Jasneet Kaur

Can technology solve needs of all what humans want in workplace? I was part of a round table moderated by Mrigank Tripathi yesterday as part of Future Forward conference curated ETHRWorld. While the discussion was all about how & what can tech enable in HR space. Many usual and innovative expectations right from recruitment marketing to attract talent upto giving right exit experience. It's a journey where end expectation is an ideal state of tech taking care of right talent to be picked from market with JD in place TO doing a level 3 of Kirk Patrick assessment for L&D funtion TO derive insights from talent heat mapping to unearth potential attrition with all of it having reliability score of 100 and the goal post keeps changing. Basically, digitalization and democratizing HR processes so that HRs become more strategic & transformational and less transactional. There is another question for which many vague answers came but nothing concrete to my personal view which is about Humans, satisfying mind, heart and soul in workplace. How much future forward we go with what ever technology we bring, satisfying mind soul and heart is never possible without authentic humane touch. It's imperative for HRs to clearly understand where to pause Tech interaction with employees and where HRs need to begin their intervention & interaction with employees. We should not forget HR is in the business of managing humans and not merely technologies. Thanks Madanmohan Mahendru Aditya Chopra★ Ayush Kumar for making me be part of this and seamlessly ensuring delegates presence. #hrtech #chatgpt #genai #llm #futureofwork #futureofworkplace #futureofHRM

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The meaning of ‘Executive Presence’ has evolved in the last few years. Comparing between 2012 and 2022 across the dimensions of Gravitas traits , Communication traits, and Appearance traits, while traits like Confidence and Decisiveness still hold importance, ‘Blue-chip pedigree’ is out!               Interesting to see how ‘Forcefulness’ has given way to “Listen to learn orientation’ and, how ‘Fitness and Vigor ‘ is more relevant than ‘Tallness’/Physical attractiveness… There’s focus on ‘Authenticity’, and ‘Inclusion’ and ‘Respect for others’ show up variously.     Though the sample for this HBR study for the top 6 most important leadership traits was US execs, the findings do resonate across broader contexts. #executivepresence #authenticity #inclusion #respect #HBR #leadersoftoday #leadersoftomorrow #leadership

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Is Purpose enough? Having a great purpose does not automatically mean we have the binding forces to keep our people together! Vivek Pradeep Rana makes the statement and others follow with examples to prove the same. Building & Sustaining an Institution is hard work... See both parts of Tutul Dialogues Bharat@100. #beyondpurpose #institution #people #leadership Gnothi Seauton Tutul Consulting

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Hi folks, in this podcast with Nanjunda Palecanda P we look into the future of organisations and HR. Well I don’t think it is easy to predict the future, but I try and take a stab at it! 🙏🏽

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Empathy-belongingness-AI SHRM India #SHRMTECH24 BYOAI risks, responsible AI Principles...Monalisa Sengupta Empowering, Enabling employees to meet career aspirations, democratizing talent marketplace.... @SanjeevJain Google 3 things organizations need to define- permissions, usage policy, model specs Sachin Gaur very meaningful discussion 👍

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Alok Sheopurkar, PCC presented a case study on Human Capital Management at the Mumbai HR Summit 2024 held on May 25, 2024, in Mumbai. He gave glimpses of CSR initiatives and how they add value to people and businesses. #MHRS2024, #Mumbai, #HR, #Summit, #HCM, #FutureHCM, #people #HRLeader, #CHRO, #HRDirector, #CLO, #CXO, #Human, #Capital, #Casestudy, Arun Chitlangia, Gautam Chatterji

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Happy to have explored the intricacies of Workplace Happiness with SightsIn Plus! What makes employees happy in the workplace? It’s the big question many organizations are grappling with, attempting to solve it through a process of trial and error. But here’s the catch—there’s no one-size-fits-all solution.  We need a layered, multifaceted approach that considers both the human-centered ecosystem and the symbiotic relationship between employer and employee to drive productivity and profitability. Dive into this critical conversation as we unpack the different facets of employee happiness and share insights on creating a thriving workplace. #WorkplaceHappiness #HRInnovation #HappinessHabits #WorkplaceCulture #EmployeeHapiness #HapinessAtWork #OurHappinessMatters

