Performance v/s Potential

Performance v/s Potential Hiring

by with No Comment Job MarketStartups

Recruitment seems like a fairly transactional process, you have a role, a place for a person in your organization, and you give that vacancy to your recruitment team, elaborating what kind of person you are looking for and what will be their roles and responsibilities.

Once this is done, you can advertise the role, screen the resumes, hold interviews, and voila you are done with the process. What we fail to realize is that all sides of this transaction are with people.

Manpower Planning – When the vacancy is identified, it is usually on a singular basis in a team. If it is a large organization, then it will start as a requisition (in case of a new role) and then be approved if it is a replacement, it will go straight to HR.

In MSMEs or start-ups, usually, the head will have the autonomy to hire. And will have a similar requisition structure. The possibility of an internal fulfillment or IJP can be introduced, depending on how the policies of said organization and how old the organization is.

On the surface, Recruitment is a fairly easy process but if not done properly, it leads to overhiring, correction, and misfit employees that don’t gel within the organization.

Three main points to ask while hiring-

Performance or Potential
If it is a replacement hire, you hire a candidate who is well-versed in the field. If you are hiring a new resource, hire for their potential

Fresher Hiring

One of my managers said that freshers should be hired based on their sincerity and ability to learn. Rest can be taught

Culture Alignment

If you are a fast-paced organization, you hire from a legacy organization, they will most likely feel outpaced, and similarly, start-up folks feel they have been put in slow-mo when they use more traditional organizations. Hire people who not only know what to do but are also able to fit with the existing teams and culture.

Sustainable Choice for Attracting Top Talent

A Sustainable Choice for Attracting Top Talent

by with No Comment DiversityEmployer BrandingInclusionJob MarketStartups

Gen Z are looking for companies that walk the walk on sustainability, not just talk the talk. Going green isn’t just good for the planet, it’s a smart business decision that attracts and keeps top talent.

By implementing eco-friendly practices, you’re not just protecting the environment, you’re creating a conscious workplace culture that resonates with today’s generation.

So, what’s the ROI on this “investment” in Earth?
It’s a win-win! You get a dedicated, engaged workforce and a healthier planet.

Let’s break it down:
ROI stands for Return on Investment. It’s basically how much you get back for what you put in. When it comes to Earth, the “investment” is protecting its resources, and the “return” is a thriving business and a happy planet.

Here are some easy eco-actions you can take at work to attract and retain top talent, with benefits for everyone:

  • Give your office a makeover with a sustainable twist! Use recycled pallets for furniture, or host a competition for teams to create eco-friendly decorations from recycled materials.
  • Open the blinds, and embrace the golden hour vibe (save energy).
  • Ditch the Printer Habit (unless double-sided & recycled paper!) – Go digital!
  • Encourage your team to carry their refillable bottles, coffee mugs etc.
  • Skip the plastic utensils, straws, and cutlery at the office.
  • Reuse those notebooks, pens, and paper clips.

It’s those small efforts that can add up to big results!

Group of multiracial people, girl in wheelchair, lgbt person and elderly woman . Concept of multiracial and multicultural community. Vector flat illustration of diverse characters

Are we living in an echo chamber?

by with No Comment DiversityEquityInclusionStartups


For innovation to foster and ideas to flow, a diverse set of voices is vital. The idea that diversity is a checkbox to tick rather than a long-term initiative to be taken to make room for all voices is detrimental to an organisation’s health.

As a manager or a founder or even a business owner, here are a few reasons why promoting diversity will be beneficial for your team, start-up, or business.

> Varied Perspectives – Living in a world where there is only one perspective, leads to decisions that are binary in nature and don’t appeal to a larger audience.

> Creativity – When you have people from all walks of life, it is bound to bring in fresh ideas from what they make of the world

> Culture Awareness – Understanding differences is the first step in building internal and external culture for your organization.

> Open Communication – The moment you open yourself and by extension your organization to diverse voices, open communication follows. Which helps in creating both trust in the teams and also building channels for honest dialogue.

This Pride Month and ahead – let’s have a celebration of diversity from the aspect of bringing diverse voices to the table.

