Priyanka Shrivastav

Q) Reportee asks manager: My rating is lower than what I expected. Why? A) Manager replies: There is no disconnect at my end. I have always thought your performance warrants this rating. And then says X,Y,Z… reasons for the same. This is one of the most common post appraisal questions. Why does this happen? - Manager never has had honest conversations through the year on performance with reportee - Reportee never checked, on their performance whether it was on track. - Feedback is two way process - Concept of regular consistent feedback doesn’t exist in above case How to solve: - Have regular, continuous feedback sessions. - Mid year is a minimum. - Most organisations have moved to continuous feedback mechanisms. - Many of them formally recorded on HRMS as well.

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The Timeless Legacy: How We Treat Others In the constantly shifting landscape of professional and personal life, positions come and go like the changing seasons. Ranks and titles, though they may glitter with momentary prestige, are inherently limited and often fleeting. Yet, there is one enduring aspect of our interactions that transcends the boundaries of time and circumstance: the way we treat people. Consider the powerful truth behind the adage, “Positions are temporary, ranks and titles are limited. But the way you treat people will always be remembered.” This sentiment echoes through the corridors of history and reverberates in the hearts of individuals who have experienced both the highs and lows of human interaction. In a world where career advancements and hierarchical titles can vanish as quickly as they appear, the true measure of a person’s character lies in their ability to show kindness, respect, and empathy. The stories that linger in the minds of others are not those of someone’s professional triumphs or lofty designations, but of the small acts of compassion and the moments of genuine connection that left an indelible mark on their lives. Take, for instance, the tale of a CEO who, despite their demanding schedule, made time to personally thank each employee for their contributions. This act of recognition, simple yet profound, forged a bond of loyalty and trust that outlived the CEO’s tenure. Similarly, consider the teacher who went beyond the call of duty to mentor a struggling student, offering not just academic guidance but also emotional support. Decades later, that student, now a successful professional, still speaks of the teacher’s kindness with gratitude and admiration. These examples illustrate a universal truth: while the pursuit of positions and titles can provide a sense of accomplishment, it is the quality of our interactions with others that truly defines our legacy. People remember how we made them feel whether we uplifted them. In the grand tapestry of life, the threads of human connection are the most vibrant and enduring. They are woven through everyday acts of kindness, respect, and understanding. As we navigate our journeys, it is essential to recognize that our real influence lies not in the titles we hold, but in the positive impact we have on those around us. Let us, therefore, strive to treat others with the dignity and compassion that we hope to receive. In doing so, we create ripples of goodwill that extend far beyond our immediate circles, touching lives in ways we may never fully comprehend. For in the end, it is the way we treat people that will be remembered, cherished, and passed down through generations, long after the echoes of our positions and titles have faded into the annals of history. This is the timeless legacy we leave behind—the enduring testament to the power of kindness and the lasting impact of a life well-lived through the respect and care we show to others.

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𝗧𝗮𝗰𝗸𝗹𝗲 𝘁𝗵𝗲 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲𝘀! While interventions aimed to enhance organizational culture may vary in complexity and scope, the fundamental solution often revolves around a simple principle: tackle the challenges. Whether it's addressing negative behaviors, enhancing communication, fostering inclusivity, improving engagement or promoting collaboration, taking proactive steps to identify and overcome existing challenges within the company's culture is key and pivotal in driving meaningful and sustainable change. #OrganizationalCulture #CompanyCulture #CultureChange #EmployeeEngagement #WorkplaceWellness #LeadershipDevelopment #HR #PositiveWorkEnvironment #Innovation #HumanResources #Transformation #Strategy #ContinuousImprovement

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Beyond the big cities: the future of work is distributed, and in Tier 2 & 3 talent is in high demand. Download our latest India Talent Insights Report now to discover key trends shaping the future of work.  https://lnkd.in/gNqXWrdV #randstad #randstadindia #talentinsights #talenttrends #randstadinsights 

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Promoting a culture of respect in the workplace, today, is not just a choice, but a necessity. Incivility undermines productivity and erodes morale – let’s cultivate environments where respect and professionalism thrive with performance! #workplacecultures #respect #greatplacetowork

