Successful organisations are all about their employee culture, as the right culture attracts and retains talent and helps a company thrive in its business.
A company’s culture reflects in the way it engages with its employees, right from the recruitment stage up to the employee’s exit.
Let’s start with a basic question – Why is HR function even needed in an organization? Many employees consider it as a police force for enforcing policies or management’s gatekeeper having little interest in employee’s concerns or even a watchdog for compliance.
The psychological frame triggers the need to recognize team members only if they are exceptionally doing well, "as per expectation" in our scorecards is not as noteworthy of recognition as "Over and above expectation" for most of us in the system. Unfortunately, that's not the correct way but the most accepted and practiced one.
Diversity and inclusion practices (D&I) have become a crucial part of conversations surrounding business principles, and the case for D&I in business is stronger than ever.
A diverse workforce is an inclusive and innovative workforce. Men and women inevitably have different experiences in life, which in a work environment, result in diverse perspectives.
We hear about a leader’s story in the news most of the time. Yes, they are essential. However, I believe employees play an equally important role in the success of any company.
In the years preceding the pandemic, the digital mindset and implementation of technology was viewed as an investment in “building for the future”.
Trust emerges from a sense of people who are considered honest, intelligent and competent. Thus judges and teachers are trusted more than politicians and journalists, because of their reputation of being trust worthy.
Executive presence is an often-discussed topic in the corporate world. But what does this phrase really mean? Forbes describes executive presence as “your ability to inspire confidence among peers that you’re capable and reliable.”
Data-driven decision-making is defined as using metrics and data to guide strategic decisions that align with the organization’s or individual’s goals, objectives, and initiatives.
Academicians in the field of “Coexistence Theory” theorize that for any species to coexist in an environment, there needs to be an interaction between two opposing forces: fitness and niche differentiation.