Talking Transformation
To be an LGBTQ+ friendly organization, celebrating Pride Month is not enough. Having inclusive policies, building positive employee experiences, and supporting movements beyond the workplace are musts!
To be an LGBTQ+ friendly organization, celebrating Pride Month is not enough. Having inclusive policies, building positive employee experiences, and supporting movements beyond the workplace are musts!
We interviewed people who had recently joined a new company and found that some misses in the remote onboarding process have led to serious ramifications for both organizations and employees. These include lack of development of mutual trust, varying impact levels for different employee groups, and inability to properly discuss critical topics while interacting remotely.
Covid-19 has brought with it a drastic shift in how we all live, work, and rejuvenate. The same with employees world-over. No wonder old promises made by employers don’t meet the employees’ current needs and expectations. There is a pertinent need for an Employee Value Proposition Refresh if organizations want to remain relevant, keep their employee groups engaged and motivated, and wish to have a great relationship with their employees.
The processes of Induction, Orientation, and Onboarding all need to be executed properly in order to lead to successful Employee Integration.
With the pandemic forcing all of us to shift to the world of remote working, organizations need to consider more than technology to help facilitate this transition. This is where organizational culture can go a long way in helping employees excel even in the virtual setting.
Your managers may be aware of the control they have over making key decisions and innovations for the organization, but do you think they actually feel capable of making these decisions?
Erosion of trust is the silent killer of remote working. Check out the video where we discuss key action points managers can use starting today to build trust within their own remote teams.
Inefficient communication and collaboration are derailing productivity and morale of remote teams. This is why it becomes crucial for you to understand where these inefficiencies arise from, and how you can solve for the same!
Remote working has brought with it various disruptions in how employees relate and engage with each other and the organization itself. To help combat work-life balance issues and a variety of stressors, it’s crucial that organizations introduce new and unique employee experiences in the virtual landscape that are relevant, purposeful, and impactful for employees.
With the HR function facing responsibilities ranging from business to people, what should be their big impact area in 2021? We have identified 4 focus areas amongst which the People function and chief officers can prioritize.
With employees losing their sense of purpose because of remote work and the pandemic, it’s important that managers take relevant actions to correct this. All by leveraging their team members’ ‘What’s In It For Me’!
Are you providing your employees with the learning environment they require to exceed in the increasingly virtual world?
Almost every organization today organizes inclusion and diversity programs. But the question is, how many of those programs and efforts are actually contributing towards building and fostering a positive work environment?
To make an actual impact, I&D efforts need to be planned regularly, should address causes head on, and should always communicate the ‘whys’ and the purpose behind the initiatives.
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