Winning at Work: Chanaka Liyanage’s Formula for Success

For any business to thrive, two key forces of sales and human resources must align. A company can recruit top-tier talent, but without the right training, culture, and support, even the best hires won’t deliver results. Chanaka Liyanage, a seasoned leader with over two decades of experience in banking and sales, understands this dynamic better than most.

From starting as a junior banker at HSBC to becoming Head of Sales for Credit Cards, Loans & Premier Sales, Chanaka built his expertise in driving performance, talent management, and organizational growth. Today, as Chief Agency Officer at AIA Sri Lanka, he has led his teams towards a significant growth, proving that success isn’t just about strategy, it’s about people.

So, what can HR professionals learn from a leader who has spent a lifetime recruiting, training, and developing high-performing teams? Chanaka shares his top insights on hiring, retention, and creating a disciplined workforce.

Beyond Filling Positions

Most organizations treat recruitment as a transactional process, focused on filling vacancies. But hiring should be a long-term investment, placing the right people in the right roles and setting them up for success.

Recruitment doesn’t stop at hiring. It’s about ensuring alignment with culture, strategy, and growth, so that people don’t just join, they stay and succeed,” Chanaka explains.

A major hiring mistake is focusing too much on checkboxes such as age, years of experience, or rigid qualifications without truly assessing potential.

For example, we might aim to hire young talent but end up with more experienced candidates because our screening process isn’t aligned with actual needs. HR needs to bridge this gap by working closely with business leaders.

Another common oversight? Failing to see the strengths in every candidate. Not everyone shines in a traditional interview, but that doesn’t mean they lack talent. Instead of discarding candidates who struggle in certain areas, HR should focus on identifying their strengths and placing them where they can thrive.

The 80/20 Rule of Employee Decisions

While recruiting the right people is important, keeping them is just as crucial. Many employees leave their jobs believing that another organization offers something better, only to realize they’ve traded an 80% fulfilling job for a company that only gives them the missing 20%.

“No company can provide everything,” Chanaka explains. “Employees often overlook the value of what they already have until it’s gone. HR must guide them to make informed career decisions. Conversations around growth, benefits, and long-term prospects should be transparent and ongoing.”

Retention isn’t just about pay and benefits; it’s about engagement, culture, and career mobility. Employees need to feel that they are progressing, learning, and being recognized. HR must take a proactive approach in ensuring employees understand their path forward before they consider leaving.

The Power of Discipline

Sales-driven organizations demand a culture of discipline and consistency. But discipline isn’t something that can be enforced once and forgotten. It needs to be integrated into the company’s DNA.

“You can’t introduce discipline and expect it to sustain itself. If leaders stop talking about it, employees stop practicing it.”

HR plays an important role in reinforcing this discipline. It’s not just for sales teams, but across all functions. Structured processes, clear expectations, and continuous reinforcement ensure that employees stay on track and deliver results.

Why Employees Should Look Beyond Their Job Titles

One of the biggest career mistakes professionals make is sticking to a single role without expanding their skill set.

Employees need to learn beyond their job descriptions. Growth comes from being versatile. HR must create an environment where people are encouraged to explore new skills, take on different responsibilities, and step outside their comfort zones.

A well-rounded workforce benefits both employees and the organization. Professionals who continuously develop new capabilities become more adaptable, resilient, and valuable over time. HR should champion self-learning, cross-functional exposure, and professional development to build future-proof teams.

Final Advice

Success in any career starts with self-awareness and growth. Instead of comparing yourself to others, especially based on age or experience, focus on identifying your own gaps and actively working to bridge them.

To truly advance, embrace a well-rounded approach:

1. Be patient but proactive. Growth takes time, but it starts with effort.
2. Learn beyond your job description. Seek skills that enhance your role and expand your expertise.
3. Step out of your comfort zone. The more adaptable you are, the further you’ll go.
4.  Explore internal opportunities. Career growth doesn’t always mean switching companies—sometimes, the best move is within.
5. Invest in professional qualifications. They provide credibility, structure, and open new doors.

The bottom line? Success isn’t just about what you do today, it’s about how you prepare for the future. Stay curious, stay open, and never stop learning!