People being part of Appraisal Cycle

Appraisal Cycles – Are you getting the best of them?

by with 2 Comments AppraisalJob MarketPerformance Management

As the curtain falls on another appraisal cycle in India’s dynamic job market, let’s reflect on the buzz surrounding the direct connection between performance appraisals and compensation—a strategy brimming with valuable takeaways, particularly for the young professionals of today.

Imagine a scenario where your hard work doesn’t just earn you praise but tangible rewards that reflect your dedication. That’s precisely what happens when performance appraisals are tied to compensation. It’s a potent motivator, propelling you to exceed expectations, achieve milestones, and leave your mark.

Retention takes centre stage in this narrative. In a landscape teeming with opportunities, organizations are stepping up with competitive compensation packages directly linked to performance. It’s not just about retaining talent; it’s about demonstrating appreciation and value. This fosters a sense of loyalty that nurtures stability and growth within the workplace.

Yet, the most transformative aspect lies in the realm of improvement. When your efforts translate into tangible rewards, it catalyzes a cycle of continuous growth. It’s not merely about meeting objectives; it’s about constantly raising the bar, honing skills, and striving for excellence in a dynamic environment.

However, the flip side of the coin is the risk of feeling undervalued and unfairly treated. When employees perceive a disconnect between their contributions and the compensation they receive, it can erode morale and breed discontent. Therefore, it’s essential for organizations to ensure transparency and fairness in the appraisal process, addressing any disparities and ensuring that hard work is duly recognized and rewarded.

Transparency and fairness are the pillars of this paradigm shift. By aligning appraisals with compensation, organizations signal a commitment to recognizing and rewarding merit. This cultivates an environment of trust and equity, where every individual understands the rules of the game and has an equal opportunity to succeed.

As we bid farewell to another appraisal season, let’s distill these insights into actionable lessons: Your hard work should translate into tangible rewards that reflect your dedication. Loyalty is not merely expected but earned through recognition and value. And finally, improvement is not a destination but an ongoing journey fueled by clear incentives and boundless potential. Let’s embrace this strategic alignment as we navigate the exciting paths that lie ahead in our careers.

One person being made to choose a happy or sad emoji as feedback

Are Your Employee Surveys Failing to Get You the Right Insights?

by with 5 Comments Startups

Having two-way communication with your employees is vital and fosters open communication within the organization. When it comes to taking feedback from the employees, traditionally it has been done every quarter or yearly, similar to the performance management that takes place. 

With remote becoming a new reality and organizations embracing these new norms, it has been especially challenging for organizations to check the pulse of their employees but inadvertently has become all the more vital. Organizations that can correctly gauge the engagement of their employees, will always be more productive and agile in a world that keeps on changing at a breakneck speed.

Organizations are investing in making sure that their employees have channels to give their opinions, with the size, reach, and employee base, the hurdle lies in creating meaningful impact and value for the feedback they receive. If the communication remains one way, where feedback is received but no action takes place from that feedback, the organizations lose the trust of their employees over period of time.

To maintain this trust and set clear expectations with your employees, it is not only important to work on the feedback but also communication how does that feedback had led to actionables within the organization. This sets the most vital part of gathering feedback, are we asking te right questions, are we asking these questions to the right people and lastly, how many of these people are responding to this questions. Once we have aligned the basics of feedback mechanism, we need to gather meaningful insight from the feedback received and work towards an action plan that does justice to the issues raised or suggestions given.

All in all, a tool or a process that can help you streamline the process of asking the right questions, to the right people and nudging them to share feedback, and building action planning and strategies through that feedback can make sure Employee Surveys are being used to build two way communications and culture of feedback in the workplace.

Diverse Group having a conversation around a conference table

Training’s Revolutionary Impact on First-Time Managers

by with No Comment First Time ManagerTraining

It might be nerve-wracking to enter the world of management for the first time. The stakes appear to be skyrocketing, the expectations are skyrocketing, and the duties are increasing. Amidst all this chaos and doubt, there is a glimmer of hope: training.

