Somesh Ganti

During performance appraisal discussion, whatever may be the reason for assigning a 'not-so-good' rating, the team member deserves our time for a chat, some words of empathy and encouragement to improve. 'Recency', 'Leniency', etc. have done their part. It's time for 'Decency'. Quick Tips for Team Managers: 1. Understanding the purpose 2. Preparation before Discussion 3. Creating Positive Environment for Discussion 4. Providing Constructive Feedback focused on behaviours rather than personality 5. Active Listening 6. Setting SMART Goals 7. Developing an Action Plan 8. Follow-Up and Accountability

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Dear HR Community. Hearing 8.33% seems unreasonable😐 or not interesting😏 to Few or to the Most. Take a look at Few figures mentioned below this might change perspective of some or even ONE would be a good start... ✌🏼 ***Copied 👇🏽 *** TA teams in India: 🐅 Are you feeling lucky today? Here’s a bunch of jobs to fill. Plenty of talent around. Just get the one we actually interviewed and hired to show up on day 1 and yes, but don't forget to add the description for other countries mentioned below as well 😁 & you can have a placement fee of 8.33%. TA teams in Indonesia: 📢 Plenty of talent available. Find me someone who can fit within the team and the culture we have, with reasonable core skills, and you can have a fee of 20%. TA teams in Australia: 🌏 Talent is getting harder to find. Find me someone who is a good skills match and isn’t 30% over budget, and you can have a placement fee of 15 to 18%. TA teams in Japan: 🗾 Your network is your net worth. Here are more jobs than you can handle. Find me people who fit our culture and are actually willing to accept our offer. Do that and you can have a placement fee of 40%. TA teams in Singapore: 🦁 Don’t give up. Find me someone who doesn’t need a visa, or can pass the COMPAS framework, isn’t asking for more than a 12% bump in salary, has the right skills, is the right culture fit, will work beyond office hours as need be, has two solid references, and doesn’t switch jobs more than once in three years. Do that and you can have a placement fee of 15 to 20%. Before reaching on conclusion Kindly read, here not comparing the countries but the process or TA. You all might not agree with me, but I am grateful that you at least read my post. Please Share your opinions........ #TA #HR #HRcommunity #Talentacquisition #Humanresources

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As an HRBP who closely moderates Performance Improvement Plans (PIPs), I’m always exploring ways to make them more impactful. I just attended a session by Keka HR Katalyst 4.0 - Day 2 powered by SHRM India and moderated by Ashwin Karthik - Topic: Is PIP a Myth? 🔍 It was a deeply insightful discussion that challenged traditional approaches to PIPs and offered actionable strategies. Key takeaways: Capt.Partha Samai (VP and Head HR, JIO): Emphasized the importance of defining clear goals, fostering the right environment, actionable feedback, and consistent progress monitoring for effective course correction. Ganesh Iyer (Sr. Director HR, ADP): Highlighted the need for empathy, unbiased HR practices, KPI-driven approaches, and validating evidence to ensure fairness. Barun Mallick (Marketing Head, Keka): Stressed the significance of a structured action plan backed by continuous feedback. This session reaffirmed the role of fairness, transparency, and measurable outcomes in transforming PIPs into a tool for genuine performance improvement. I’m excited to bring these insights to my workplace. What’s your take on PIPs? Do they drive improvement, or are they just another corporate myth? #HRBP #PerformanceImprovement #HRInsights #WorkplaceSuccess #KekaHR

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Jack of All Trades! Talent Fungibility: The Psychological Safety Imperative As corporations embrace talent fungibility, redeploying and reskilling employees across roles, a critical question emerges: Are we doing it right? The cost of missteps could be dire - jeopardizing our human capital, innovation, collaboration, and bottom line. At the core lies understanding our workforce's unique strengths and psychological needs. Failing to grasp their depths, risks not only their psychological safety but also missed opportunities for growth. Research shows when employees leverage their authentic strengths, they experience heightened engagement, belonging, productivity and innovation. Conversely, a psychologically unsafe workplace breeds stagnation and costly mistakes. The antidote? Cultivating psychological safety - an environment where employees feel valued, respected and empowered to take calculated risks. This demands leadership that deeply understands talent strengths, views mistakes as growth opportunities, encourages open dialogue, applauds thoughtful risk-taking, and recognizes unique skills. Only through psychological safety can we truly unlock human potential and harness talent fungibility. The key takeaways for a sound leader is:   1.       Develop a holistic understanding of the strengths of your talent. 2.       Lead from strengths, learn from mistakes. 3.       Lead by example. 4.       Encourage people to speak up. 5.       Applaud thoughtful risk taking. 6.       Recognize and celebrate unique skills and talent. #i/o #psychology #fungible #talent #OD #talentfungibility #psychologicalsafety #talentdevelopment #leadership #HR #skillbasedhiring

