VISHAL SINHA

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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#Let’s talk Success@life For a long long time I thought doing More is More , while one kept reading about doing less is More. Now I have started to get it … 1. We expand when we go deep and not when we spread ourselves thin. 2. Mental Discipline - Not everything our Mind thinks works out that way, esp worry of any kind. Stop Overthinking and letting go of anxiety is very critical for Clarity to Self and Others about who we are and what is our Purpose , Why are we Doing this ? How to do this ? Stop the Noise. 3. Emotional Discipline - Clearing out the heart and keeping it strong is so important , otherwise it can hold us as a Hostage and we can Self Sabotage. Be Silent from Within. 4. Physical Discipline- Yoga, Meditation, Walking are critical for the Body as well as the Mind, heart and soul. Step out of Comfort Zone. 5. Do what you say and say what you do and when and how. 6. Connect with the Human Being behind the Person we see. First do that with self and feel in close connection with self , and also do the same with others. Be Intimate. 7. Be Giving and Acknowledge what we receive with Gratitude. Reduce / Minimize Self- Orientation. 5-7, helps build Trust. 8. Manage Conflicts well 9. Learn from Your Losses/ Failures - the toughest one, yet transformational. 10. Leave no gaps in inner growth and self development, work on feedback received immediately, otherwise it shows up externally over a period of time and can be tough to manage. 11. We can miss doing many of the above if we operate from any or many of these renunciable qualities - Lust, Anger,Ego, Greed, Attachment, Pride, Jealousy and Laziness. 12. Be Positive and Learn to See Positive in Others. 13. Be brutal with Prioritisation. 14 Social Media Detox The last one year went through deep reflection including today. As I have been on a Hermit Mode, Travel Mode, Work Mode intermittently. It is time to make a choice - who am I , what is my purpose and how do I proceed from here? As someone put it - Life shall shower us with Opportunities every Moment , it is up to us What we Create out of it. So let us be Bold and Move forward despite Success and Failure Felt like sharing, as am learning and discovering. Lots more to learn, discover and would try to share as well. God Bless.

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𝗠𝗮𝗻𝗮𝗴𝗲𝗿𝘀 𝗛𝗼𝗹𝗱 𝘁𝗵𝗲 𝗞𝗲𝘆 𝘁𝗼 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗘𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁, 𝗡𝗼𝘁 𝗢𝗿𝗴𝗮𝗻𝗶𝘀𝗮𝘁𝗶𝗼𝗻𝘀 A stark statistic published in ADPRI’s 2019 research paints a grim picture of global employee engagement: only 16% of employees are fully engaged, while a staggering 84% are simply “coming to work”. Though five years have passed since that study, the reality remains unchanged, as reaffirmed by annual surveys from across the globe. What’s crucial to understand is that engagement levels aren’t dictated by an organization’s initiatives but are deeply influenced by managerial behavior. The data is clear: 𝘦𝘮𝘱𝘭𝘰𝘺𝘦𝘦𝘴 𝘸𝘩𝘰𝘴𝘦 𝘮𝘢𝘯𝘢𝘨𝘦𝘳𝘴 𝘤𝘩𝘦𝘤𝘬 𝘪𝘯 𝘸𝘪𝘵𝘩 𝘵𝘩𝘦𝘮 𝘸𝘦𝘦𝘬𝘭𝘺 𝘢𝘳𝘦 𝘵𝘸𝘪𝘤𝘦 𝘢𝘴 𝘦𝘯𝘨𝘢𝘨𝘦𝘥 𝘢𝘯𝘥 𝘱𝘳𝘰𝘥𝘶𝘤𝘵𝘪𝘷𝘦 𝘤𝘰𝘮𝘱𝘢𝘳𝘦𝘥 𝘵𝘰 𝘵𝘩𝘰𝘴𝘦 𝘸𝘩𝘰𝘴𝘦 𝘮𝘢𝘯𝘢𝘨𝘦𝘳𝘴 𝘰𝘯𝘭𝘺 𝘴𝘱𝘰𝘳𝘢𝘥𝘪𝘤𝘢𝘭𝘭𝘺 𝘦𝘯𝘨𝘢𝘨𝘦. This statistic reveals a simple but often overlooked truth—𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗲𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗶𝘀 𝘀𝗵𝗮𝗽𝗲𝗱 𝗮𝘁 𝘁𝗵𝗲 𝗺𝗮𝗻𝗮𝗴𝗲𝗿-𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗹𝗲𝘃𝗲𝗹, not through sweeping organisational changes. The result? Well-intentioned efforts by the organisations fail to yield results. Why does this happen? It’s simple—engagement isn’t about company-wide programs or initiatives; 𝗶𝘁’𝘀 𝗮𝗯𝗼𝘂𝘁 𝗵𝘂𝗺𝗮𝗻 𝗰𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗼𝗻. A manager’s consistent attention to their team members’ progress, challenges, and overall well-being has a far more powerful impact on engagement than any organizational policy ever could. Behavioral changes take time. For managers to cultivate an engaged and productive team, they need to adopt regular check-ins as a deliberate habit. Every manager, at their core, wants to lead a productive, high-performing team. By regularly showing them data on their team’s productivity, engagement scores, and even leave patterns, you’re highlighting the tangible outcomes of their behaviour. This progress-driven feedback loop can motivate managers to build a habit of checking in with their teams regularly, until it becomes second nature. A regular check-in provides employees with a sense of connection, accountability, and support that fuels their engagement. Organisations will continue to struggle with increasing engagement if they fail to address this foundational truth: it is the manager, not the organisation, who is responsible for engaging employees. Until companies focus their efforts on nurturing managerial behaviors that foster regular, meaningful interactions, the percentage of fully engaged employees will remain frustratingly low. By empowering managers to be the driving force behind engagement, organisations can finally unlock the potential of their teams—transforming the workplace from a space of mere attendance into one of true participation. #employeeengagement #managerialhack #leadership #culture #analytics Jacob Morgan Dave Ulrich Jeff Wellstead David Green 🇺🇦

