The workplace challenges in 2024 involve adapting to new work arrangements, prioritizing employee well-being, addressing sustainability concerns, and keeping up with technological advancements.
The evolution of work arrangements has emphasized flexibility, leading to a redesign of office spaces. Activity-based workspaces and advanced technology infrastructure are being implemented to support diverse work styles and enhance productivity. This approach allows employees to choose the setting that suits their needs and promotes seamless connectivity, regardless of their work arrangement.
Employee well-being has gained increased focus, and workplaces must prioritize physical and mental health. Various well-being programs including access to wellness amenities like meditation rooms or fitness centers can support employee well-being.
At JLL, a strong emphasis is placed on employee well-being, with various programs and initiatives in place to prioritize physical and mental health. These initiatives aim to create a healthy and balanced work environment that fosters employee well-being and contributes to their overall happiness and productivity at JLL.
Sustainability and environmental considerations remain important, requiring the adoption of energy-efficient technologies, waste management programs, and sustainable commuting options to reduce carbon footprints.
AI and Technology
The rapid pace of technological advancements presents a challenge for the workplace. Organizations especially, the real estate industry must adapt and provide infrastructure to support emerging technologies like artificial intelligence, augmented reality, and Internet of Things.
Diversity, Equity, and Inclusion (DEI)
In 2024, organizations will continue prioritizing Diversity, Equity, and Inclusion (DEI) efforts. This includes creating inclusive cultures, building diverse talent pipelines, implementing unconscious bias training, developing inclusive leadership practices, addressing pay equity, and ensuring equal opportunities at all levels.
DEI will remain a key focus for HR to foster a workplace where every employee feels valued, respected, and empowered, regardless of their background.
Talent management will continue to be a challenge in the workplace in 2024. The competition for skilled talent is expected to remain high, with a shortage of qualified candidates in many industries. Organizations will need to develop effective recruitment strategies, offering attractive compensation packages and benefits to attract and retain top talent.
Additionally, upskilling and reskilling programs will become increasingly important to bridge the skills gap and ensure employees have the necessary skills to thrive in the evolving workplace. Companies may also leverage technology platforms and data analytics to streamline talent acquisition, performance management, and employee development processes. Overall, talent management will be a key focus for organizations looking to stay competitive in the labor market in 2024.
Successfully navigating these challenges requires a dynamic approach and close collaboration. Embracing flexibility, innovation, sustainability, DEI and continuously reassessing workforce needs will be essential for success in 2024. Developing skills in areas like workplace design, sustainability, technology integration, and employee well-being will be crucial for all organizations.
Q- How do you see changing trends in workplace flexibility?
Changing trends in workplace flexibility reflects an ongoing shift towards embracing more flexible work hours. Traditional 9-to-5 schedules are becoming less prominent as companies recognize the value of offering employees the autonomy to choose when and where they work.
Remote work and flexible arrangements have gained significant traction, especially in light of the COVID-19 pandemic. This shift has allowed employees to have greater control over their work-life balance and has provided opportunities for individuals to better manage personal commitments alongside work responsibilities. The ability to customize work hours promotes employee satisfaction, reduces burnout, and increases productivity.
However, while remote work offers many benefits, the significance of the office as a collaborative and social space should not be overlooked. The office provides opportunities for face-to-face interactions, team collaborations, and building a sense of community. It fosters creativity, innovation, and connection among colleagues.
The future of workplace flexibility lies in striking a balance that embraces both the flexibility of remote work and the power of office collaboration. This model allows employees to have the freedom to choose the most productive and suitable work environment for their specific tasks. It also recognizes the importance of the office as a space for building relationships, mentoring, and fostering a strong organizational culture.
To successfully navigate these changing trends, companies should adopt flexible work policies that empower employees to customize their work hours while also fostering a supportive office environment that encourages collaboration and engagement. This balanced approach to workplace flexibility can promote employee well-being, increase job satisfaction, and ultimately drive better business outcomes.
At JLL, we believe work-life balance as a fundamental aspect of a healthy workplace. That’s why we implemented our Flex for Your Day policy even before the COVID-19 pandemic, which provides employees with the flexibility to customize their work hours and schedules. This enables our team members to achieve a better balance between professional and personal commitments, promoting overall well-being and productivity.
Q- Work-life balance and Well-being have been a priority for HR leaders in the last three years, how do you see this trend in 2024?