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The Changing Landscape of Hiring: Emphasizing People Skills Over Technical Expertise - By Meenakshi Jaryal With over two decades in TA, I’ve witnessed hiring trends transform dramatically. Today, companies prioritize people skills over technical abilities which traditionally ruled resumes for decades. This shift is reshaping talent acquisition, driven by several key factors. Why the Shift? - Cultural Fit and Collaboration : Modern workplaces thrive on collaboration and a strong cultural fit. Candidates with excellent interpersonal skills, emotional intelligence, and team-working abilities often bring more value than those with purely technical expertise. - Adaptability and Resilience : In a rapidly changing world, candidates who adapt quickly and demonstrate resilience are highly sought after. These traits are crucial for navigating today’s dynamic business landscape. - Leadership and Communication : Companies need leaders who can inspire, motivate, and clearly communicate their vision. Technical skills alone cannot drive a team to success without strong leadership; hence, the focus is on candidates with effective leadership and communication skills for senior roles. - Diversity and Inclusion: Embracing diversity and inclusion is now essential for success. Diverse teams bring a range of perspectives and ideas, fostering innovation and improving decision-making. Key Takeaways from Global Hiring Trends: - Emphasis on Soft Skills: Hiring candidates with strong interpersonal skills, emotional intelligence, and team-working abilities is increasingly important. - Adaptability as a Key Trait: Companies value candidates who can quickly adapt to changing circumstances and demonstrate resilience. - Leadership and Communication: Effective leadership and communication skills are essential for senior positions. - Continuous Learning and Development: Lifelong learning is crucial in a rapidly changing world. - Diversity and Inclusion: Emphasizing diversity and inclusion brings wider perspectives and drives innovation. My Insights : Over my career, I've realized that hiring managers need to continually adapt and expand their skill sets to succeed in today's dynamic landscape. Some key skills include: - Emotional Intelligence: Understanding and managing emotions is crucial. Assessing candidates' emotional intelligence leads to effective interpersonal dynamics. - Active Listening: Effective communication starts with active listening. Understanding candidates' experiences and motivations leads to better hiring decisions. - Cultural Sensitivity: In a globalized world, cultural sensitivity is paramount. Evaluating how candidates fit and contribute to the company's culture is essential. - Continuous Learning: Successful hiring managers must commit to continuous learning and stay updated on the latest trends and best practices. #HiringTrends #PeopleSkills #Leadership #Recruitment #TalentAcquisition #WorkplaceCulture #Diversity #Inclusion #GlobalCues

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As we celebrate the incredible contributions of #HR professionals worldwide! I recently read an enlightening article on Economic Times HR World that resonated deeply with me, especially on how the role of HR is evolving. Key Highlights: 🔵 Every Manager is an HR Manager: Gone are the days when HR responsibilities were siloed. Today, every manager is a crucial player in shaping the #employeeexperience and fostering a thriving workplace #culture. 🔵 Leading with #Empathy: Successful #leaders blend business acumen with empathy. They understand that nurturing their teams and addressing their needs is essential for achieving #organizationalgoals. 🔵 Championing #Talent: Managers are at the forefront of #talentdevelopment. They identify #potential, provide #growth #opportunities, and align personal aspirations with the company's #vision. 🔵 Promoting #Inclusion: Building an #inclusive and #diverse work environment is a collective effort. Managers play a pivotal role in setting the tone for diversity, equity, and inclusion. 🔵 Navigating Crises: The past few years have underscored the need for managers to be adept at crisis management. Supporting teams through uncertainty and maintaining morale has never been more important. This International HR Day, let’s recognize and celebrate the fact that effective people management is a shared responsibility. By embracing these insights, we can create #workplaces that are not only #productive but also supportive and #inclusive. Dive into more insights from the article here. Link: https://lnkd.in/gYRqdhPh Let's continue to lead with heart and drive positive change in our workplaces! #InternationalHRDay #HRLeadership #WorkplaceWellbeing #PeopleFirst #InclusiveLeadership #mondayvibes #mondaymotivation #hr‍‍

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Ever been shackled by a micro-manager? You know the type. Hovering over your shoulder, keen on controlling every iota of your work and nervous when they're not in the driver's seat: - Suppressors of independent actions - Anxiety over team consensus - Disturbed by lack of control - Magnet for minute updates - Frequent task revisionists - Process-obsessed Trapped in the micro-management cobweb? Here are your escape tools: - State your preferred work style - Crave constructive criticism - Build trust via killer outputs - Volunteer for responsibility - Put forward your solutions - Create your boundaries - Hunt for job clarity And if the shoe doesn't fit, change it. Knock on a coach/mentor/HR door. Willing to extend a helping hand? Pass this on. Remember, the first step to change is understanding. Let's craft healthier work environments, one step at a time. There's a brighter side, and it's within reach! PS1. Ever grappled with a micro-manager? Share your experience. PS2. What strategies did you use to cope with a micro-manager?