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People stop sharing ideas when they see their superior dismiss every suggestion based on preconceived notions. It's crucial for leaders to foster an open, unbiased environment to encourage innovation and collaboration.

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Being the devil’s (or the Job-changing Dervish’s) advocate We often see posts on LinkedIn of people completing decades in one organization. Undoubtedly it’s a feat of sorts, equally commendable for both, the employee and employer .. to keep each other engaged for so long and so fruitfully .. I say fruitfully because in typical LinkedIn style only successes are celebrated and failures are lost in the annals of history never to see the light of day! So we won’t hear of the thousands living in quiet mediocrity and day to day drudgery .. but then let’s not lose focus here because they aren’t the subject of my post. For that matter neither are the long term warriors .. My post today is a tribute to those busy-bees who change jobs often. Oh yes, until a couple of years those were also my bread and butter because no job-changers meant no fees for a consultant like me 😊! But putting my own vested interest aside and now that it’s a thorn in my side being a part of HR, I feel they are the unsung heroes. They are the ones who bring diverse thought, industry practices, different multicultural views into an organization. They are the soft disruptors who question a norm. They ensure that an organization is not a homogenous mass of singular thought. They are the knowledge ambassadors. They are the bees that have sat on many a flower to collect that honey. Hence when a hiring manager looks askance at a short tenured job changer, I give a gentle nudge to look at things differently! Please note this post is not against the long tenures nor an advocacy for a frequent job-changer - Just a different POV, a benefit of doubt perhaps. Would be glad to know your opinion on this .. #careers #bankjobs #bankingcareers

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#Think About this - "In five years, will this matter?"Have you ever faced a setback that felt insurmountable in the moment? - Perhaps a project that didn't go as planned, or a deal that fell through unexpectedly. In the heat of the moment, it's easy to get caught up in the stress and frustration of the situation. "In five years, will this matter?" This powerful question can be a game-changer in how we approach challenges and setbacks. Instead of allowing ourselves to be consumed by the immediate stress of the situation, it prompts us to zoom out and consider the bigger picture. Will this setback still have a significant impact on our lives and career five years down the line?  "Think about it really,  In five years, will this matter?- By framing our challenges with this question, we can gain valuable perspective and make more informed decisions. Here's how:• Focus on the Long-Term Goals• Prioritize Solutions over Stress• Maintain Emotional Resilience• Learn from the Experience• Stay well grounded in Reality So, the next time you find yourself facing a challenge or setback, remember to ask yourself: "In five years, will this matter?" You might be surprised by how much clarity and perspective it brings to the situation. #Perspective #Resilience #GrowthMindset #ChallengeYourself #CareerDevelopment

