In the corporate world, the traditional notice period has always been a delicate dance of balancing loyalty and new beginnings. However, the recent trend of companies implementing year-long notice periods for departing employees has ignited a debate about employee morale, productivity and the very purpose of such an extended timeframe. Companies often cite various strategic reasons for resorting to year-long notice periods. For complex roles with intricate knowledge-transfer requirements, a prolonged handover ensures continuity and minimises disruption. In industries such as medical research and development (R&D), where projects have long gestation periods and key personnel are integral, a year provides…
Author: Saheba Khatun | HRKatha
While pressure and challenges do exist in the sales profession, modern salesrooms are not veritable pressure cookers — full of deadlines and targets —waiting to explode as most people believe. It’s widely known today that a one-size-fits-all approach, focusing solely on pressure, can have a detrimental effect on the well-being and morale of sales professionals. High levels of pressure can create excessive stress and burnout, which can ultimately hinder performance and productivity.Does that mean organisations that prioritise a supportive and empowering work environment tend to foster higher levels of engagement and productivity, especially amongst the sales personnel? Does effective sales…
As small and medium enterprises (SMEs) increasingly embrace artificial intelligence (AI) for learning and development initiatives, it becomes imperative to carefully navigate the landscape to ensure data security, fairness and ethical considerations. While AI-driven solutions offer innovative approaches to employee training, SMEs must be vigilant in implementing robust measures to protect against potential data breaches, unauthorised access and ethical dilemmas. Ravi Kumar, CPO, Page Industries, says, “Whether an SME or a large organisation, it’s essential for individuals to comprehend the technology, governance structures and potential pitfalls associated with AI. Recognising that not everyone may have in-house expertise, seeking guidance from…
Human resources (HR) software have come to be indispensable tools for businesses of all sizes, including small businesses, SMEs (small and medium-sized enterprises) and startups. These tools streamline HR processes, enhance efficiency and contribute to overall organisational success. However, selecting the right HR software tailored to the specific needs of smaller businesses is crucial. When choosing HR software, smaller businesses should focus on essential functions. This includes keeping all employee details in one central database, tracking attendance efficiently, automating payroll for accuracy and time-saving, using tools for performance management and employee development, and streamlining the hiring process from posting jobs…
Opting to align with an organisation on a transformative journey, where one’s potential is not merely nurtured but also celebrated, represents a pivotal choice. This decision goes beyond the traditional employment paradigm, indicating a dedication to a platform committed to continuous learning, professional progress and personal development. Croda India — a chemical-manufacturing company that creates and sells specialty chemicals — comprehends and fosters a vibrant and purpose-driven organisational culture, characterised by a collaborative spirit, diversity and innovation. In the workplace, each team member is valued as an integral part of the extended family. In 2021, the company initiated its MOULD…
Theory X is not dead. It lives on in low-wage industries where workers must follow rules to the letter and in high-wage ones where pay motivates people long after they can feed themselves. It surfaces in the fears of managers that working from home is a golden excuse for people to do nothing. It shows up in the behaviour of employees who phone it in and bosses who bully and berate. Originating from Douglas McGregor’s groundbreaking work in the mid-20th century, Theory X posits that employees inherently dislike work and need to be coerced and controlled. Despite the advancements in…
Sam Altman, CEO, OpenAI, created quite the stir when he was unceremoniously ousted. Threats of mass resignation by the employees, Microsoft’s eagerness to have Altman head its in-house AI unit and offer the departing staff of OpenAI competitive packages to join its own team added a twist to the drama. Now, the saga has grabbed headlines with Altman’s reinstatement at OpenAI and appointment of a new board as per conditions set by him initially. Are there lessons to be learnt from this whole episode? Of course! This series of events has been an eye opener, offering valuable insights into leadership…
Artificial Intelligence (AI) has revolutionised various industries, and the realm of human resources is no exception. Hiring systems driven by AI promise an efficient, objective and cost-effective recruitment process. However, a growing concern is emerging as these systems inadvertently contribute to the proliferation of fake candidates and hallucinated jobs. Artificial intelligence-driven hiring systems utilise sophisticated algorithms to sift through huge volumes of data, streamlining the recruitment process by identifying suitable candidates based on predefined criteria. These systems are designed to learn from historical hiring data, assess resumes and even conduct initial interviews. While the promise of efficiency is appealing, the…
Empowering employees to share their unedited, unscripted and uncensored experiences is a strategic move for companies looking to bolster their employee branding. For instance, if the workplace features employees sharing their practical experiences, fostering a sense of connection among the workforce. These stories, whether positive or highlighting areas for improvement, offer a realistic view of the organisation. The transparent sharing of journeys, career growth and challenges faced by employees provides valuable insights for both existing and prospective staff. This approach can be used as a powerful tool to influence how the organisation is perceived externally. Chandrasekhar Mukherjee, CHRO, Bhilosa Industries,…