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During a team meeting, ‘X’ contributes and listens actively to everyone's ideas, without resorting to intimidation tactics - encouraging collaboration & mutual respect.   However, ‘Y’ interrupts and criticizes other team members - creating a tense & unproductive atmosphere displaying dominance & control.   Recent statistics from 2024 reveal the positive impact of assertive behaviour in various contexts, highlighting its effectiveness in achieving goals and fostering healthy relationships.   In fact, organizations promoting assertive communication witness a 30% increase in employee engagement and a 25% rise in productivity, compared to those endorsing aggressive behaviour.   So why be aggressive when one can be assertive instead?   Here are some examples as to why being assertive is more beneficial:   ➡ Communication style: Assertive communication is confident and respectful, while aggressive communication tends to be confrontational and hostile.   ➡ Conflict resolution: Assertiveness focuses on finding mutually beneficial solutions, whereas aggression escalates conflicts with blame and hostility.   ➡ Emotional expression: Assertive individuals express emotions calmly, while aggressive individuals often exhibit explosive outbursts.   ➡ Goal achievement: Assertiveness prioritizes collaboration in order to achieve the team-goal collectively; unlike aggression, which prioritizes winning individual accolades, despite the costs.   ➡ Impact on relationships: Assertive behaviour builds trust & positive connections, while aggression leads to fear, resentment, and strained relationships.   Indra Nooyi, former CEO of PepsiCo, was well known for her assertive leadership style, that drove business growth while fostering a positive work culture. Warren Buffett's calm and assertive approach is reflected in his investment strategies and value-driven mindset.   What are your thoughts in this regard? Do share in the comments.   #AssertiveLeadership #EffectiveCommunication #SuccessMindset

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A well-rounded article explores both the art & science of Employee Experience (EX). The Power of Five framework stands out as particularly compelling. My reflections on the article: • Genuine focus / respect (D.I.G.) + Listen with empathy (measure feedback, act ) [ don't pamper ] • Democratic access to enterprise knowledge, opportunities, wellbeing, productivity tools. Case for new tech adoption. Good read by Arun Bose Praval Bose #HCLTech #Employeeexperience

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Uma Ratnam Krishnan, Managing Director, Optum India, in an insightful conversation with Gautam Srinivasan, Consulting Editor, MINT, elaborated on the GCC growth story in India. She spoke in detail on the GCC 4.0 paradigm, the customer centricity, leadership mindset and cultural shift that is needed for GCCs to become value creators for their enterprise, and how Optum India has evolved over the last two decades to become a strategic powerhouse that is integral to our enterprise. Watch the full video: http://spr.ly/6045UVd9W #OptumIndia #Globalcapabilitycentre #Optumadvocate

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Imagine you're a People Leader and you'd like to design a highly custom GenAI (or Data Science or ESG) learning journey for your tech and business teams. Would you be excited if the learning sessions are delivered by an IIT Professor or a CTO of a company? If yes, please meet us at the GUVI booth at the ET Future Skills Conference to discuss more. #GUVI #HCL #ETHRFutureSkills #ETHRWorld

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And here goes this awesome conversation I had with Ryan Singh. Watch and then let’s spar or deep dive with your questions and comments. Let’s close the Loop on better HR practices 💪🏻💪🏻💪🏻 #HRTech #Innovation #CloseTheLoop #EmployeeExperience #FutureOfWork #SkillsBasedOrganization #PerformanceManagement "The views are personal and do not necessarily represent the strategy, position, or opinion of Biocon Biologics Ltd"

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'Infant attrition' on rise; accounts for 10-15 pc of annual labour movement: TeamLease Services https://dhunt.in/WmPFx Infant attrition refers to the phenomenon where employees leave an organisation within a short period after joining, typically within the first six months or during the probation period, some companies also consider three months as infant attrition.

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Empowering Leadership: Resilience, Authenticity, and Visibility in Changing Times had the honor of moderating an inspiring panel discussion at C2FO, featuring remarkable women leaders: Anne Steinhaus(Head of Product and Tech), Basant Kaur(Country Head & Chief Operating Officer, India), and Samiksha Chugh (Vice-President, Engineering). This event, part of our ongoing support for the TogetHER Employee Resource Group (ERG), focused on three key topics: Resilience and Adaptability: Leading Through Change Leadership Styles: Authenticity and Influence Personal Branding and Visibility for Leaders Hearing the stories from our leaders encouraged us to set and achieve ambitious career goals. The panel provided practical advice and strategies for overcoming workplace challenges and fostered a strong connection between leaders and employees. My key takeaways, which I personally apply in my life, are: Listen first, and respond accordingly instead of reacting. Constructive 360-degree feedback is essential for leading your people. Find someone inspiring at the workplace who can be your support system. This roundtable significantly contributed to employee engagement, satisfaction, and the creation of an inclusive and empowering workplace. Thank you, Anne, Basant, and Samiksha, for sharing your experiences and insights. Together, we are building a supportive community within C2FO! #Leadership #WomenInLeadership #EmployeeEngagement #TogetHER #C2FO #Resilience #Authenticity #Visibility

