It is an undisputed fact that the employee perception of what a job has to offer and what commitment to an organization has been evolving. The traditional offerings by organizations were — you will get compensated for the work you do, you get growth opportunities, and of course, some learning opportunities. However, today, people stay

When your organization grows, it is inevitable for silos to form. To put it simply, silos are uncommunicating bundles in a company. Detrimental to an organization, silos bring down the performance, morale and connectedness of departments. Brought into harsh spotlight by the pandemic, human-connect deprivation underlined the importance of busting silos at the 2022 edition

Today, millennials and the generation forward look for experience on the job in job descriptions, making it essential for recruiters to humanize them. A reflection of an organization’s values and job descriptions can turn away even the most passionate prospects. A factor that impacts employee satisfaction is clarity in terms of their responsibilities. A clear

Here are four reasons for DEI fatigue or burnout. How often do we see a lot of enthusiasm garnered over the launch of diversity, equity and inclusion initiatives dissipating over some time? How many times do we witness the gradual decline in interest in employee resource group meetings, low engagement with initiatives, and a lack

While diversity can give businesses the advantages of an eclectic mix in the workforce, bringing assorted views, experiences, and solutions to the table, the realization of its potential happens with inclusion. Inclusive workplaces draw the advantages of such diversity by keeping them together, contributing to the company’s goals, while they are valued and nurtured in

Creating a powerful and unified vision toward diversity, equity, and inclusion goals is the first step in the process of planning the long-term growth of an organization. What follows next: how leaders can translate that vision into reality- a process that requires time, people, and capital. Stick to a simple framework The framework can be

In the blink of an eye, the pandemic has changed the way people work across the globe and brought about challenges for organizations and employees. One such challenge is an unprecedented hybrid work model comprising a geographically dispersed workforce. Building a bond and cohesiveness between all in such a set-up is crucial. About 73 %

Leadership is shaped and developed through various life experiences and learnings. Some pay attention to the vision, mission, and targets, working towards achieving the goals. Others pay importance to the human aspects of grooming their teams and nurturing them along with the organizational goals. However, rarely do we find ‘inclusive leaders’. Well, what’s the difference?

Working parents face unique challenges in the workplace, often compromising and reprioritizing their time to fulfilling all commitments on their plates. Although many organizations have already adopted parent-friendly policies, organizations – and managers in particular – can demonstrate empathy and support for working parents, donning dual (or sometimes myriad) roles. The benefits of doing so

I am the Head of Organizational Development of a well-known industry leader. We believe that values and culture are important for the growth of an organization and employee engagement. However, of late, I am witnessing a slack in the organizational culture, both in belief and practice. Though it is not disturbing yet, I would like