SightsIn Plus, January 2023

a www.sightsinplus.com f sightsinplus l company/sightsin t twitter.com/sightsin1 JANUARY 2023 VOL 06 I ISSUE 04 I 150 Monthly HR Magazine Performance & Productivity Shweta Mohanty Dr. C. Jayakumar Head- Human Resources EVP & Head- Corporate-HR SAP in India Larsen & Toubro Limited Udbhav Ganjoo Head of HR Global Operations, India, Emerging Asia and Access Markets, Viatris Arvind Srivastava President - HR Akums Drugs and Pharmaceuticals Ltd.

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Monthly HR Magazine www.sightsinplus.com f sightsinplus l company/sightsin t twitter.com/sightsin1 Contents Expert View 20 Regular Colommen Sujoy Banerjee Editor’s Note 04 Group Chief People Officer & Group Head – Marketing Mail Box 05 Gainwell Commosales Pvt. Ltd. Movements06 News08 Social Media 10 Twitter28 Insights Rendezvous With Dr. C. Jayakumar 16 How to Build a High-Performance 22 Culture/ Udbhav Ganjoo 12 Expert View Harini Sreenivasan How to Prepare for Layoffs?/ Harish Kukreja 25 Partner- Semcostyle India How OKRs & Goal Settings Boost Employee Performance/ Arvind Srivastava 30 Expert View 38 Prioritising Workforce Upskilling in an Economic Downturn/ Manikanth Challa 32 Hina Dhamija Head HR, Religare Broking Designing Effective Performance Culture in the New Ways of Working/ Shweta Mohanty 34 Top 5 Ways to Improve Employee 36 Productivity/ Pankaj Sharma HR Tech Trends for 2023/ Sayeed Anjum 40 Unleashing Employee Potential in Present time/ Saroni Bhattacharya 42 Upskilling Trends that will dominate the talent/ tech space in 2023/ Raghav Gupta 44 14 Insights How to Effectively Manage & Improve Dr. Deepak Sharma Performance/ Carly Fiorina 46 Faculty Member (HR) NMIMS, Bengaluru Campus Budget Expectations48 Are You Managing or Inspiring Performance? 52 Editor - In - Chief | Romesh Srivastava Published at | D-169/6, Sector-50, Noida-201301 Printed at | Eco Media Design & Photo Head | Vineeta Verma www.sightsinplus.com C- 340, Sector-10, Noida, 201301 [email protected] IT & Digital Head | Amit Dutta [email protected] Mob | 9971404077 Sales & Circulation Head | Kavita Srivastava Mob | 9953894881

Editor’s Note Romesh Srivastava a www.sightsinplus.com Editor- In -Chief f sightsinplus l company/sightsin Greetings! t twitter.com/sightsin1 January is the month when many companies start 4 SightsIn Plus their appraisal cycle but performance review and appraisals are outdated now. The focus of the companies shifted from performance review to performance enhancement and performance evolvement.  The theme of this month’s edition is ‘Performance & Productivity. SightsIn Plus team had the opportunity to interact with Dr. C. Jayakumar, Executive Vice President and Head-Corporate HR (CHRO) at Larsen & Toubro Limited. He is sharing some of L&T’s HR best practices and thoughts on Employee Performance Management. SightsIn Plus is being circulated amongst the top Indian & Global MNCs, big to medium-sized organizations, and increasing its circulation in the fastest mode. This issue would be reaching approximately 1,25,000 readers/ professionals. The edition also shares wonderful insights and case studies; “Performance Management Trends in 2023” by Sujoy Banerjee, “How to Build a High-Performance Culture” by Udbhav Ganjoo, “Designing Effective Performance Culture in the New Ways of Working” By Shweta Mohanty, “Better Reflect and Rapid, Than Fast and Furious!” by Harini Sreenivasan, “How OKRs & Goal Settings Boost Employee Performance” by Arvind Srivastava, “Proactive Performance Management: Ensuring Development through Accountability” by Dr. Deepak Sharma, “Top 5 Ways to Improve Employee Productivity?” by Pankaj Sharma,  etc. and some interesting notes through social media are part of the SightsIn Plus, January 2023 edition.  Like every time, we would be happy to hear your views and suggestions. We hereby cordially invite your feedback, insights, updates, and case study-Individual Milestone. Do write to us [email protected] Happy Reading! Romesh Srivastava