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A Perspective of A Young Professional. A recent dialogue with the CHRO of a rising startup shed light on the evolving priorities of today’s fresh graduates when choosing an employer. A budding HR professional provided key insights that reflect a shift in what young workers value: First Contact: The first interaction with a potential employer is crucial. It sets the tone, showing whether the company is welcoming and patient, and if it values understanding and nurturing new talent. Researching the Company: Young professionals thoroughly investigate potential employers, focusing on the longevity of the founders, managers, and peers. This reflects the company’s culture and stability, which are vital for those seeking long-term opportunities. Workplace Logistics and Safety: Practicalities like commute distance and workplace safety are significant. Accessibility and a secure environment are essential for maintaining work-life balance and well-being. Understanding Personal Space and Time: Corporates in India must recognize the growing importance of personal space and time for young professionals. This generation places a high value on work-life balance and seeks employers who respect and support their need for personal time and space. I believe these observations was an eye opener for me as it underscores the need for companies to align their practices with the expectations of the young workforce, focusing on transparency, cultural fit, and respect for personal boundaries to attract and retain top talent.

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Dry promotions The idea of dry promotions is that while an employee gets a new and better role and desgination at work which comes with added pressure and responsibilites, his/ her salary remains unchanged. Office peacocking Many companies have now switched to a hybrid or complete work from office set-up. However, employers are still struggling to convince employees to come back to office. And so, many companies are increasingly using the 'office peacocking' way to lure employees back to office. They are renovating offices to bigger and better designs, upgrading the kitchen, canteen and break out areas, switching to better furniture-- all in the hope of making the work place look and feel more fancy so that employees return to office. This is commonly known as 'office peacocking'. While this trend has been there for a while, it has picked up more post the pandemic. Coffee badging With many companies and employers expecting their employees to be back in office-- be it for hybrid or full time work model-- many employees too have found a way around it. In fact, it has given rise to the 'Coffee Badging' culture at many workplaces. Many employees often go to work to make their presence felt, grab a coffee and then leave either to work-from-home or remotely for the rest of the day-- this is termed as 'Coffee Badging'. Shadow policies Many companies have now switched to full-time work-from-office set-up. However, it is often noticed that some managers allow work-from-home off the record to a few employees, which is against the company's policies. This practice is casually called 'Shadow policies' at the workplace. Ghost work While AI has taken over many jobs, some companies are still sticking to humans when it comes to reliable work. We are referring to the term 'Ghost Work' which is used when work is being performed by a human, however the customers believe that it is being done by an automated process. The term 'Ghost Work' was first coined by Mary L. Gray, an anthropologist, and Siddharth Suri, a computer scientist, in their 2019 book titled 'Ghost Work: How to Stop Silicon Valley from Building a New Global Underclass'. Quit Tok While TikTok is banned in India, the social media platform is quite popular in many other countries. In the past few months, a trend called #QuitTok has gained much attention and momentum among many people. Opposite of 'Quiet Quitting', in Quit Tok an employee records the exact moment when they resign-- be it over Zoom or in person-- and how their employer reacted. This was first posted by Christina Zumbo, a former Australian government employee, back in 2022 and since then many employees have resonated with her and followed her footsteps. However, 'Quit Tok' can also backfire in certain cases as such employees can be refused from being hired or re-hired by their previous companies in the future.

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The HEART comes before the HEAD If you observe the most successful leaders be it in the corporate, political, sports or social service space, there is a common trait in all of them - they are good in managing people and their emotions They have cracked the code of People management coz they understand that the heart comes before the head They very well know that you can’t move people to action unless you 1st move them with emotions These leaders connect with people on personal and work levels. In return, people trust them a lot. They would even agree to move a mountain on their word. It's not really a secret, but many leaders forget this simple yet important point #leadership #HR #people

