A well thought out policy can avoid confusion, set expectations for employee conduct, and also serve as a safeguard for the company when employees do not meet those expectations. On the other hand, a poorly communicated employee policy can create confusion. It can hamper an employer’s ability to respond effectively and consistently to critical situations in the workplace. Therefore it is in the company’s interest to effectively introduce a new or updated policy…Here’s how…
The status of women is improving in public and private spheres, yet there are many challenges in getting jobs, and also in sustaining in the job. If you look at the statistics, it gives a true picture of this. However, it’s not only about workplace stats but also about the challenge for a progressing career woman which are all too real. Why are women dropping out of work? And how can we make it better?
Thanks to the #MeToo wave in recent times, more and more women have mustered the courage to speak up and get justice. Yet, sexual harassment is a huge grey area in the workplace, leaving employers in a quandary, employees (especially men) with a lot of doubt, resentment and underlying fear. In my experience, consensual relationships in the workplace are especially tricky to handle under POSH for several companies, and here are some of the ways in which you can tackle these types of cases…
Often, the places where you would least expect to find creativity is where it is most needed. Most organisations make sporadic attempts at creative solutions and are unable to live up to their commitment to foster innovation. Here are some ways you can make your work creative in a sustainable way that can foster imagination, and solve problems.
Being updated and learning about HR trends is one of the most crucial necessities of today’s time. You might not be able to jump into changing your workplace but can certainly benefit from knowing what’s new, what’s expected and most importantly, what works. Here are 5 emerging trends that you might want to look out for.
Annual training at the beginning of the year often sets the course of the entire year. This would not just help your long-term employees revise and retain better but also ensure that your new employees are well-trained and have one less reason to part ways. It also acts as an excellent opportunity for you to streamline the company culture. Overall, annual training goes beyond productivity boost and highlights skill gaps and potential risks in your work processes. Here are 3 training modules that should be conducted once every year…
Emotional Intelligence refers to the ability of individuals to identify and discern between the different emotions of themselves and of others. It also includes the effective management of these emotions and expressing them in an appropriate and effective manner. Identifying the level of emotional intelligence of our employees will not just help you know where your employees stand emotionally but also come in handy when you deal with them on a daily basis. Here’s a quick list that can help you with that.
High potential employees are the ones who are able and willing to contribute the most to the company. These are the people, whom we all love to work with because of their passion, commitment and a constant desire to level up. They push their mental and professional boundaries for their own growth, as well as the growth of the company. High potential employees have their own set of values, principles, discipline, and manner of working. They are able to give their best to the company with confidence as they are aware of their worth an asset.
However, as much as having such people on board is an asset for the company, equally high is the risk of losing such valuable talent. Therefore, leaders have a tough task of keeping these high potential employees engaged for as long as possible in the organisation.
As a team leader, you emulate a lot more through your body language than you do with your words. You may prepare your PPT, conduct meeting and decide how you will motivate your team in a certain way. But what about the non-verbal cues that you give? This is an often neglected or least-focussed trait that influences your employees the most. In a majority of cases, it tends to overpower what you say with your words too. So here’s a quick guide to help you understand the unspoken language that you can embody.
Engaging employees in giving alone can improve your employee satisfaction scores, raise your retention levels and strengthen your employer brand. Because one of the thumb rules of employee engagement is to enable your employees to do what they hold in high regard – whether it is learning, growing or giving. Here are 7 simple ways in which you can engage your employees in giving time, money or skills.