Mails ofTheMonth December Issue 2022 TOP HR TRENDS 2023 - RENDEZVOUS WITH DAVE ULRICH YUVARAJ SRIVASTAVA Vinay Ravindran Sanjana Singh Thanks, Dave Ulrich, 1. Human behavior I agree with Yuvaraj, Quiet quitting is not is predictable and can be managed: This new it always existed in every industry and assumption leads to the use of HR practices organisations but it is such as performance evaluations serious concern for the and reward systems to companies; it encourage desired behavior could have disastrous and performance. 2. Work consequences, both in and non-work life are terms of losing their interconnected: HR current jobs, and practices should recognize finding new ones. I feel, that an individual’s work quiet quitting indicates and non-work life are disengagement of the interconnected and should employees from their job strive to create policies and and also is a practices that support symptom of poor a healthy work-life management. balance. CONVERSATION WITH 5 REASONS WHY HR IS ADAPTING TIM RINGO TO A RAPIDLY EVOLVING WORK ENVIRONMENT-SAMIR CHHABRA Mradul Pandey Excellent interaction, always the Manu Das employee engagement has been a key It’s a must read article for all, I love the most priority all the organization, because important part that is that Human Resources department engagement plays a pivotal has been very adaptable to the role in ensuring employee ever-changing dynamics of productivity and organizations. HR has come a retention in the long run long way since the time when it especially in current was dependent on paper, but scenario when there is still a certain distance to workplace culture is cover. I agree that it’s crucial to utterly disrupted. keep in mind that this Organisations need industry of work is to focus on a constantly changing and consistent that its course of and high- development is quality people unpredictable as we experience. look ahead to 2023. 5 JANUARY 2023 www.sightsinplus.com

Major HR Mov NUPUR NAGPAL JOINED MYNTRA AS CHIEF HUMAN RESOURCES OFFICER In January, Myntra announced the appointment of Nupur Nagpal as Chief Human Resources Officer. She joined Myntra from Sprinklr, where she was leading the people function for JAPAC markets as VP-HR. PRIYA RAMDEV JOINED MCKINSEY & COMPANY AS CHIEF PEOPLE OFFICER McKinsey & Co has appointed Priya Ramdev as Chief People Officer in March 2022. Prior to joining McKinsey, she was associated with Accenture for more than 15 years, most recently as Head of HR– India Market Unit. And earlier, she has also worked for Citi Bank for more than a year. EVEREADY INDUSTRIES APPOINTED SANDEEP BANERJEE AS CHRO In the Month of March, Eveready Industries appointed Sandeep Banerjee as Chief Human Resources Officer. Before joining Eveready, most recently, he was associated with H & R JOHNSON (INDIA) – PRISM JOHNSON LIMITED as President- HR for more than 4 years. SAP ELEVATED SHWETA MOHANTY ROY AS NEW HEAD- HR, INDIA SAP elevated Shweta Mohanty Roy as new Head-HR for India Business, effective April 2022. Prior to this, she was working as Vice-President- Global HR Business Partner for Enterprise Cloud Services and SAP Labs Network. BHARATPE APPOINTED SMRITI HANDA AS CHIEF HUMAN RESOURCES OFFICER  Smriti Handa joined BharatPe as its new Chief Human Resources Officer. Prior to this, she was associated with Reckitt for 3 years, most recently as Global Talent Acquisition Director. Previously, Smriti has been associated with companies such as Philips, and Airtel in HR leadership roles. CSS CORP APPOINTED ANISH PHILIP AS CHIEF PEOPLE OFFICER CSS Corp has announced the appointment of Anish Philip as Chief People Officer. Prior to joining CSS Corp, he was working as Chief Human Resource Officer with Marlabs and earlier he has been associated with companies like Mindtree, E&Y and Sasken Technologies etc.   GOOGLE APPOINTED SHRADDHANJALI RAO AS HEAD - HR, INDIA Shraddhanjali Rao joined Google India as Head- Human Resources. Prior to this, she was associated with SAP India since 2007, before leaving SAP India; she was working as Vice President and Head-HR, India at SAP. CAPGEMINI INDIA APPOINTED AARTI SRIVASTAVA AS CHRO IT major, Capgemini announced the appointment of Aarti Srivastava as Chief Human Resources Officer (CHRO) for its India operations, effective June 1, 2022. She has taken over from Pallavi Tyagi who moved on to a global strategic role within Capgemini’s Group HR function. NETFLIX APPOINTEDROHITSURIASHEADOFTALENT- INDIA Netflix has announced the appointment of Rohit Suri as Head of Talent – India. Before joining Netflix, he was associated with Dentsu International as Chief Human Resources Officer – South Asia. Previously, Rohit also worked with leading organizations such as GroupM, Shaadi.com, PayTm, Star India, etc. 6 SightsIn Plus

