Leave Loudly Strategy: A Strategic HR Priority for Work-Life Balance and Talent Retention at PepsiCo

Running head: STRATEGIC HUMAN RESOURCE MANAGEMENT
Leave Loudly Strategy
Student’s name
Name of the Institute

STRATEGIC HUMAN RESOURCE MANAGEMENT
Table of Contents
Introduction.................................................................................................................................................2
Analysis of Discussion Question............................................................................................................2
Outline of strategic HR priorities............................................................................................................... 2
Rationale of implementing the ‘leave loudly’ strategy.......................................................................3
Alignment of PepsiCo’s ‘leave loudly’ strategy align with other HR Practices............................4
CEO's personal life........................................................................................................................................... 5
How strategy can improve workplace morale and productivity.....................................................6
Conclusion....................................................................................................................................................7
References....................................................................................................................................................9

STRATEGIC HUMAN RESOURCE MANAGEMENT
Introduction
This essay talks about Leave Loudly Strategy that has been introduced and implemented
by PepsiCo into their work culture. It aims in enticing work-life balance, workforce balancing
and also to retain the best talent on their floor. This strategy states that top level management
should leave floor in such a way so that middle and lower level employees come to know about
the entry and exit of their supervisors and they could draw the aspects of their personal life
accordingly as Robbert suggest that an individual should perform well in their professional life
and as well as in personal life too. With this strategy they stressed on diversity, managing
working force, keeping balanced working life and also aid in sync between working and personal
life.
Analysis of Discussion Question
The various discussion questions of the case study can be discussed as:
Outline of strategic HR priorities
Human Resource is a vital department to align and entice employees’ activities. With the
help of leave loudly strategy, Human Resource department is enabled to strategize the various
aspects like work life balance, talent retention, decreasing employee turnover, promote diversity
and to mention a few. With this strategy HR mainly focused on work life balance as they said
that it is not mandatory to proxy working hours in order to showcase commitment. Instead of
this, deliver quality work and promote flexi-time working schedule (Beer, 2015). This helps in
maintaining balance between professional and personal life. After that, talent retention comes
into the spotlight of HR strategic changes list. Leave loudly strategy helps in imparting work

STRATEGIC HUMAN RESOURCE MANAGEMENT
satisfaction to the employees as it aids in balancing work and personal life pressure. So it gives
an open door of balancing things and this lead to reduce the employee turnover ratio. Moreover
this strategy helps in making sure that no middle or lower level employee should be burdened by
their supervisors. Another important aspect to give priority is pooling diversity on floor. As we
all know that every culture has their own rituals and protocols and employees are likely to work
where they feel that ambience of an organization is favorably inclined to their culture. This
strategy helped in retaining diversity in a way it is providing flexibility to working hours and also
focused on maintaining balance of employees’ personal life along with professional one. Next
important aspect that HR strategically prioritizes is Women Empowerment (Boxall, 2018). In
leave loudly strategy when supervisor leaves an organization for the day then it also gives liberty
to workers to manage their work accordingly and in addition to it this also provides an
opportunity to choose any one task out of tasks list and schedule working timings accordingly.
This helps women to balance their home duties with their work and also parental off aids in
handling maternity period (Srinivasan & Chandwani, 2014).
Importantly, HR focused on extra working hours loads as they strategically used strategy to
vanish this extra work load by implementing policy if not send any work mails post 9 pm unless
an emergency arrives. It brings out quality results instead of quantity results (Choung, Hwang &
Song, 2014).
Rationale of implementing the ‘leave loudly’ strategy
Leave Loudly strategy has core intent of providing maximum benefits to employees
without doing any compromise in the quality of work and in delivering results. Main aim is to
balancing work life and doing workforce planning. It also aids in retaining talent and helpful in
diversity management at the floor (Cascio, 2015). Robbert Rietbroek implemented this strategy