People Matter EP07 | Tại sao phải chăm sóc hạnh phúc cho nhân viên? |Nguyễn Anh Hùng - CEO CBV Group

Each person is like a tree, in which the will is placed at a low angle. More than 50% of workers think that the ability to care and take care of employees is the ability they need from a leader. When the wallet of the company shrinks, it will return to the elements. We will also have to go out and see what is the core, the need. The leader, the manager, can help employees increase their physical energy. That is presence. When we have a lot of programs to take care of employees, whether it is financial or non-financial, it is very good. But we always have to calculate to a product level. Welcome to People Matter. I am Minh Giang, the founder of Newin, and the host of this program. And today, I am very honored to be invited here by a guest, Mr. Hung. I often joke that he is a tree in the human resource industry. For more than 22 years, he has been the HR director of large companies in Vietnam as well as multinational companies. And now, let's talk to this special guest. Hello, Mr. Hung. Hello, Minh Giang. And hello to all the audience of People Matter of Viet Success. A new content from Viet Success talks about the important themes of human resources, around the closely related aspects of effective business operations with senior experts and HR directors from leading companies in Vietnam. People Matter, the first season, covers the important themes in the field of human resources with the company's strategic partner, Uptrend, to solve the problem of working space in Vietnam. Today, we will talk about well-being, health, the present, the spirit of happiness, and how businesses can start to pay attention to and build as well as developing and investing in well-being. What does it contribute to the development of businesses in the future? We often use the term well-being. But we need to understand what the meaning of well-being is. What is it? From my point of view, I define well-being as a feeling of happiness in which there are four elements. The first is physical health, which is physical health. The second is mental health, which is mental health. The third is mental health, which is mental health. And the fourth is willpower. Willpower? Willpower. Before, we often hear the phrase taking care of the whole mind and body. But in fact, a very important thing is that willpower is extremely important. It is the letter Y. And it is the element of originality that stimulates a person when facing difficulties, especially in this period. So how can they overcome those difficulties? If we imagine it in a nomadic way, in a hidden way, then you will see that each person is like a tree and it will have four parts. In that willpower, you will place it at the root. At the root? Because it all starts from the root, then the tree will grow. And if the root is firm, then the tree will be firm. And even in a storm, if the tree breaks, but the root is still there, then it can still survive. Right? That is the will and the letter Y. Why? What do people want to do? The body, I will refer to it as the body of the tree and the branch. Because it is the main thing. And the heart, I will refer to it as the core of the tree. The core of the tree will spread from the root, to the body, to the branch, to the leaf, to the flower, and so on. And the mind, is a very important thing. But usually, we will see that person as a bright person, a smart person, a quick-witted person, a fast-thinking person, and so on. So I imagine, in a nomadic way, in that tree, it is like flowers and flowers. They are the first products that people see as beautiful. But flowers and fruits cannot exist without roots, without God, and without plastic. Without living plastic. Yes. So, an organization, if we see the tree as an employee, then an organization will be a combination of trees. And we will see, for example, in the storm, usually, many times, ancient trees cannot survive. But a body, smaller trees, create a body. They harmonize with each other. They protect each other. Right? It is like a storm. And they can survive very quickly. So, the important thing is to make those four elements of the tree complete, like a happy employee. Then, those trees will become particles in a body. It becomes a forest. Right? And that forest will help the business to face challenges and opportunities. I am using the word opportunity here, not 100%. To overcome those challenges. To overcome those obstacles. So that, after the rain, the sun will shine again. And at that time, we will revive stronger. Today, when I heard you talk about the definition of well-being, I realized that actually, if we talk about, we are talking about far-reaching stories, but actually, those stories are very close. And most of the businesses, if we consider that everything, the results, all come from humans, then we can't ignore well-being. Right? According to a recent survey by the UNDP, just a few weeks ago, they pointed out that if workers expect to have leadership skills, then more than 50% of workers think that the ability to care and take care of employees is what they need from a leader. I feel that it is a huge pressure. And I agree that we have to spend a lot of money. It will become something that we are a bit in the middle of. Especially in a difficult period. However, if we go deeper, we will see that if we still rely on those four factors, body, mind, will, then we will see that there are many ways to approach it. One way to approach it is to think positively. As we usually think, okay, what is body? Focus on programs that allow employees to do yoga, gym, running club, marathon, and so on. What is mind? Okay, allow employees to go to meditation. Yoga, meditation, and so on. That is to calm the mind, to make it more peaceful. Or organize continuous Timurins to go to places that are stress-free. Mind can return to training employees a lot. As for will, it will return to having a lot of roadshows to talk about vision, mission, life, and so on. However, it is another point of view that we can totally consider and it will not cost too much money. Before talking about this, there will be some basic principles that no matter what we do, related to the employee welfare policy, we will really care. The first point is transparency and fairness. That is very important for each person when they are a member and receive that program, receive that benefit, they have to understand whether it is fair to them or not. Sometimes, the problems in an organization are not because we provide many or few employees, but because the employees feel that it is not fair or call it unfair. Then it becomes an internal problem. Transparency