Traditionally, workplace communication flow has been from the top to the bottom. However, things are changing now. Successful organisations understand that communication flows not just from top to bottom but also sideways and even from the bottom to the top. And that’s where listening skills come into perspective. Let’s explore 3 types of listening skills that are essential for successful leaders, managers and the organisation at large.
During almost all our Prevention of Sexual Harassment at Workplace training, we observe that there is a lot of anxiety that there could be serious misuse as only women are afforded protection under the PoSH Act. What is important to note is that the law is put in place to offer a mechanism to give redressal to one gender but in itself does not favour only one gender. Let’s understand 7 key aspects of the POSH law and PoSH policy which are important for every employee.
How would you define employee engagement in your organisation? Is it high or low? Is it purpose-driven or mandate-driven? Where or whom do we go to when we need employees to be engaged? Mostly the answer would be HR. In our guest article, we throw some light on where to focus efforts to build employee engagement.
You may have conducted many performance reviews over the course of your career, but in the times of Covid-19, everything is different. You and your team have been working remotely for most of the year. How then, do you begin to evaluate your employees’ performance during such a challenging time? Based on our recent experiences while supporting teams to navigate their performance appraisals, we have compiled a list of 6 tips that you could apply in your organisation. Starting now will enable you to optimise your processes ahead of the next review cycle.
However cliche it may sound, change is in fact, the only constant with varying speeds. It’s a time requiring us to think differently about how we lead others. We must revisit ways to strengthen our workplace culture, engage more authentically with employees and neutralise the impact of uncertainty with clients. Here are a few ways to help your team navigate uncertainty:
Aligning itself with a company’s strategic needs is not only a matter of necessity but also a matter of urgency for HR teams. Therefore, HR functions will accordingly need to step up to become a business partner and a support system in the true sense to not only maintain productivity and keep teams on track but also to support the business itself to achieve specific goals. Here are a few critical points for HR professionals to ensure teams stay on track and achieve goals in uncertain times.
Diversity in the workplace was always one of the hottest topics in the HR industry, but in recent years, it has become a major goal for companies. As the world is changing and shrinking, more work is taking place at a global level, the need for a diverse workforce that is culturally competent has become a must. Even before you set diversity & inclusion goals for your company, here are some critical questions to check your organisation’s readiness for a diverse work culture.
Empathy plays a major role in the workplace that will deal with failures, poor performance and manage employees who genuinely show interest to contribute, improve, and grow. As leaders, your role is simple – deal empathetically with the team and watch them build a strong and prosperous organisation. This understanding will give a better way to manage the challenges ahead. However, most leaders find this hard. It is therefore important to take note of the barriers to empathetic behaviour:
The skills a manager needs to hone have always been seen as generic and ambiguous, but in reality, there is a definitive skill set which needs to be practised to excel in the role. Ultimately, the way you choose to manage your team members will have a direct impact on their performance and overall productivity.
Research is increasingly pointing out to the growth of the alternative workforce, both out of choice and necessity are gaining momentum. However, simply transitioning to the gig way of work as a measure of cost control can bring with it many new challenges which in the long run will cost organisations dearly. thought, once you are ready, the question is how can HR prepare for a smooth implementation of a gig workforce?