ements - 2022 ABHIJIT BHADURI JOINED MICROSOFT'S TALENT, LEARNING & INSIGHTS TEAM In July, popular talent expert, Abhijit Bhaduri joined Microsoft in the US HQ as part of the Talent, Learning, and Insights team. Earlier, he also worked with Microsoft as HR Director from March 2008 to July 2009. He is the former Chief Learning Officer of Wipro and also worked with companies like PepsiCo, Colgate, and TATA Steel. NIVEA INDIA APPOINTED UMA RAMAN AS DIRECTOR- HUMAN RESOURCES In July, Nivea India announced the appointment of Uma Raman as Director- Human Resources. Prior to Nivea India, Uma was associated with GitHub. Previously, Uma was associated with reputed organizations such as Microsoft, Johnson & Johnson, and GlaxoSmithKline, etc. SAURABH DEEP SINGLA JOINED UPGRAD AS CHRO Ed-tech company upGrad announced the appointment of Saurabh Deep Singla as the Chief Human Resource Officer, effective July 13, 2022. Prior to this, Saurabh was working as Executive Vice President and Chief Human Resource Officer (CHRO) for Ecom Express Private Limited. APOLLO TYRES APPOINTED DIPANKAR GHOSH AS GROUP HEAD- HR Apollo Tyres announced the appointment of Dipankar Ghosh as Group Head- Human Resources, Asia Pacific, Middle East & Africa (APMEA) region. He joined Apollo Tyres from Bajaj Consumer Care Ltd. And earlier he also worked with companies like Diageo and Tata Motors. HCLTECH APPOINTED RAMACHANDRAN SUNDARARAJAN AS NEW CHIEF PEOPLE OFFICER In October, HCLTech elevated Ramachandran Sundararajan as chief people officer who joined the company in 2006. He replaced VV Apparao, who has been associated with the company and worked as the company’s Chief Human Resources Officer since 2017. VV Apparao has taken over as the Chief Delivery Officer for nearshore. DIAGEO INDIA APPOINTED SHILPA VAID AS CHRO In November, Diageo India announced the appointment of Shilpa Vaid as Chief Human Resources Officer. Prior to Diageo India, Shilpa was associated with Mondel'z International as People Lead, India. And earlier, she worked with companies like Arvind Fashions Limited, Bharti AXA General Insurance, MetLife, etc. INDIGO APPOINTED SUKHJIT S PASRICHA AS GROUP CHRO IndiGo has appointed Sukhjit S Pasricha as the Group Chief Human Resources Officer, effective November 1 before joining IndiGo, he was working with Kotak Mahindra Bank as Group CHRO (President – HR). Earlier, he was associated with Bajaj Finance Ltd as Chief of HR & Admin. PROCTER & GAMBLE ELEVATES BALA PURUSHOTHAMAN AS GLOBAL CHRO Procter & Gamble recently announced the appointment of Bala Purushothaman as the Company’s Chief Human Resource Officer (CHRO), effective January 1, 2023. Bala will take over the role from Tracey Grabowski, who is retiring from the Company. 7 JANUARY 2023 www.sightsinplus.com