Wellbeing Programs: HR leaders will continue to develop comprehensive wellbeing programs that address the physical, mental, and emotional health of employees. These programs may include initiatives like mindfulness training, exercise and fitness programs, mental health support, access to counselling services, and promoting a healthy work-life integration.
Flexible Work Arrangements: Companies will continue to embrace flexible work arrangements to support work-life balance. This could involve offering options for remote work, flexible scheduling, compressed workweeks, or alternative work patterns depending on role that allows employees to manage their personal and professional responsibilities more effectively.
Employee Assistance Programs: HR leaders will place a stronger emphasis on providing resources and support systems to employees through the expansion of employee assistance programs. These programs offer counselling services, financial guidance, childcare assistance, and other resources to help employees navigate personal and professional challenges.
Wellbeing-friendly Office Design: Organizations will invest in office environments that promote employee wellbeing. This may include incorporating natural elements, improving air quality, designing spaces for relaxation and socialization, providing access to fitness facilities, and integrating technology solutions to enhance employee comfort and productivity.
Mental Health Awareness and Support: As mental health continues to gain recognition and De stigmatization, HR leaders will prioritize mental health awareness initiatives, training, and resources. Companies may offer mental health days, establish employee resource groups, and provide training for managers on how to support employees’ mental well-being.
Personal and Professional Development: HR leaders will continue to prioritize employee development, offering training and growth opportunities that not only enhance professional skills but also contribute to personal growth and work-life balance. This may include mentorship programs, coaching, and the promotion of continuous learning.
Overall, the trend of prioritizing work-life balance and wellbeing will evolve into a more holistic and integrated approach in 2024. HR leaders will continue to recognize the importance of employee wellness, aiming to create a supportive and inclusive work environment that fosters both personal and professional growth.
Q- How important is Equitable Flexibility, how do you ensure it at JLL?
Equitable flexibility is crucial in creating a fair and inclusive work environment where all employees have equal opportunities to access and benefit from flexible work arrangements. At JLL, ensuring equitable flexibility is a priority, and the company takes several measures to uphold this principle. Here’s how JLL ensures equitable flexibility:
Working at JLL Guideline: JLL has implemented clear and transparent guidelines regarding flexible work arrangements – Working at JLL. This guideline outlines the available options, eligibility criteria, and procedures for requesting and implementing flexible work. The goal is to ensure that all employees have access to the same opportunities for flexibility.
Training and Education: JLL provides training and education to managers and employees to promote understanding and awareness of equitable flexibility. This includes training on unconscious bias, inclusive leadership, and fostering a culture that supports work-life integration. By equipping managers and employees with the necessary knowledge and skills, JLL ensures that flexibility is granted fairly and without any bias.
Employee Resource Groups (ERGs): JLL supports Employee Resource Groups focused on diversity, inclusion, and employee wellbeing. These ERGs provide a platform for employees to share their experiences, concerns, and suggestions related to flexibility. This input helps shape JLL’s policies and practices to ensure they meet the needs of a diverse workforce.
Performance Evaluation: JLL values output and results over time spent in the office. Performance evaluation is focused on objectives and outcomes rather than hours worked or physical presence. This approach ensures that employees who work flexibly are not disadvantaged and are assessed based on their contributions and achievements.
Technology Infrastructure: JLL invests in robust technology infrastructure to enable remote and flexible work. This ensures that employees have equal access to the necessary tools and resources, regardless of their location or work arrangement. The availability of reliable technology is key to supporting equitable flexibility.
Ongoing Feedback and Evaluation: JLL regularly seeks feedback from employees through internal employee surveys – People Survey on their experiences with flexibility. This feedback is used to evaluate and improve existing policies and practices to ensure equitable access and outcomes for all employees.
By continuously monitoring and refining its approach to flexible work, JLL strives to create an inclusive and equitable environment where employees have the freedom to design their work arrangements while maintaining fairness and equal opportunities for all.
Q- Any Concluding Remarks?
The workplace challenges in 2024 revolve around adapting to new work arrangements while prioritizing employee well-being, sustainability, and technological advancements.
JLL is committed to addressing these challenges through its flexible work policies, employee well-being programs, emphasis on diversity and inclusion, and investments in technology and sustainability.
By navigating these challenges effectively, Organizations can create a work environment that promotes productivity, engagement, and the holistic well-being of its employees.
Thank you, Tanvi!