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In my recent interactions with several leaders, some of the challenges which they experience are: 1)  𝐋𝐚𝐜𝐤 𝐨𝐟 𝐬𝐞𝐥𝐟-𝐚𝐰𝐚𝐫𝐞𝐧𝐞𝐬𝐬 in understanding their own strengths and developmental areas. How does one leverage strengths or manages developmental areas is a gap which I saw in many leaders. This also manifested as over confidence/under confidence in their demeanor. When over confidence was demonstrated, team members perceived it as aggressive behavior and when under confidence was demonstrated, team members perceived it as submissive behavior. 2)  While most leaders may be aware of the big picture, many leaders tend to 𝐬𝐭𝐫𝐮𝐠𝐠𝐥𝐞 𝐭𝐨 𝐤𝐧𝐨𝐰 𝐭𝐡𝐞 𝐠𝐫𝐨𝐮𝐧𝐝 𝐫𝐞𝐚𝐥𝐢𝐭𝐢𝐞𝐬. Many of them speak about inadequate time at hand to know the nitty gritties of the market situation or spend time with different stakeholders or making time for one-on-ones with team members. Many leaders also talk about lack of skills to connect with their team members. Reasons could be varied and unique to each one of them, however the consequences would be multifold. 3)  𝐌��𝐧𝐚𝐠𝐢𝐧𝐠 𝐆𝐞𝐧𝐞𝐫𝐚𝐭𝐢𝐨𝐧 𝐙- Inability to understand their hunger/ways or working/approach. Most of the leaders struggle to know the best ways to motivate the young folks to give their best. At times, they may also struggle to help them understand the connection of their goals to the organizational goals. As a leader, are you struggling with any of the above challenges? Or more? Drop me a DM #MeetaMeraki                #Leadershipmistakes

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Navigating Workplace Harassment: Awareness and Carefulness for Female Employees Sexual harassment in the workplace is a troubling issue that affects countless women around the world, including in Indian corporates. While legal frameworks like the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (POSH Act) exist to protect employees, it is crucial for female employees to be aware of their rights and to take proactive steps to protect themselves. This blog aims to raise awareness and provide guidance on how female employees can navigate and safeguard themselves in the workplace. Real-Life Scenario: A Case Study Meet Asha, a senior software developer at a leading IT firm in Pune. Asha had worked at the company for four years and was known for her dedication and professionalism. However, her situation changed drastically when the company owner, Mr. Kapoor, began making inappropriate comments and advances. The harassment escalated to physical molestation, with Mr. Kapoor touching Asha inappropriately. Asha felt trapped, fearing retaliation and doubting whether her complaint would be taken seriously without hard evidence. Awareness: Know Your Rights You can familiarize yourself with the POSH Act: The POSH Act requires that you form an Internal Complaints Committee (ICC) in companies with more than 10 employees. This committee is responsible for addressing complaints of sexual harassment. Understand the provisions of the POSH Act, your rights under the law, and the procedures for reporting harassment. Know the Reporting Channels: Identify the designated points of contact for reporting harassment within your organization. This could be a member of the ICC, the HR department, or an external helpline. Carefulness: Proactive Steps for Safety Seek Support from Colleagues: Confide in trusted colleagues or friends within the workplace. Having a support system can provide emotional strength and corroborate your experiences if needed. Set Boundaries: Be clear and assertive in setting personal boundaries. If someone’s behaviour makes you uncomfortable, communicate your discomfort directly and firmly. Avoid Isolated Situations: As much as possible, avoid being alone with individuals who make you uncomfortable, especially in isolated settings like after-hours meetings or social gatherings outside of work. Educate Yourself and Others: Participate in training sessions on workplace harassment and encourage your peers to do the same. Knowledge empowers you to recognize and respond to inappropriate behaviour effectively. Together, we can build workplaces where respect and safety are paramount. If you have faced a similar situation or have insights on how to handle it, please share your experiences. #WorkplaceSafety #SexualHarassment #Empowerment #POSHAct #WorkplaceCulture #Accountability #Support Let's create safer workplaces, one step at a time. 🌟