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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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let us REDEFINE what it means to be successful, and make WELL-BEING the HEARTBEAT of our corporate world!!!! As we climb the corporate ladder, we often forget that our greatest asset is not our intellect or talent, but our well-being. We sacrifice our mental and physical health to meet deadlines, appease many and drive profits. But at what cost? We neglect our loved ones, our passions, and our own happiness, only to realize too late that success is not just about achievements, but about living a life that truly matters. We are not machines, but human beings with hearts that beat, souls that yearn, and minds that need nourishment. Let us not forget that our well-being is the foundation of our success, not a luxury we can afford to ignore. Let us prioritize self-care, empathy, and kindness in our workplaces. Let us create a culture that values human life over profit margins. Let us remember that every executive, manager, and employee is a person first, with struggles, fears, and dreams. Let us support each other, lift each other up, and create a world where we can thrive, not just survive.

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We believe in the power of gentle nudges where we help you think about what could change for you if you just took the first baby steps to change yourself the way you would like? #coaching #selfhelp #selfdiscovery

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In one of our recent new hire training induction sessions for a batch of doctors, an unexpected debate sparked an enlightening discussion on the quality of medical education in India. The conversation started innocently enough, with a few trainees expressing their pride in the Indian medical education system, asserting that it is superior to that of other countries. However, this statement struck a chord with some of their peers who had completed their degrees abroad. Feeling offended, they argued passionately that such comparisons were invalid and unfair. As the discussion grew more heated, it became clear that we were at a crossroads. In moments like these, it's crucial to find a common ground. I stepped in and reminded everyone that while the systems may differ, the ultimate measure of a doctor's success lies in their skills, knowledge, and dedication to their profession. Whether trained in India or abroad, it's the hard work and commitment to excellence that define a great doctor. This incident was more than just a debate about education systems; it was a powerful reminder of the diverse backgrounds and perspectives that our team brings to the table. By embracing these differences and focusing on our shared goals, we can foster a more inclusive and supportive environment. How do you navigate heated debates in your professional life? Have you ever had to find common ground in a similar situation? Share your experiences and insights in the comments below! 👇 #Leadership #MedicalEducation #TeamBuilding #ConflictResolution #DiversityAndInclusion #HealthcareProfessionals

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Your reflections on leadership drawn from your mountain experiences are truly inspiring. The way you connect nature’s lessons—like adaptability and resilience—with effective leadership is both insightful and practical....

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Conflict in any organisation is going to be there whereas dealing with conflict in a transparent manner rather than hiding under the carpet by using the " WIN WIN" strategy fosters a positive work environment:)

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Leaders Going to the balcony …… An opportunity for leaders to seek the haven to refuel, to intently observe one’s role, to step back, gain perspective and clarity. Leadership demands being both active and reflective alternating between participation and observation. So, every now and then, leaders should take a closer look at their dance floor from the vantage point of the balcony.

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Glad to be participating in a leadership training session alongside our CEO, Ramki Sankaranarayanan Equally, learnings needs to be put into action to contribute to continued success! #leadershipdevelopment #PFT #learningandgrowing

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Please visit and talk to Awign team if you want to improve productivity and cost efficiency. They provide outcome based work fulfillment service through their sophisticated technology. They will surely be an answer to the problem you are facing! Annanya Sarthak Gurpreet S Khurana Praveen Sah Saurabh Tiwari Kanishka Kabra Awign Awign Expert

