Managing People in

a Hybrid
Environment
Group 9:
23P067_Abhinav Gaur
23P077_Ashutosh
23P088_Harshil Bansal
23P099_Prince Gupta
23P108_Samridhi Bahuguna
23P119_Suyash Gupta
Introduction
• Nestlé is the world’s largest food and beverage company with
more than 2000 brands ranging from global icons to local
favorites, and with a presence in 191 countries.

• Nestlé’s shift to virtual and hybrid teams happened with the

adoption of work-from-home policy that was executed all
through the pandemic. In context of Nestlé India, this pushed
the food major to adopt a decentralized approach to its business.

• Earlier, the bulk of the decision making about Nestlé India’s

marketing and sales strategies, distribution or manufacturing
happened at its headquarter in Gurgaon, but later on the
company decentralized a lot of its decision making to the
factories and local sales areas.

• This step, as per the chairman, led to empowering and enabling

right levels of decision making in the company.
Challenges
Adaptation to Hybrid Model Collaboration Dynamics Technology Integration
• Operational Integration required careful planning • Traditionally the various dept. thrive on in- • Requirement of robust collaboration platforms
• Supply chain considerations for seamless person collaboration, hence need was to find the • Need to ensure that its workforce is proficient
coordination and real-time decision-making right balance
• Remote access to systems
• Adapting customer-facing roles • Innovation Challenges
• Training & Skill Development
• • Need to ensure that the team is well-versed in
using virtual collab tools

Employee Engagement Leadership and Management Challenges

• Need to invest in virtual team-building activities to • Need to adapt leadership styles to suit the
strengthen bonds among team members working demands of a hybrid work environment
remotely • Team Building & Cohesion
• Need to introduce wellness programs • Performance Management
• Recognizing & Appreciation • Conflict Resolution
• Feedback & Surveys
• Inclusive Decision-Making
• Flexible work-arrangements

Hence, these challenges can be condensed and termed as ‘5C Challenges’ that include the following broader
issues:

Communication Collaboration Connection Creativity Culture

Effective Communication
Strategies
In response to the challenges faced during the pandemic period, Nestlé
swiftly adapted its communication strategies to the virtual environment.

Transition to Online Medium:

Immediate Shift: The workforce communication transitioned to online

platforms to ensure seamless collaboration.

Microsoft Teams: Nestlé leveraged Microsoft Teams as a primary

communication hub.

Compatibility: Adopting compatible apps facilitated integrated

communication across various aspects of work.

Regular Team Status Catchups:

• Proactive Communication: Nestlé implemented regular team catchup

calls to maintain consistent and proactive communication.

• Team Collaboration: These calls fostered a collaborative environment

and ensured teams stayed connected and informed.
 Building and Sustaining Team Culture
Regular Townhalls with
Leadership:
• Leadership Connection: Nestlé prioritized
open communication through regular
town halls with leaderships.
• Transparency: These sessions enhanced
transparency and provided employees
with insights into the company's vision
and goals.
• Q&A Opportunities: Townhalls included
Q&A sessions, fostering a culture of open
dialogue between leadership and
employees.
Innovative HR Activities and Initiatives:
• Bi-Monthly Virtual Socials: Nestlé
organized bi-monthly virtual socials
under HR initiatives, providing a
platform for team members to connect
and engage.
• Online Coffee Chats: Scheduled online
coffee chats allowed employees to
interact informally, promoting a sense of
camaraderie.
• Virtual Book Club: A virtual book club
initiative encouraged intellectual
discussions and team bonding.
Building and Sustaining Team Culture
Mental Well-being
Sessions:
• Employee Well-being: Nestlé
demonstrated a commitment to employee
mental health by conducting dedicated
mental well-being sessions.
• Stress Management: These sessions
focused on stress management and
provided resources to support employees'
mental health.
• Work-Life Balance: Emphasis on mental
wellbeing contributed to a healthy work-
life balance for Nestlé employees.
Scrum for Better Team Meeting Planning:
• Agile Framework: Nestlé implemented
Scrum, an agile framework, for more
efficient and organized team meeting
planning.
• Daily Stand-Ups: Regular Scrum stand-
up meetings improved communication,
collaboration, and task prioritization.
• Enhanced Productivity: Scrum
methodology contributed to enhanced
team productivity and streamlined
project management.
Employee Wellbeing Initiatives: Nestlé's Commitment During
COVID-19
Monthly Internet Expenses Coverage:
Nestlé invested in a seamless remote work experience by covering employees' monthly
internet expenses, ensuring uninterrupted connectivity.