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We are hiring for an exciting role as Assistant Vice President, Inclusion and Employer Branding, who can join us for a challenging assignment in DEI & Employer Branding !!! Location - Vikhroli, Mumbai Reporting to - Lead for DEI and EB for the company Click on below link to apply or email us on [email protected] !! Purpose of the Job : The Assistant Vice President - Inclusion and Employer Branding will play a vital role in operationalizing the company's strategic vision for Diversity, Equity, and Inclusion (DEI) and Employer Branding (EB). The incumbent will focus on program management and implementation of DEI and EB initiatives, reporting on progress, and preparation of employee communication and branding materials. Key Responsibilities : A.     DEI Program Management (50% weightage): *Lead the implementation of the DEI Charter: *DEI Council and Committees: Support the VP, DEI & EB in preparation of presentations, training material, communication and event logistics for smooth execution of DEI Council, DEI Execution Team and ERG meetings. *Diversity Representation: Support the BHR teams in implementation of inclusive hiring campaigns and monitor progress against KPIs on a periodic basis. *Inclusive Policies/Infrastructure: Conduct benchmarking of DEI best practices, employee surveys and leverage insights to help prepare DEI focused HR policies. Inclusive Culture: Assist in the implementation of DEI trainings, culture campaigns, employee surveys and other interventions to build an inclusive culture. *Women Development Initiatives: Program management of development programs for women. Recognition: Ensure implementation of the STAR DEI Awards Program. Lead communication of DEI success stories and recognize allies and trailblazers from minority groups. B.     Employer Branding (30% weightage): *Employer of Choice Project: Conduct benchmarking of industry best practices, analysis of employee insights to help build a robust EVP. Assist in the integration of the EVP across critical employer branding touchpoints and materials. *Employee Communication: Support in the creation of drafts of DEI and EB presentations, case studies and employee communication.  C. DEI and EB Reporting and Operations (20%): 1. Analytics and Reporting: Prepare periodic dashboards, presentations and analysis to support the program management and implementation of DEI and EB initiatives. 2.  Operations and Compliance:   *Ensure preparation of DEI and EB data/reports for Audit purpose. Sunita Gyanchandani, Sachin Araokar Kamal Mehta, Karan Makhania, Mohit Mathur, Sheetal Kaul, Santosh Soni, Ketaki Karnik, Vaibhavi Mehta, Ayush Balodi, Radhika Kandalgaonkar, Utkarsha Patankar, Lakshmi Thevar #DEI #DNI #EMPLOYERBRANDING

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Your Network is Your Net Worth! The other day me and Aishverya Jain (AJ), one young dynamic passionate mentor, were debating about Networking and he said "Your Network is Your Net Worth!" and then I started to think deeply. If you introspect, you will realize that in today's dynamic workplace, networking isn’t just a skill—it’s a strategic advantage. Building meaningful connections at work can open doors, enhance collaboration, and drive professional growth. I can share some strategies to help you make the most of your workplace relationships (feel free to add 🙂): 1. Focus on Building Genuine Connections and not transactional. Instead of connecting with others solely for personal gain, strive to build meaningful relationships by listening actively, asking thoughtful questions, and showing genuine interest. 2. Engage in Cross-Departmental Projects This allows you to engage with team members from other departments, expanding your perspective and understanding of the organization. It also helps you learn new skills and establish yourself as a versatile contributor. 3. Leverage Online Tools and Social Platforms In a hybrid or remote workplace, using platforms like LinkedIn, Slack, or internal networking tools to stay connected is crucial. Regularly engage with posts, share insights, and celebrate your coworkers’ achievements online. 4. Request Informational Meetings An informational meeting or coffee chat is an excellent way to learn from colleagues, mentors, or leaders you admire. These casual meet-ups allow you to understand their career paths, gain insights into their roles, and ask for advice. 5. Be a Connector One of the most valuable networking skills is connecting others. When you see opportunities for two people to benefit from each other, make the introduction. This establishes you as a key player within your network and strengthens your relationships. 6. Participate in Company Events and Workshops Take advantage of company-hosted events, training sessions, and workshops. These provide a relaxed environment for networking and allow you to meet people from different levels within the company. 7. Give Before You Receive When networking, think about how you can add value to others. Whether it’s by offering to help on a project, sharing a useful article, or being a supportive team member, your actions will build trust and solidify connections. 8. Follow Up Consistently A simple follow-up message goes a long way. After a meeting, event, or even a brief conversation, follow up to express appreciation, discuss insights, or suggest future meet-ups. Regular follow-ups keep you top of mind and reinforce the connection. Conclusion Networking within your workplace is an ongoing process. By investing time in these strategies, you can build a powerful, supportive network that not only boosts your career but also creates a collaborative and thriving work environment. Thanks AJ for making me think more on this...