and fairness are the first factors. As you said, about transparency and fairness, what mistakes do businesses make when implementing those programs that make their employees feel that it is not fair? One very important thing that contributes to transparency and fairness is the media. Media. Internal media. Sometimes, businesses will look at the policy makers and convey what they think, but they will not look at the point of view of the recipient. Sometimes, it is about the point of view. What you say, you try to convey that message, but sometimes it is not what the recipient wants to hear and they care. So, internal media is extremely important. Transparency. Transparency all the time. Yes. I don't know where it will stop or how it will fail. Or, if the target is not right, etc. That is the first factor. The second factor is that you have to invest enough to study and analyze the recipient. So, from there, there will be policies and appropriate applications. It's like marketing. If we don't analyze well the market, the customer, the segmentation, and later on, the customer's comments, their psychology, their behavior, etc. Then, we spend a lot of money on the magazine but it is not effective. It is even counterproductive. So, that is the second factor. We have to study it thoroughly. Then, the third factor is that we can determine the difference between the groups that we applied. There will be groups A that I applied method 1. Groups B that I applied method 2. For example, there is a difference between the two groups. There is a boundary. So, the employees care about why they are in group 1 and not group 2. So, it relates to group 1, the media. We have to put together the messages and the reasons to help you understand why you belong to this group and not to that group. Then, the confusion in the employees' minds will be eliminated. And then, what we do will become very transparent and fair. But, like you said, group A may have different interests from group B. And, the media as well as the policies and regulations may have to be adjusted completely, right? Ah, maybe in the next part, I will talk more about how to approach and how to work with my work experience. I see that about 10 years ago, there was a concept called flexible scheme. That is, flexible schemes. Flexible schemes. If the company cares about the development and investment of the employees' health, the needs of each person to improve their health are different. And, if the company cares that each employee has invested a certain amount of money, for example, 5 million a year, then the employees will have many choices. People like football. People like tennis. Yoga. People like yoga. So, it will be a term related to flexible schemes. So, the first thing is that the first principle is fair. Fair and fair. I would like you to share the next principles. The second principle is the respect for the economy in the implementation. Because our ancestors often said that we should help by giving. That's right. Employees are an important factor to help us run the business and create profits and create value for investors and shareholders. They are a very important factor. So, the way we take care of them should be respectful and delicate. It should not be simple. The third principle is that as I said earlier, we should not only understand the object we are using but also understand the force of the object we are using. That's one thing. But we also have to look at the outside to see the trend of the global market. Because we bring those values and feelings to the employees. That's a good thing. But if we don't have a benchmark to compare with what is happening in the market or even the competition then what we invest in sometimes is not enough to retain the employees. Whether the employees are satisfied or happy is definitely there when we invest more. But the effort to retain is not as strong as what the competitors are investing in. Then the effectiveness is not there. So here I have three common principles. The leader and the manager can help the employees increase their physical energy which is their presence. Each of their small success should be motivated by recognition and appreciation. The employees need the manager to help them choose priorities and achievements. Mr. Hung, can you share with us a realistic story or an example that you have developed in companies that you have worked for that you think thanks to following those principles the Wellbeing program achieved its effectiveness and achieved the business's goal? The pandemic was a time when we were confused and lost our way. We didn't know what to do. It was chaotic. But for companies that are determined to invest in their employees for example the companies that I have worked for have been managed and the management board have sat together. I'm talking about the management level. To be precise with the conditions of the pandemic with the 16 rules and so on being closed and not working it means that we don't have income for sure. But if we continue to maintain our employees then how much will the vaccine cost? And how will the company manage with that vaccine? These are the calculations for the management level. But when we transfer our employees we won't use those numbers to say how much I'm losing so that I can pay I will say I know that you are the source of income for your family and your family right now even in reality there are always some cases where the wife and the husband of our employees are working in other companies and during the pandemic they lost their jobs and in the end they are the only people to take care of the cost of living of the family of 4 people. Then I will say that the calculations for the management level are the business level calculations but the calculations when we communicate with them are what we care about from the perspective of the employees and even those messages are sent from the CEO. So it's not the HR it's the person who leads although on the professional level the person who does that the most right? But the messages and the perspectives and the care are from the CEO. So that's an example for the media and the respect and appreciation. Another example is that any company will have a lot of incentives for the business right? So any company that has a lot of business and has a lot of products will be more complicated. So in the end we have to make sure that the employees care about the products that they make and the products that they sell. If the incentives are right or not or if the business is different then the calculation is fair or not then it will lead to a lot of problems for the employees. 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