The onus of creating a safe and positive work culture is often on the leaders and managers of the organisation. But when it comes to realising this goal, most leaders and managers often feel overwhelmed about workplace safety and behavioural issues, some of which extend beyond physical office boundaries and also spread over the digitally connected workplace of today. In this blog, let’s look at various kinds of situations where power-play is evident. Such behaviours are red flags that can lead to making workplaces unsafe & unhealthy:
Conflicts rarely resolve themselves. Third-party interventions are sometimes necessary, and this responsibility mainly falls on the managers, HR folks and leaders. Through conflict resolution, and when resolved properly, conflicts can lead to better ideas, better understanding, and better working relationships. To address conflict resolution, it’s important to first understand defence mechanisms before coming up with any strategies to overcome them. Let’s look at 5 very common defensive behaviours of employees:
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.
While leaders are keeping the ball rolling by finding ways to sustain and drive the business, HR went into crisis response mode at the onset of the pandemic. Nevertheless, the pandemic isn’t going anywhere any time soon, and to deal with this swiftly changing work environment, HR’s must make it their mission to take into consideration these critical aspects that are now permanently a part of the future of work.
More than half of the world’s population is under lockdown to stop the spread of Coronavirus (COVID-19), a public health emergency that has already claimed thousands of lives and sparked fears of a global recession. This has not only had a profound impact on our mental and physical well-being but also on our world of work. Here are some early markers on how this is changing employee culture for the future…
It’s official now that the lockdown has been extended till May 17 in the country. This would mean that all of us would be under lockdown for nearly two months starting from March-end, and we have to adjust to the new normal in the days to come. We don’t know when things will normalise or be as they were before, and the uncertainty is only growing. But we will slowly have to get back to work, and on our feet, and learn to cope with the situation. There are a host of unanswered questions and doubts that crop up. As part of a plan to ensure the smooth transition into back-to-work mode, here are a few more things we can cover…
Making Lemonade out of lemons: What positive takeaways has Coronavirus given us? Every day we are flooded with negative news about the coronavirus, which is understandable in times of a crisis. After months of lockdown, the criticalness of it is
The World Health Organization officially declared Coronavirus as a pandemic. With the virus continuing to spread, it is important that companies follow best practices to avoid panic, and ensure its employees stay healthy and safe. Here are some broad guidelines which can be followed…
Work is a huge part of what we do and our identity. So we need to constantly evaluate where we are going and put the effort in that direction. Here are a few thoughts to help you stay on the path and stay in love with what you do!