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𝐓𝐡𝐞 𝐒𝐢𝐥𝐞𝐧𝐭 𝐄𝐩𝐢𝐝𝐞𝐦𝐢𝐜 𝐨𝐟 𝐄𝐚𝐫𝐥𝐲 𝐀𝐭𝐭𝐫𝐢𝐭𝐢𝐨𝐧: 𝐔𝐧𝐦𝐚𝐬𝐤𝐢𝐧𝐠 𝐭𝐡𝐞 𝐁𝐚𝐛𝐲 𝐒𝐲𝐧𝐝𝐫𝐨𝐦𝐞 Early attrition.Infant attrition. No matter what you call it, almost every organization across various industries has been grappling with this epidemic.The consequences are dire. It’s not just about losing talent; it’s about losing credibility with future candidates.When a new hire leaves quickly, it raises a red flag for all who observe. Let's reflect.This is the same individual who impressed a panel of hiring managers and HR professionals.The same person who emerged victorious after rigorous interview rounds.He joined with monumental aspirations, enthusiasm, and excitement. Suddenly, he wants to quit.Why? The desire to quit, or worse, resigning without a discussion, is merely the outcome.The process begins long before anyone notices. A new joiner is like a baby—full of curiosity, playful, eager to explore and experiment.They question the status quo with innocence, unconcerned with hierarchy.I call this the"𝐛𝐚𝐛𝐲 𝐬𝐲𝐧𝐝𝐫𝐨𝐦𝐞." If an early interaction with their manager is positive, the "baby syndrome" persists. But if this interaction is intimidating, humiliating, or dismissive, the "baby syndrome" vanishes.The new hire begins to doubt his decision to join the organization, to join the team, and to voice his ideas or share his views. According to a 2019 Gallup poll, only 3 out of 10 employees feel their opinions matter. A recent study published in Harvard Business Review reveals that new joiners start with higher psychological safety than their tenured colleagues, only to lose it soon after. Regaining this psychological safety can take years. Organizations must recognize the importance of nurturing this "baby syndrome." It’s not just about onboarding processes or welcome kits. It’s about creating an environment where new hires feel valued and heard from day one.The first interactions with managers and colleagues set the tone for their entire journey. Leaders must be trained to handle new hires with care, ensuring their enthusiasm is met with support, not dismissal. Open communication should be encouraged, and new ideas should be welcomed.Creating a safe space for new hires to express themselves without fear of retribution is crucial. Early attrition is a silent epidemic,but it’s not insurmountable. By understanding and addressing the root causes, organizations can turn the tide.The key lies in nurturing the "baby syndrome"—keeping that curiosity, playfulness, and willingness to explore alive.Only then can we retain the talent that once walked through our doors with stars in their eyes and dreams in their hearts. #psychologicalsafety #attrition #leadership #hackinghr #hrmagazine #nhrdn #nhrd #earlyattrition #infantattrition #babysyndrome Dave Ulrich Jacob Morgan

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A recent study on bank service fees by Prof. Ashish Das highlights a worrying tendency of opacity and inconsistency in the banking industry. The difference in costs emphasises the necessity of more responsibility and openness, especially for basic services like online money transfers and ATM transactions. While some banks—IDFC First Bank and AU SF Bank, for example—offer these services at no extra cost, others still charge us high fees. We are all financial justice activists, and there is nothing wrong in pushing for more transparent charge schedules and equitable business practices throughout the sector to get fair access to necessary banking services. IDFC FIRST Bank  https://lnkd.in/gMvraQUE