Workplace incivility can be likened to a slow poison, gradually eroding the foundation of a healthy work environment. It manifests in various forms, from disrespectful communication and undermining behaviours to exclusion and intimidation. Left unaddressed, incivility can escalate, leading to a decrease in morale, productivity and overall employee well-being. However, there is an antidote to this toxicity: a proactive commitment to fostering workplace civility. Before delving into the antidote, it’s crucial to grasp the nuances of workplace incivility. This term encompasses a range of disrespectful behaviours, both overt and subtle, that creates a toxic atmosphere. Examples include rude comments, dismissive…
In the rapidly-changing professional realm, offering educational programmes to employees is crucial. Companies that understand the significance of ongoing learning and invest in the educational growth of their workforce not only cultivate skilled and knowledgeable employees but also gain a competitive edge by doing so. Recognising this importance, Manappuram Finance has introduced the Employee Higher Education Policy initiative to empower its workforce. Renjith PR, chief learning officer and vice president HR and Training, Manappuram Finance, shares that the driving vision and thought process that led to the inception of the Employee Higher Education Policy initiative was to encourage employees to…
The approach to learning and development (L&D) is as diverse as the roles and responsibilities within an organisation. The fundamental distinction in L&D methodologies between corporate employees and shop floor workers reflects the varying needs, skill sets and work environments that define these distinct roles. Corporate employees vs shop-floor workers Corporate settings often involve roles that require a significant amount of desk-based work, involving tasks such as strategic planning, management, analysis and decision-making. The environment is typically characterised by a more formal setting, often in offices or remote workspaces. For corporate employees, L&D may heavily involve digital-learning platforms, webinars, seminars,…
The Great Gloom phenomenon is a collective sentiment within the workforce, characterised by an omnipresent feeling of despondency and disillusionment. So yes, the ‘great’ here is far from being a positive adjective as it describes a condition where employees, regardless of their roles or industries, find themselves grappling with a profound sense of discontent and uncertainty in the workplace. This trend can manifest in various ways, such as decreased motivation, declining job satisfaction and a general lack of enthusiasm among the workforce. Factors contributing to the emergence of the Great Gloom can range from external economic pressures, such as inflation…
In most discussions about workplace dynamics, the spotlight is often on how organisational leaders should engage with their regular employees. However, it’s essential to recognise that the relationship between the employees and the leadership of the organisation isn’t a one-way street. In fact, it’s equally important for employees to work on building trust and gaining the confidence of their leaders, even if they are not their immediate superiors. Employees who earn the confidence of organisational leaders position themselves as valuable assets not only within their teams but also within the larger corporate structure. This recognition and visibility prove invaluable during…
Just when employers felt they had identified the triggers of the burnout monster at the workplace, there pops a new malady— boreout. We are all aware that employee burnout is usually caused by prolonged exposure to high levels of stress, overwork, or excessive demands, particularly in the workplace. It can be physically, emotionally and mentally exhausting. It is often associated with long working hours and constant pressure to perform. Burnout is characterised by symptoms such as chronic fatigue, a sense of detachment from work, reduced performance and a feeling of hopelessness. Boreout, on the other hand, is a state of…
In the modern workplace, the traditional concept of work-life balance is gradually giving way to a more adaptable and realistic approach — ‘work-life fit’. This shift is being driven by a range of factors, including changes in technology, employee expectations and a growing recognition that the rigid boundaries of traditional work-life balance may not be sustainable or attainable for many individuals. Samay, a team lead at an IT firm is feverishly trying to complete his report because he has to leave his workplace and head home at 5:30 p.m. sharp. He can see that his colleagues are enjoying a coffee…
Long working hours! The adjective ‘long’ suggests ‘a stretch beyond the normal’, and that cannot be good, can it? While some argue that long working hours are necessary to meet tight deadlines and achieve business goals, others believe that such excessive hours are detrimental to employees’ well-being and productivity. NR Narayana Murthy, co-founder, Infosys, triggered a significant online discussion when he endorsed the idea of a 70-hour workweek. During a podcast appearance, Murthy pointed out that India’s work productivity ranks among the lowest, globally, and urged the youth to play a part in fostering a culture that would enhance the…