Home Workplace Setup Coverage:

The company provided a certain amount of reimbursement for aiding the employees’ setup
of an office-like environment in their homes.

Increased Health Benefits:

Nestlé prioritized employee health by enhancing health benefits and providing
comprehensive coverage for both employees and their families.

Online Assistance for Mental Wellbeing:

Recognizing the importance of mental health, Nestlé offered employees access to free online
consultations with healthcare professionals.

COVID Vaccine Initiative:

Demonstrating a proactive approach to health and safety, Nestlé initiated a COVID vaccine
program for employees and their families at office spaces.
 Adapting Leadership for Remote Management
The management style of the senior management in Nestlé became so much more operational as they were dealing with more operational
matters trying to ensure safety and business continuity.

As per an interview with Nestlé’s Global Head of Integrated Leadership, Adeline Looi, the following can be concluded:

The global Nestlé Leadership Framework is embedded in every single Talent and HR process and is a key backbone to
the employee experience. This is a framework of the leadership behaviors and beliefs that every single Nestlé employee
needs to embody, underpinned by their purpose and values.
However, the expression and implementation of this framework are localized and multipronged. Each piece of the
framework plays out within the local context in a way that makes sense for them, with the belief of fully empowering the
markets and the people on the ground.

Further, for remote management, Nestlé, as a food and beverage company, benefitted from tailored approaches that addressed the unique challenges associated with remote management ,
the following gives an idea about the same:

1. The Perfect Combination of Empathy and Trust: Empathy is required to personalize leadership development plans for each individual, and to truly understand the business,
geography, and challenges of each audience. Trust is required to scale, and to let local businesses tailor these simulations to their own people and challenges.

2. Clarity in Communication: Communication becomes even more critical in a remote setting. Leaders hence prioritized clear and transparent communication, using various channels
such as video calls, messaging platforms, and regular updates to ensure that everyone is well-informed.

3. Result-Oriented Leadership: Shifting focus from physical presence to results is vital in remote management. Nestlé's leaders emphasized on outcome-based performance, setting
clear expectations and goals while allowing flexibility in how and when tasks are accomplished.

4. Adaptive Leadership Styles: Need to recognize that different situations may require different approaches. Whether it's a hands-on approach for specific projects or a more hands-off
approach for tasks that require individual creativity, adaptability is key.
Leveraging Technology for HR
at Nestlé
Employee Self-Service Portals: These empower Nestlé's workforce to manage HR-related tasks
independently. This includes accessing pay stubs, updating personal information, and applying for
leave, contributing to operational efficiency and employee satisfaction.

Online Platforms: Nestlé switched to MS Teams for connecting virtually. The company harnessed
cloud platforms for data storage and easy accessibility while working in a hybrid environment for
seamless day-to-day operations.

Performance Management Systems: This allowed Nestlé to set clear goals, track progress, and
conduct performance reviews in a transparent and data-driven manner. Technology enabled
continuous feedback, fostering a culture of ongoing development.

Employee Engagement Platforms: Nestlé can invest in such platforms that use surveys and
feedback mechanisms to measure employee satisfaction and gather insights. It can help identify
areas for improvement and guide HR strategies to enhance overall employee well-being and
engagement.

Learning & Development Solutions: Utilizing e-learning platforms and virtual training programs
enables Nestlé to provide continuous learning opportunities to employees, irrespective of their
location. This ensures that the workforce stays updated on industry trends, skills development, and
compliance requirements.
 References

1. https://www.businesstoday.in/latest/corporate/story/how-covid-19-pushed-nestle-india-to-decentralise-its-operations-281416-2
020-12-14

2. https://www.nestle.com/ask-nestle/health-nutrition/answers/help-stop-spread-coronavirus

3. https://hr.economictimes.indiatimes.com/news/trends/employee-experience/nestle-scales-up-medical-financial-wellness-suppo
rt-to-employees-family-members/83135102

4. https://www.nestle.co.uk/en-gb/media/pressreleases/allpressreleases/nestle-offices-undergo-9-million-upgrade-create-new-post
-pandemic-workplace

5. https://www.reuters.com/article/idUSKBN26K28S/
THANK
YOU