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In chess, every move is made in silence. The only time you speak is when you declare checkmate. Life mirrors this. Do not announce your strategies—move in silence, and let your results speak for you. #moveinsilence #checkmate

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🌟 **Join Our BFSI HR Network in Kolkata!** 🌟 Hello BFSI HR Professionals! We are excited to announce the creation of a dedicated WhatsApp group for HR professionals in the BFSI (Banking, Financial Services, and Insurance) industry in Kolkata. This group aims to foster collaboration, share best practices, discuss job openings, and exchange valuable insights specific to our industry. Whether you are looking to network, share your experiences, or stay updated on the latest trends and opportunities in the BFSI sector, this group is the perfect platform for you! 🔗 **What to Expect: - Best practices in HR management and talent acquisition - Insights into industry trends and developments - Networking opportunities with fellow professionals If you're interested in joining, please send me a direct message with your WhatsApp number, and I’ll add you to the group. Let’s come together to strengthen our community and elevate our industry!! *Note*: Only writing interested in comments of the post will not be sufficient for me to add you to the group. Also please refrain from sharing your number in comments. Looking forward to connecting with all of you! #BFSI #HRNetworking #Kolkata #BestPractices #JobOpenings #IndustryInsights

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Which is one reason that comes to your mind as an area of concern for an organization or an individual? There are many, aren’t there? A bit of connecting the dots and studying data leads me to this answer: **Organization:** Human Resource Attrition **Individual:** Mental Health Human resource attrition in any company leads to the loss of many productive man-hours and acts as a hindrance to projected growth. Mental health has become a significant concern for this generation and has started impacting the quality of life badly. I wouldn’t be wrong if I say that a precautionary measure to some extent to address both is "Kindness at Work." We all preach about this, but do we follow it? It is said, “If you can be anything, be kind,” and it is proven that kindness is contagious. A leader who practices kindness inspires others to be kind too. This leads to a transformed work culture that emits positivity and makes the workplace a better place. The result of this approach will be reflected in a reduction in the number of people bidding adieu to the organization and fostering positivity to boost the mental health of the team. Conscious selection of kindness is good for oneself, the team, and the business. It is one of the most valued leadership qualities and not very common. If we choose kindness daily in every interaction, we will end up doing our bit to make our workplace a better place and the world a better world for future generations. Justin Wright ‘s designed showing “How it Pays” and “How to Have More” will help you practice kindness daily at your work. I choose this as my #littlesnowparticle to be practiced daily, will you? Justin Wright #littlesnowparticle #leadership #kindness

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All types of employees would be there in a T.E.A.M whereas Performer & High Performer always differentiate themselves and that does not basis some quantifiable numbers only where who knows how to eliminate distraction and optimize their potential to achieve team goal--- Performance = Potential - Distractions

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RBI Tightens Credit Card Rules for Rent & Tuition Payments. The RBl is cracking down on using credit cards for rent and tuition payments due to rising misuse. This policy shift stems from the rising trend of individuals using credit cards as a financial crutch exploiting the system to withdraw cash at a mere 1-3% interest via fintech platforms. For years this workaround has created a vicious cycle for many pushing them deeper into debt. With the RBI’s latest intervention we might witness two pivotal outcomes: 1. Higher Credit Card NPAs: Increased defaults as users struggle to repay. 2. Bank Profits: More people might pay the Minimum Amount Due (MAD) or convert to EMIs, boosting bank revenue. A crucial shift in India's credit card landscape! 💳 #RBIPolicy #CreditCards #Fintech #PersonalFinance #IndiaBanking