News LABOUR MINISTRY INAUGURATES REGIONAL OFFICE OF EPFO IN ALWAR Union Minister for Labour and Employment, Shami Rao said that for the last 70 years, EPFO has Forest, Environment and Climate Change Shri been tirelessly working for safeguarding workers’ Bhupender Yadav inaugurated the Regional interests and ensuring that their social security rights Office of Employees’ Provident Fund Organization are upheld. (EPFO) at Alwar, Rajasthan. To improve the functioning and efficiency of its Around 2 lakh workers, 12,000 establishments, bigger Regional Offices, EPFO is planning to bring its and 8500 pensioners from Alwar and neighboring workload to manageable levels by carving out new districts of Bharatpur and Dholpur benefit from the Regional offices from the existing ones.  opening of the Regional Office. The major industrial As a first step towards rationalization of the bigger areas served by Regional Office are Bhiwadi, offices of EPFO, the Regional Office, Jaipur is Khushkhera, Tapukara, Karoli, Neemrana, Behror, bifurcated into two Regional Offices, namely, Regional Gheelot, and Khairthal. Office, Jaipur, and Regional Office, Alwar. The Shri Yadav highlighted that the Prime Minister’s creation of new Regional Offices will enhance the vision of good governance envisages providing access of EPFO to its stakeholders and is an effort governance and welfare services to the citizens at toward achieving good governance. their doorstep. In line with the Prime Minister’s vision, The Regional Office at Alwar shall serve the workers the upgradation of EPFO’s District Office at Alwar employed in the industrial and other establishments of to a Regional Office shall enable the workers and the districts of Alwar, Bharatpur and Dholpur. employers of Alwar, Bharatpur, and Dholpur districts Earlier, the workers from the above three districts had to avail full scale of EPFO services at their doorstep. to undertake a long journey of more than 150 km to Labour Secretary Ms. Arti Ahuja said that EPFO is the Regional Office in Jaipur for their EPF-related work the custodian of hard-earned savings of over 6.4 which could not be addressed at District Office, Alwar crore members and their families, who dip into this owing to its limited functions. collective fund in vulnerable moments, which bestows After the upgradation of the District Office at Alwar an enormous responsibility on the organization. to the Regional Office, these workers will be able This aspiration and the needs of the members have to enjoy a full range of services including claim fueled and driven EPFO’s vision to innovate and settlement at Alwar itself, eliminating the need to launch a series of initiatives so that social security travel to Jaipur, thus bringing EPFO closer to its access is available 24×7. She added that EPFO is an stakeholders. innovation-driven social security organization aiming Member of Parliament (Alwar), Shri Mahant to extend universal coverage and ensuring Nirbadh Balaknath, Member of Parliament (Karauli-Dholpur), (seamless and uninterrupted) service delivery to its Dr. Manoj Rajoria, Member of Legislative Assembly stakeholders through state-of-the-art technology. Alwar (Urban), Shri Sanjay Sharma, and other Central Provident Fund Commissioner, Mrs. Neelam dignitaries were present during the inauguration. g g TWITTER TO VACATE ITS INDIA OFFICES Elon Musk-owned Twitter is reportedly looking to shed its co-working spaces in Delhi and Mumbai after having already done so in Bengaluru. The process for vacating offices was initiated in December last year, according to reports citing sources. Around 150 of the company’s employees work at the WeWork facility in Mumbai’s BKC, and 80 at The Executive Centre in Delhi’s Qutub area. According to the sources, the company has also given up co-working spaces in Bengaluru, indicating that this was due to global changes within the company. Earlier this week, Musk, who failed to pay the rent for Twitter headquarters in San Francisco, asked its remaining staff in Singapore to stop coming to office and work remotely as the company has reportedly failed to pay the monthly rent. According to reports, Twitter employees were informed about the decision via email, instructing them to leave the CapitaGreen building and work from home. Casey Newton of Platformer said in a tweet on Thursday, “Twitter employees were just walked out of its  Singapore  office – its Asia-Pacific headquarters – over nonpayment of rent”. “Landlords walked employees out of the building,” he posted. In the US, Twitter has been sued as it failed to pay $136,250 rent for its office space in San Francisco. g g 8 SightsIn Plus