In the often chaotic world of leadership, training is more than just a necessary evil; it is a lifeline that first-time managers desperately need. Now that we’ve established that training is advantageous, let’s explore why it’s crucial for individuals starting this exciting new phase of their careers.

As a top priority, training gives new managers the skills they need to thrive in their roles. Leadership training equips participants with a wide range of skills, from improved communication to more effective methods of resolving conflicts. New managers can acquire the knowledge and self-assurance to face any challenge head-on by participating in interactive workshops, role-playing exercises, and studying real-world case studies.

In addition, training is like a map that shows managers the way through the complex landscape of organizational dynamics and best practices for management. Important components of creating a positive and productive work atmosphere include understanding team dynamics, developing effective methods of performance management, and mastering the art of delegation. Managers are better able to lead with transparency, equity, and compassion after receiving this training.

The most essential quality for good leadership is a growth mindset, which training helps to cultivate. The idea that leadership is a process rather than an endpoint is ingrained in the mind. We encourage first-time managers to take risks, learn from their mistakes, and grow into strong leaders through continuous training and professional development opportunities.

Fundamentally, effective leadership is built on training. In order to succeed in the ever-changing field of management, it equips students with the necessary knowledge, skills, and mindset. Therefore, all you first-time managers out there, seize the chance to learn, develop, and lead with assurance. Training is the first step on your journey; use it as a beacon to lead you to a better and more satisfying future.

Four People on Bar Chart moving towards Success

Unlocking Success: The Reasons Why Startups Thrive with Human Resources Assistance from Subject Matter Experts

by with No Comment Startups

Within the ever-evolving realm of startups, each decision possesses the potential to determine success or failure. All facets, ranging from product development to marketing strategies, require careful consideration. However, an essential component that is frequently disregarded is human resources (HR). Although perceived expenses or limited resources may discourage some startups from investing in human resources, forming strategic alliances with organizations that specialize in HR can have a transformative effect.

Just consider the following:

1 .One should prioritize core competencies. By delegating HR complexities to professionals, startups can concentrate on their fundamental capabilities. Recent research indicates that 82% of startups encounter difficulties with HR-related responsibilities, which detracts from their primary business objectives.

2. Cost-effectiveness: As opposed to conventional wisdom, HR outsourcing can be economical. As an alternative to maintaining an internal HR department, startups can achieve a 30% reduction in operational expenses by capitalizing on the knowledge and skills of HR specialists.

3. Risk and Compliance Management: For startups, navigating employment laws and regulations can be daunting. Compliance is ensured through collaboration with HR specialists, which reduces legal risks and potential fines. 75% of startups, according to reports, face legal challenges as a result of HR noncompliance.

4. Flexibility and scalability: The HR demands of startups increase in tandem with their growth. HR outsourcing enables startups to expand without interruption, accommodating evolving needs without the burden of recruiting and instructing supplementary personnel.

Embark on your HR journey with Navvyasa by your side!  Whether you’re a budding startup or a seasoned entrepreneur, we’ve got your back with our comprehensive end-to-end HR support services. From recruitment to employee engagement, we’re here to streamline your HR processes and drive success for your business.

WhatsApp Image 2024-02-22 at 14.54.46

Awards: Highly Regarded HR Consultancy To Watch in 2024 by Business Connect Magazine

by with No Comment Awards

2024 has just begun but our journey to achieve our goals began a lot earlier than today. It has been a journey which has led to the marrying of our understanding of HR and the gaps in the startup ecosystem and how we can bridge those gaps in our own entrepreneurial journey. 

The recently concluded Business Conclave on 21st February 2024, where we got an opportunity to listen to both Policy Makers from Government of India and also Industry Experts about their own journey. Topics ranged from “Transforming India to Digital Innovation to the most used buzzword of today’s time AI.”

Speakers told of both their own journeys and experiences as well as how they see this domain shape up in the near future. The focus relied on making India more self-reliant and also to encourage skill development of the young population from towns and cities. 