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What makes a career in HR fulfilling? 💼 Having spent a significant amount of time working with @Nexus HR Consultants Pvt Ltd I can confidently say that HR offers a wealth of rewards, both intrinsic and extrinsic. For those curious about why HR is such a fulfilling career choice? Here are some key benefits:- 🌟 Impact on People and Organizations: HR professionals shape workplace culture and employee experiences, directly influencing organizational success. We have the unique opportunity to make a real difference in how employees feel about their work environment. 🌟Continuous Learning and Development: The field is always evolving, with new challenges and opportunities emerging constantly. From labour laws to AI, there's always something new to learn. We strive to grow through workshops, certifications, and gather intelligence from hands-on experiences. As such it is an ever evolving filed. 🌟Variety of Roles and Specializations: HR encompasses diverse areas like Recruitment, Employee Relations, Training, Compensation and Benefits, Learning and Development., Succession Planning and HR analytics. There's always a new path to explore learn and grow! 🌟Career Advancement: Clear path for growth from entry-level roles to senior positions, like HR Director or Chief HR officer. With the right experience and expertise, HR professionals can take on strategic roles that shape business strategy. 🌟Work-Life Balance: HR understands the importance of balance and often champions initiatives that promote it. We know that happy employees are well-balanced employees who are more productive. 🌟 Contributing to Organizational Success: HR is often the "enabling" force, helping attract and retain talent, fostering a positive work environment, and aligning HR strategies with business goals. These factors make HR an incredibly rewarding career prospect and field to explore for those passionate about working with people and making a positive impact in the workplace. #HumanResources #CareerInHR #WorkCulture #ContinuousLearning #CareerGrowth #EmployeeExperience

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According to Vandan Patel A team is not just a group of people who work together; it's a group of people who trust each other.💼👥 But let's be real for a second. How many teams out there actually trust each other? Trust isn’t built in those meaningless team-building exercises where you fall backwards, hoping someone catches you. Nope. Trust is earned through genuine respect, honesty, and accountability – not those surface-level “collaborations” that look good on paper but crumble under pressure. If your "team" isn't built on trust, it’s just a collection of individuals clocking in and out. 🚨 Trust isn’t optional; it’s the foundation. Without it, you might as well be working alone. 🛑 So, before you call it a team, ask yourself: Do you really trust each other, or is it just a buzzword to make the company culture look good on LinkedIn? #VandanPatelSays #TrustTheProcess #Teamwork #Leadership #WorkCulture #BusinessRealityCheck #NoBS #HRTruthBomb 💣

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Prioritizing Employee Wellbeing in the Indian Workplace. It is worth pausing and reflecting on a topic that's increasingly at the forefront of organizational success: Employee Wellbeing. In today's fast-paced, competitive work environment, particularly in India’s growing corporate sector, there is a growing need to create psychologically safe spaces where employees can survive, thrive and stay well, all at the same time. For some time now, the narrative around mental health is shifting from taboo to necessity. Whether it's burnout, stress, or work-life imbalance, companies that actively address these issues are seeing benefits in employee retention, engagement and productivity. A couple of easy to do steps for organizations and leaders would be to foster open communication and let people freely share views and feedback, and to provide access to mental health resources. Let’s make it a priority to actively care for the people who power our organizations. A happy, healthy employee is not just more productive, but also more creative, collaborative and committed. Business success is directly tied to employee wellbeing. Here’s to a sane and productive week! #EmployeeWellbeing #MentalHealthMatters #Leadership #HR #WorkplaceCulture #IndiaBusiness

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I am honoured to be a part of Keka HR Katalyst 3.0 - India's Largest Virtual HR Summit! On 19th July 2024, I will be speaking LIVE to a global audience diving into a topic more relevant now than ever - #Profitability at the Cost of #Letting #People #Go Organizations that prioritise revenue are facing one question- Are you prepping for Short-Term Gains or Long-Term Pitfalls? During this fireside chat, we will strike the balance between revenue-led growth and people-led growth to help transform organisations. Be there! In my view, successful organizations are those that focus on Run Rate (RR), Heart Rate (HR), Empathy and Ethics Rate (EER) Here's the [Event Link] : https://bit.ly/4bHGTCF Keka HR

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