Organizations miss this opportunity. Ideal load balancing is not possible. However, we must put efforts to judge loads on our key people. No one is superhuman here. HIPO should get consistently challenging assignments. This is one area where HR, quality and operation should work together. Larger organization may have pockets of low productivity and high productivity based on business scenario. It is unfair to load single asset, HIPO or person on high expectations. He will collapse. In diversified arena, business has to evaluate its need, efficiency and flexibility.
Many times I have seen one team dying under work load and other team enjoying. Only few engaged employees can’t take organization at heights. Whole system has to work towards single goal. Same is true in long process. Even some bottleneck may create huge inefficiency in system. Let the process flow. Not by excess staffing but smother skill combo with staffing.
Load balancing happens when aging staff gets specialised work and transaction work gets distributed at various places. Another reason is no means to measure right productivity. Time tools are ineffective in world of challenging and specialised work.
HR may hear voice of employees to fix this load balancing issue. It may be unrealistic at time. But should be heard.
Power equation in system defines load balancing. Some powerful managers in system get excess staff. CEOs may be lenient about it. They may not question manpower given and its uses. I strongly believe a single unmotivated person affect others. Engagement reduces if you have load imbalance. Have you worked in this area or want to add in it?
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