It was heartening to see Women Entrepreneurs tell their stories and how rewarding your own work is. There were multiple businesses coming to talk about their business from Turnkey Projects companies to Web Design to Software Development to Warehouse Fabrications. 

The biggest moment for us would still have to be- being rewarded “Highly Regarded HR Consultancy to Watch in 2024” and with this award we march into 2024.  As we move forward in the year, we surely aim to become the Highly Regarded HR Consultancy in 2025.

Businesswoman hr registers new woman job candidate at workplace. Female manager character at registration new hire applicant. Concept of employment, hiring, recruitment. Vector illustratiom

Why Is Employer Branding Necessary For Your Recruitment Efforts?

by with No Comment Employer Branding

Recruitment has always run till very recent times on the belief that supply is more than demand. But as the war for talent continues and newer generations put work environment and salient benefits over monetary benefits, they have made recruitment a trickier business.

Before it was transactional where an employee gave in 9 hours and return took a market standard or higher compensation. Now it is about what is career progression planning, does the company supports the beliefs of the individual being interviewed, and whether the role itself lends to the personal aspirations of the candidates.

As rightly put by an HBR article, all organizations need to now have their three basic checks in place, what is the vision of the company and can that be trickled down to the employee base, what is the kind of talent that the company hires or the community that will be for the new hire and lastly how well does the role itself helps the prospective employee in their career and learning curve.

Although this does sound easy on paper, finding a cause that the employees can rally behind, a career progression plan that is equitable and fast-tracked enough for this newer workforce and a community of like-minded and talented individuals is not an easy task.

Having said that, if as a leader, whether a Start-up or a Legacy firm, working with your recruitment and HR team, and top management, can work out the three checks of what is your vision for the company, a learning and career path and finally the workgroup for your employees, it is easier to have your recruitment efforts lead to becoming the employer of choice.

It is always perceived that Employer branding is an external exercise but unless your employees are not becoming your brand ambassadors, the organization will always run on fumes of the three checks rather than having a great foundation backed by your talent.

Once the three checks are in place, all you need is to spruce up your candidate experience, where you become responsive and fast, your employee experience where the employee lifecycle is managed to provide maximum satisfaction to the employee, and an alum experience where your ex-employees will always feel part of the organization.

Are you reading for the new job market reality?

The Layoff Season 2024 Continues: Are you prepared for it?

by with One Comment Job Market

Companies continue to lay off 8-10% of their workforce, especially in tech with YouTube, Discord, and Paypal. The latest is SpiceJet, the latest organization letting go of their tech and non-tech staff. Pairing with funding winters which continue to plague the start-up world, the employee. With Growth being replaced by Profit, the bottom line chase has impacted the employees significantly.

The rise of the number of employees in 2022 from 80,000 to twice, coming at roughly 164,969 tech workers and the number rising for non-tech workforce. Signs for the tides being turned and slowly the market becoming more employer-focused, the job seekers need to understand these new trends where job security has come out to be a myth. 

There is a lot that can be done from your end to make yourself a star candidate for the current times –

  1. Have transferable Skills

Knowing your domain is excellent but having transferable skills that can be used in various industries will help you widen your net for prospective opportunities.

  1. Have a dazzling Resume 

No matter what you do, have a resume that speaks for itself. It truly should represent not only what you have done so far but also your future career prospects.

  1. Network, Network, Network

It may seem redundant but having a professional network will always outweigh a good application. Here you already are a shoe in and all you need is to get through the interview process.

Build that network which acts as a security blanket.

  1. Mental Fortitude

It may seem as if every career coach, HR, or even one random LinkedIn account will give you the same advice, and that is to know that getting laid off in this economy has nothing to do with your talent or skill, it is simply an arbitrary decision. Keep your job hunt going before the final gong so to speak.

  1. Start your job hunt ASAP

This may seem counterintuitive especially if you like where you work, everything is hunky dory but having a backup would always add to your confidence and let you also see the opportunities available in the market. 

These are only some ways to weather the storm that looms over the horizon, but also to bolster yourself with skills that are in demand within your domain, recessions come and go but knowing your worth and enhancing your skill will always be in trend.