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Along with my colleague Bhaskar Das, I facilitated a client workshop with their top team. The HR head is a keen OD practitioner as well, and was (as per his note) learning from us along the way. Facilitation skills are learnt over time and each of us need to develop our own style. But some core concepts are useful to remember. At Think Talent Services, we tend to use some principles in facilitation, as in much of our Talent Management work. 1. The Carl Roger's philosophy : Help the helpee help themselves. (Our translation: Any individual or team must set their own agenda and actions, and work through the path themselves, with some nudges and insights from facilitators) 2. The Flow Model : Happiness comes from a deep immersion in one's work and challenges, and should be in the zone of stretch capability. (Our translation: The individual's or team's capability is a key ingredient in the equation of optimal performance, and must be examined with an clinical eye of external facilitators. There is no point in taking any team down a garden path) 3. The facilitator must first think of the client and the effectiveness/outcome of their work than creating an impression of goodness only. (Our translation: Sometimes facilitators can get caught in their own worldview, survival needs and the need to be appreciated as a facilitator, and can lose the larger purpose) We work with many clients and have a pool of great facilitators who work as part of our extended team. They all have their own styles, akin to leadership. There is no one facilitation style, one has to learn to develop one's own style and be comfortable with it. Not all those who come across you as a facilitator will 'like' that style, and many will love it, and find it useful. So choosing one's own path as a facilitator and coach is key to effectiveness. Here is a video about different styles of "orchestrating". This is one of my favourites and has helped me learn a lot in working with teams, as a leader, and as a facilitator. #facilitation #leadership #topteams Saurav R Mohanty Supreet Malhotra Rustom Vesavevala Shivin Tikoo Bhaskar Das Joe Chacko https://lnkd.in/gK3iq9Wm

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*Awards: A Reflection of Past Excellence and a Catalyst for Future Greatness* *Summary:* Jeevitam's recent award victory at the HSBC CNBC TV18 SME Champions Awards is a testament to our dedication and impact in community engagement. This achievement reflects not only our past excellence but also serves as a catalyst for future growth. Our heartfelt acknowledgment of the Team Members, Partners, and Supporters for the collaborative effort behind this success. *Key Takeaways:* 1. Recognition fuels growth: Awards validate hard work and open doors to new opportunities, inspiring continued excellence and innovation. 2. Success is a collective effort: We Acknowledge the contributions of team members, mentors, and supporters reinforcing the power of collaboration in achieving great things. 3. The best is yet to come: We have to view achievements as stepping stones rather than endpoints, using them as motivation to reach even greater heights in the future. This week our Startup Jeevitam, won the Award in the Community Engagement Category at the HSBC CNBC TV18 SME Champions Awards in the presence of Minister Mr Nitin Gadkari. I believe Awards stand as shining beacons of recognition, illuminating the path of hard work and dedication that led to their attainment. They serve as tangible proof of our past accomplishments, validating the countless hours of effort and perseverance we've invested. I experienced that when we hold an award in our hands, we're not just grasping a trophy; we're holding a piece of our own history, a testament to our growth and the challenges we've overcome. I think these accolades remind us of our capability to excel and inspire us to continue pushing our boundaries. They serve as milestones in our journey, marking significant achievements and reminding us of the power we possess to turn our dreams into reality. But I think awards are not merely endpoints; they are stepping stones to greater heights. I believe receiving an award helps often may open doors to new opportunities, expanding our horizons and propelling us to the next level of our growth. The recognition that comes with an award can boost our confidence, encouraging us to take on bigger challenges and aim for even loftier goals. It can attract the attention of customers, collaborators, and investors who can help us reach new heights. Awards also serve as powerful motivators, igniting a fire within us to surpass our previous achievements and continuously improve. They remind us that our potential is limitless and that we have the power to soar to even greater altitudes. Perhaps most importantly, awards help lay the foundation for a brighter future. It instills in us a sense of responsibility to continue delivering outstanding results and to use our talents for the greater good. Happy Sunday!! Keep Moving & Smiling!!🏃🏽😊

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🚀 Attention HR Leaders! 🚀 Join us at the HR Mixer event on 31st May 2024 hosted by 1 Finance! The event details are in the below post. Look forward to your participation.

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#Hierarchies, in any organisation, are required coz they serve the #StrategicPurpose of #OptimisedDelivery, #Decisionmaking, #CollectiveWisdom , #EffectiveFlowOfCommand & many more strategic support and baseline to the organisation’s purpose & it’s need to be in business… But when #Hierarchy starts to breed in #FalseEntitlement, #EgoCentric decision-making, #CriplledEmpowerment, #LeadershipUpmanship & #ForcedAccountibilty… that’s when the #PerformanceLethargy & #Engagegment dis-association starts to creep in… resulting in performance lag & resultant lag in organisation’s success… thus eroding the organisation’s #Brand…. #Food4Thought !!!

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