The d’frens blog
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!
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.
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.
The processes of Induction, Orientation, and Onboarding all need to be executed properly in order to lead to successful Employee Integration.
With changing times, it becomes pertinent that we reassess the learning and development initiatives of our organization. So as to ensure that the right learning paths are made available for the employees in the right manner.
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.
Most managers are now facing a challenge they never signed up for – leading fully remote teams! This brings new problems to the front, along with the need for them to adopt new skill sets and responsibilities almost overnight. But empowering your managers can be the key to all these problems.
There is no escaping the reality of virtual teams. But with most leaders and managers unexpectedly finding themselves in a hybrid workplace, it can be challenging to realize its true potential. So, here are 3 crucial steps that can help you leverage the best out of your virtual teams!
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 no physical proximity with the team, managers are finding it especially hard to connect with them in a positive manner. This in turn can deteriorate morale, motivation and performance. Find out how you can use ’empathy’ as a way to bridge the gap within your remote team!
Your organization’s culture has never been as important as it is today! Which is why, a culture transformation that takes into account the changing times is a must to show your employees the way forward.
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.
While most brands have their organizational values in place, a lot of them are unable to incorporate them into their employees’ daily interactions and ‘key moments that matter.’ Making it difficult to translate these values into the desired behavior and action.
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