Technological advancements, changing work dynamics and evolving societal values mark the new-age workforce. The traditional employer-employee relationship, which once relied on loyalty and job security, has shifted dramatically. The trust divide between employers and employees is becoming increasingly pronounced. One of the foremost reasons for the widening trust gap is the decline of job security. In the past, employees could expect long-term employment with a single company, often retiring after decades of service. Today, job security is rare, with employees changing jobs frequently and uncertainty prevailing due to automation and outsourcing. This lack of stability erodes trust in employers, leading…
Passionate employees are often the lifeblood of an organisation. Their enthusiasm, dedication and creativity drive innovation and fuel success. However, when these passionate individuals fall silent, it can be a cause for concern. The silence of passionate employees is like a silent alarm that should prompt leaders and organisations to take action. It is often not easy to detect, but its consequences can be far reaching. Let us explore some of the ways to recognise the signs of silent, passionate employees, understand the effects on workplace morale and innovation, and consider the decline in productivity associated with their silence. Sujiv…
‘What was he thinking?’ That’s exactly how most people reacted to a recent post from a senior executive of a known brand. Can the social-media posts of a CEO cause harm to his company’s brand image? It definitely can and if the post is accompanied by a picture of the CEO getting a massage while attending an online meeting, it can indeed ruin the image altogether. This is exactly what is happening with AirAsia. Understandable too, what with Tony Fernandes, CEO, AirAsia’s bare torso being viewed by thousands on LinkedIn. Fernandes’ expression of love for his company’s culture as…
A team member who frequently complains can create inefficiency with their negative and problem-centric mindset. Nonetheless, there are situations where their presence can lead to improvement. Workplaces naturally host various personalities, including chronic complainers. While they can be a source of irritation, their influence on team efficiency and productivity can be both beneficial and detrimental. For instance, consider a software development team with a complainer named Sara, who constantly criticises code quality, documentation and team communication. While this creates negativity initially, it can eventually benefit the team. Sara’s complaints can highlight issues, motivate improvements, and enhance quality control. Addressing the…
Employees are cultural fits when their individual values, behaviours and work style are in aligment with their company’s or team’s. It would, therefore, be apt to describe ‘culture fit’ as encompassing shared values, beliefs and attitudes, which can affect how well someone fits into an organisation’s culture. A strong cultural fit can lead to enhanced teamwork, employee engagement and overall organisational cohesion. However, the question of whether it is ethical and legal to terminate an employee for being a cultural misfit remains a complex issue. Praveer Priyadarshi, senior HR leader, says that cultural fit should be approached as part of…
Ageism, the prejudice or discrimination against individuals based on their age, is often associated with older adults. However, this bias is not limited to one end of the age spectrum because even people in their 30s, typically considered to be in the prime of their lives, also encounter various forms of age-related bias and discrimination. Professionals in their 30s often experience ageism at the workplace through stereotypes and biases. They may be perceived as lacking experience, commitment, or leadership skills compared to their older colleagues. Some employers and coworkers may question their suitability for positions of authority or decision-making roles…
AB InBev India, the beer and beverage company has embarked on a transformative journey that places a strong emphasis on talent development and sustainability. This journey is encapsulated in its ‘100+ Challenge’— an innovative talent-attraction programme that empowers students to drive innovation and tackle real-world challenges. Tanvi Rohatgi, people director, AB InBev India, states, ““AB InBev has a strong focus on talent development, offering various programmes such as the global management trainee programme (GMT), sales volunteering programme (SVP), marketing volunteering programme (MVP), supply chain volunteering programme (SCVP) and future leaders programme (FLP), to nurture talent in different areas.”” Launched this year,…
In the vast world of freelancing, where choices can seem overwhelming, there’s a well-trodden path that often catches our eye: referrals. But do these trusted recommendations truly hold the secret to finding the best freelancers? Referral hiring, also known as employee-referral hiring or network hiring, is a recruitment method where employers or organisations rely on recommendations from their current employees, colleagues, or professional network to identify and hire new talent. In this approach, existing employees or contacts within the organisation’s network refer to individuals they believe would be a good fit for open job positions. “When we talk about the…
It is time to do away with the traditional methods of evaluating and providing feedback to employees. These outdated ways have long been criticised for being rigid, subjective, and often ineffective in promoting growth and development. Employers today are increasingly turning to innovative techniques of self-assessment, peer assessment, strengths-based reviews, and AI-powered assessments to enhance the whole performance-review process and experience. “Technology and AI can analyse vast amounts of historical data to draw insights from numerous data points, contributing to a more informed assessment” Sunil Ranjhan, senior advisor, LG Electronics AI-powered assessments Artificial intelligence (AI) has brought a data-driven…