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How many reportees can one effectively manage? Balancing efficiency and effectiveness hinges on the optimal span of control—the number of employees reporting directly to a manager. While traditional models limited managers to 6-10 direct reports, today's leaner organizations often see managers supervising 15-20+ employees, averaging 19. Factors like workforce mobility, advanced communication technologies, and flatter structures enable this shift, challenging Lyndall Urwick's classic theory of an 8-report maximum. Experts now recommend capping spans at 15-20 to ensure effective coaching and oversight, with the ideal typically around 10 or fewer direct reports. Tailoring this span to your specific business needs is crucial for maximizing productivity. Before expanding a manager’s span, audit actual bandwidth and streamline workflows to prevent overtaxing. What has been your organization's ideal span of control? Share your real-world best practices! #organizationdesign #manager

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59% of employees report symptoms of #burnout in India, the highest level globally. [Source: McKinsey Health Institute 2023]. Ever wondered what’s the cost of not addressing this mental health crisis at work? Globally, the average burnout rate stands at 20%, but it spikes to 62% in India due to workplace exhaustion! [Source: Livemint.com] As a leader, how do you measure the pulse of #wellbeing in your workplace? The above statistics are a clear indication that #leadership today isn't just about performance—it's about creating environments that value and promote good mental health and resilience. This July 19th, join me as we discuss how we can transform our work cultures to be more supportive, vibrant, and ultimately, successful. Let’s shift from burnout to balance together. Secure your spot now.

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'Change Your Thinking to Change Your Life'. Here's a cent on what differentiates Ordinary from the XtraOrdinary - It's what you set Your Attention to (Focal is Causal) Ordinary folks discuss/talk about other Folks Good Folks discuss/talk about Events & Happenings XtraOrdinary folks discuss/talk about Ideas, Growth, Execution & how we can make wherever we are better than before. #thinking #growthmindset #mentorship #coaching

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Insightful discussion on “Evolving Ecosystems: Titans, Talent, and Tech Co-Creating Future-Forward Employee Experiences”. Thanks ET Now for organising such event. #ETNOWHRSummit2024 #HRTransformationSummit #HRInnovation #LeadershipInHR #WorkplaceCulture #DiversityAndInclusion #LeadershipDevelopment #HRAnalytics

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We at SHRM India are passionate about increasing workplace Inclusivity, Equity, and Diversity at Indian #PSE and #Government organizations. More from SHRM PSE Trend Report 2024 about #WomenLeadership Progress Made, But Not Enough: Women in the public sector are advancing, yet gender parity remains elusive. Compared to 87 % of men, 77% of women believe their organizations invest in women's development. Perception Gap: While 90% of men believe in a supportive ecosystem for women, only 73% of women feel the same. Call to Action: PSEs must move beyond gender diversity towards holistic and inclusive workplaces, considering demographics like gender, generation, and economic background. Download the full report here: https://lnkd.in/g3dPqwvt Achal Khanna Nishith Upadhyaya Neetikaa Mithal Swati Thakur Tushar Nayyar Nishant Parashar Megha Razdan Dedeepya (Dedu) Ajith John Jasdev Ahuja Gaurav Bansal Gitanjali Saksena Dimple Grover Shruti Swaroop Dr Anjana Vinod (PCC/ICF) (Her /She) Kirat Dhillon Neha Pant

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When I do performance interaction with team members in various companies, the common observation is their professional growth and performance is directly related to how their leader is driving them. I see some mediocre performers turning into good contributors as well as some good talent remaining under utilised or even exiting out of frustration. Ultimately, people leave bosses and not companies. 😊 So, Team management is one of the major KRAs for leaders. How should leaders manage their teams? 1. Be supportive. Leaders should help team members to overcome the obstacles and motivate them to achieve higher. 2. Understand teams' view points. They can bring practical solutions on table. Be open to learn from your team. 3. Transparency, consistent and effective communication brings clarity and keep team together. 4. Set boundaries. Be clear what is acceptable and what is not. 5. Positivity at workplace. Along with business targets and deadlines, do focus on team bonding. Celebrate milestones, have fun, engage them and create a healthy workplace. 6.Nurture Team Growth. Understand their aspirations, strengths, skills and keep providing opportunities to grow. #TeamManagement #Positiveworkplace #SupportiveLeaders #Teamgrowth

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