AMAZON HR PEOPLE TURN FROM HIRING TO SEEKING JOBS THEMSELVES With job cuts mounting decision” to eliminate jobs. Robin Ryan, who works as a across tech, finance, and “We don’t take these decisions career coach across the lake from other industries, why wait lightly or underestimate how much the e-commerce giant and has to get fired when you can skip they might affect the lives of those counseled many looking to join (or directly to being hired? who are impacted,” Amazon Chief leave) the company, says she sees The move, called “career Executive Officer Andy Jassy wrote the posts as a kind of pushback — cushioning,” involves lining up a in the most recent note on the a way of saying “‘Hey, I can go plan B while still fully employed, upcoming cuts, which will be somewhere else.’” especially when job cuts are especially concentrated in its At Amazon, which has 1.5 million imminent. This is usually done People, Experience, and Technology employees, the recruiter’s job is discreetly — perhaps a networking department. “We are working to challenging: “The churn there is call taken during lunch, or taking support those who are affected unbelievable. Most of it’s quitting, the time to connect with old and are providing packages that it’s a very stressful place to work,” colleagues. Some Amazon.com include a separation payment, Ryan said. Recruiters have lots Inc. employees are taking it one transitional health insurance of roles to fill — many of which step further, publicly posting benefits, and external job placement are highly technical and involve that they are #OpenToWork on support.” Amazon declined to in-depth sourcing and rigorous LinkedIn while still employed by comment further. When one of the interviews. the company. It’s all out there for managers on Look’s team posted Those subjected to months everyone, including their bosses that she was #OpenToWork on of uncertainty are apt to feel and bosses’ bosses, to see.  One LinkedIn last week, it was like some measure of resentment, such Amazonian is Kayla Look, a green light. “She’s one of my Ryan said. And like Look, many a recruiting coordinator. In an leaders — I should follow after her in recruiting are entry-level interview, Look said her anxiety if she doesn’t seem confident in our professionals that aren’t paid was running high when layoffs odds,” she said. “Because I’m still the enormous salaries earned were announced in November: The new to the workforce, I felt like if I by experienced engineers. After holidays were coming up, she had do this I’m not showing loyalty and rent, car payments and other just graduated from college the year therefore I’m going to get cut. But expenses, they often don’t have before and was in the middle of no — it gave me reassurance that much left over — making the planning a wedding. The expenses it’s ok to look out for yourself.”  prospect of losing their job that and uncertainty were mounting.  The banner, which LinkedIn much more unnerving. The unease began when the introduced in 2020 after Covid-19 Look’s was one of more than half Seattle-based company froze hiring hit, has become an increasingly a dozen #OpenToWork posts a couple weeks earlier. She thought common sight on the platform from current Amazon employees she could relax when she survived as layoffs ripple through the tech viewed by Bloomberg News. Other the initial round of job cuts, industry. employees, some of whom accepted but when the company reported Even though she ultimately wants voluntary buyouts, wrote similar it would be slashing 18,000 to stay at Amazon, Look has been messages last month. jobs — rather than the initial sending out resumes.  “In this case, you’re trying to bring 10,000 — the feeling of relief people into the organization, and evaporated. She knew it was time they’ve just kicked you out,” Ryan to be proactive. “It’s been two and said. a half months since the worry of Look is hopeful the waiting game being laid off first started,” she will soon come to an end. “They’re said. “I’m tired of being anxious.” supposed to start sending out letters Her managers don’t know any more next week,” she said. “Honestly, I’m than she does, so there’s no one to excited for that, because I’m ready answer her questions, she said. to find out whether I’m here or not Amazon says it was a “difficult so I can move on.” g g 9 JANUARY 2023 www.sightsinplus.com

Social Media HAPPINESS IS A CHOICE content. When you spend time, each day acknowledging By@Pradyumna Pandey we recognize it and challenge all that is good in life, you If we decide to stay happy, that thinking, we are taking a will see there is better than then we can stay calm and big step toward a happier life. you realize, and you’ll find the life becomes easy. To stay And thinking positive thoughts that sadness, anxiety and happy, it is important to realize and surrounding yourself with depression are diminished. that happiness is an attitude, a positive people really does Here are some reasons why state of mind. This realization help. So, make a point to hang the effort to become happier will help you to choose the out with optimistic people. is worth it: best option for a happier Work takes up a lot of our 1) Happiness is experience of each episode life day, but it should not be unfolds in front you. the only thing we do. It’s success: Success Happiness is a great goal to important to pursue activities is not the key to have, and it is something and interests beyond our happiness. Happiness is the you will need to work toward job. Do you have a hobby? key to success.” every day. Being happy is not Are you spending time with 2) Happiness is healthy: Our something you achieve and friends and loved ones? physical health is directly then hold onto — it’s a series Are you getting exercise? impacted by our emotional of decisions that you make Creating balance in your life and mental state. Happier every day. Happiness often will reduce stress and give people tend to be healthier comes from within. Learn how you other outlets to express in every aspect of life. to tame negative thoughts yourself and have fun. Find 3) Happiness is being and approach every day with ways to cultivate gratitude connected: If I smile, make optimism. Negative thinking daily. Giving thanks and being a polite gesture, or say happens to all of us, but if grateful for all you have will something welcoming, most make you happier and more people will respond in kind.  4) Happiness is attractive: People are drawn to those who radiate happiness, warmth, and positivity. Stigma Management When a person receives unfair treatment or alienation due to a social stigma, the effects can be detrimental. Social stigmas are defined as any aspect of an individual’s identity that is devalued in a social context. These stigmas can be categorized as visible or invisible, depending on whether the stigma is readily apparent to others. Visible stigmas refer to characteristics such as race, age, gender, physical disabilities, or deformities, whereas invisible stigmas refer to characteristics such sexual orientation, gender identity, religious affiliation, early pregnancy, certain diseases, or mental illnesses. When individuals possess invisible stigmas, they must decide whether or not to reveal their association with a devalued group to others. This decision can be an incredibly difficult one, as revealing one’s invisible stigma can have both positive and negative consequences depending on several situational factors. In contrast, a visible stigma requires immediate action to diminish communication tension and acknowledge a deviation from the norm. People possessing visible stigmas often use compensatory strategies to reduce potential interpersonal discrimination that they may face. 10 SightsIn Plus

