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.

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.

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Nurturing People & Culture: The Heartbeat of Startups

by with 3 Comments Mentorship

Rucchi Awasthi/28 July 2023

As startups set out on their ambitious journeys, the secret to their success lies not just in cutting-edge technology or disruptive ideas, but in their people and culture. In the fast-paced and ever-changing world of startups, a strong People & Culture strategy serves as the heartbeat that keeps the organization alive and thriving.

At the core of every startup are its passionate and talented individuals who bring ideas to life. Building a diverse and inclusive workforce is the first step towards fostering a culture of innovation and creativity. Embracing diverse perspectives leads to dynamic problem-solving and encourages out-of-the-box thinking.

A vibrant culture that aligns with the company’s values and mission is the driving force behind employee engagement and motivation. When employees feel connected to the organization’s purpose, they become brand ambassadors, going above and beyond to achieve collective goals.

In startups, where each member plays a pivotal role, recognizing and celebrating achievements becomes vital. Regular feedback and acknowledgment of individual and team efforts create a positive work environment and fuel a sense of accomplishment.

Startups thrive on agility and adaptability. An agile People & Culture strategy empowers employees to embrace change and take calculated risks. Cultivating a learning-oriented culture, where curiosity is encouraged, ensures that the workforce stays ahead of the curve, keeping the startup at the forefront of innovation.

The camaraderie and collaboration within a startup’s team are unparalleled. Leaders must prioritize building strong interpersonal connections and nurturing a sense of community. Team-building activities, open-door policies, and transparent communication channels foster trust and unity.

As startups grow, they often face the challenge of retaining top talent amidst intense competition. This is where the role of People & Culture becomes even more critical. Offering opportunities for professional development, career progression, and providing competitive compensation packages are key to employee retention.

Moreover, startups should prioritize employee well-being. Long working hours and high-pressure environments can lead to burnout. A holistic approach to well-being that includes mental health support and work-life balance initiatives is essential to sustain a happy and productive workforce.

In conclusion, People & Culture are the lifelines that pump energy and vitality into startups. By fostering a diverse, inclusive, and innovative culture, startups can attract and retain top talent, fuel creativity, and navigate through challenges with resilience. The heartbeat of startups lies not just in their revolutionary ideas but in the hearts of the people who believe in them. Embracing a strong People & Culture strategy paves the way for startups to leave a lasting impact on the world.