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An HR professional can't retain an employee, but a culture can!! The belief that has been reinforced over the course of my professional journey nearly a decade ago is that while an HR professional may not single-handedly retain an employee, the culture of an organization certainly can. Reflecting on a memorable incident from my past, it was a typical Saturday evening at a lounge bar, where the air was filled with excitement and the flicker of flames from the bartenders' performance. Amidst the youthful energy and vibrant ambiance, tragedy struck when a bartender colleague suffered burns to his back during one such performance. What followed in the aftermath of this unfortunate event was a testament to the power of organizational culture, a demonstration of extraordinary #empathy.  The organization not only covered his medical expenses but also continued to pay his salary during his absence from work. What truly set this incident apart was the consistent presence of both directors at the hospital, mandating me to visit the hospital everyday, underscoring their commitment to prioritizing employee well-being over profit margins. This firsthand experience left an indelible impression on me, prompting the directors to articulate their vision of fostering an empathetic organizational #culture where employees are valued above all else. The directors' words resonated deeply: "Syed, we want to build an organization where employees are the center of importance, not a company that runs after only profit." Fast forward to a year later, when the bartender colleague, enticed by a higher salary elsewhere, decided to resign. Despite efforts from his managers to persuade him otherwise, he remained steadfast in his decision. In a final attempt to #retain him, I reminded him of the unwavering support he received from the company during his time of need, highlighting the unique culture of compassion and empathy that had been cultivated. Moved by this reminder, he chose to withdraw his resignation, opting to remain part of a company where employees are truly valued and supported. This anecdote serves as a powerful testament that employee retention isn't about flashy perks or hefty paychecks; it's about fostering a culture of empathy and support. While HR plays a crucial role in facilitating this culture, it ultimately falls upon the leadership to set the tone. By prioritizing the #wellbeing of employees and demonstrating genuine care, organizations can cultivate loyalty and commitment that transcend monetary incentives. Let's create an #organizational environment where empathy is not just a buzzword but a lived reality, it's the human connection fostered by a culture of compassion. #organizationalculture #culture #compassion #empathy #wellbeing #leadership #nhrdn #nhrd #culturematters #retention #resignation #perspective #commitment #loyalty #hrmagazine #hackinghr

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𝗧𝗮𝗹𝗲𝗻𝘁 𝗗𝗲𝗻𝘀𝗶𝘁𝘆: 𝗔 𝗴𝗮𝗺𝗲 𝗰𝗵𝗮𝗻𝗴𝗲𝗿 𝗣𝗲𝗼𝗽𝗹𝗲 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝘆 In today’s competitive world organizations are increasingly recognizing the importance of talent density. But what exactly does this mean? "Talent density", coined by Patty McCord and Reed Hastings, cofounder of Netflix, refers to the concentration of high-performing and highly skilled individuals within a team or organization. It’s the measure of the talent-to-employee ratio. It’s transforming how businesses view their workforce as a strategic asset. It is calculated by the following formula: Talent Density = (Total Talent Quality of Employees) / (Total Number of Employees) This concept is about more than just hiring talent; it’s about fostering an environment where top performers thrive, making it easier to attract and retain top-tier talent. To boost talent density, the following strategies should be embedded into HR framework: Stringent hiring process: Focus on recruiting individuals who are not only highly skilled but also a strong cultural fit for the organisation and have the potential to contribute in long-term success of the organisation. Continuous development: Providing training and development ensures that your employees remain competitive in their roles. Upskilling initiatives don’t just enhance individual capabilities but also elevate the collective potential of the team. Reward Excellence, Not Mediocrity: Adopt a culture that recognizes and rewards high performance. This could mean more significant rewards for top performers, while low performers either improve or exit. This will create an environment where excellence is the norm, and employees are encouraged to push their limits and innovate. The payoff of increasing talent density is enormous and directly impacts the organization's success. Here are some key benefits: Enhanced productivity and fewer performance issues: Teams with high talent density naturally produce better results. This results less management oversight and can deliver faster results and fewer performance issues and a healthier work environment, which in turn reduces turnover and burnout. Culture of organisational excellence: When talent density is high, a culture of excellence permeates the organization. Talented individuals feed off each other's energy, pushing one another to exceed expectations, thereby creating a virtuous cycle of growth and success. This boosts the innovation capacity of the organization. Better customer outcomes: Ultimately, organizations with better talent density deliver better products and services. Employees are more engaged, passionate, and dedicated to delivering exceptional results, which leads to improved customer satisfaction and loyalty. Talent density is a game-changer for companies that embrace it. Talent is your most valuable asset, and increasing its density secures future competitiveness. #talent #companyculture #innovation #netflix #leadership Dave Ulrich Thomas Cox

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Pain ignites change. It forces you to adapt, to evolve, to grow. Embrace the pain. It's making you. Pain isn't permanent. Regret is. #mistakes #pain #hurt #embrace #adapt #evolve #grow #learn #lesson

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