IS TCS CALLING EMPLOYEES TO WORK FROM THE OFFICE FOR FIVE DAYS? Best Answered by lahks will sit and work. This So try to understand the @Amit Kr. Dixit is across locations so every problem Work from home TCS asks its employees to location needs to extend which will be there but need to come to the office but it will not happen in months. follow the instructions of depends on the project to Another Scenarios people in management for working project where once a week a few cities like Delhi NCR from an office, and go once and another 2 days a week. have more demands for or twice a week to observe Nothing is clear as 5 days seats than compared to other and present the issues you a week. Yes, they do have cities Bhuvneshwar, Kolkata, face - hopefully further the plan to ask employees Banaras, etc. so it is going to going forward you will get to work mostly from Office be a problem again. work from home. where ever possible. want to run a full-fledged office for some time before introducing the new WFH policy which is getting ready parallelly. Another scenario is TCS offices capacity is around 4.8–5 lac employees whereas today strength is more than 6 lakhs so can’t imagine where the rest ~1.2 HR TRENDS FOR 2023 commitment to progress. 3. Navigate paradox. By@Dave Ulrich on creating value for all Focusing on and coping At year-end, I have seen lists stakeholders prioritizes with inevitable tensions of HR practices emerge where HR practices and informs (care for individuals thoughtful colleagues predict disclosures. AND compete as an needed work for the future. 2. Harness uncertainty. organization; be stable But they often lack Focusing on certainty in the AND agile) leads to assumptions or direction: face of uncertainty replaces innovation. predicting practices without fear of the unknown with a 4. Personalize work. acknowledging assumptions is Focusing on the personal like buying food items without needs of each employee a menu plan or a perspective and adapting flexible on a healthy lifestyle. workplace policies Let me suggest four to meet those needs assumptions that will likely increases employee shape any HR practices: experience. 1. Create value. Focusing Considering these assumptions lets us 11 JANUARY 2023 create, not just predict, a future. www.sightsinplus.com

Expert View Sujoy Banerjee Performance Management Trends in 2023 2023 will be the year when companies will also build more structure to keep workplaces inclusive and where everyone’s contributions are recognised, regardless of working situations. Performance Sujoy Banerjee more ‘coach approach’ style of Management is one of feedback where they encourage the most crucial aspect of Group Chief People Officer & a mutual style of feedback and an employee life cycle that is Group Head – Marketing conversation with their direct going to see a dynamic evolution reports. from this year. The year 2020 Gainwell Commosales Pvt. Ltd. In 2023 and beyond, we’ll see and 2021 witnessed many teams performance management busy adjusting to remote develop in many different working and optimizing their ways. As an HR practitioner or productivity in a hybrid business leader, it’s important environment, 2022 has opened to keep up with recent trends so many doors for further you know how to best evaluate development in other important and support your team as the areas, such as employee norm develops.  engagement, Learning & Development, and performance Competency Focused management. Performance Evaluation Ensure that all employees 2023 will be the year when are being evaluated based on companies will also build more the competencies that matter structure to keep workplaces most to their respective job inclusive and where everyone’s roles. Performance evaluation contributions are recognised, discussion should focus much regardless of working situations. more around the competencies Managers will continue to be a and avenues of how to further crucial stakeholder to keep up develop those competencies to date with training on how which are crucial for the to communicate and navigate performance. Proficiency levels performance conversations with of the various competencies employees, many adopting a impacting a particular job 12 SightsIn Plus

role should be communicated Role of AI in PMS platforms that collect employee to the employees to set the Organizations that integrate performance data on an ongoing expectation of performance. In performance tools into their basis. Gathering performance fact, employees should be made team’s workflow are much more data year-round means that the aware of the competency map of likely to see positive results company is getting deeper and a particular job role. from the process. Making better insights into employee performance feedback a natural performance in a continuous Flexible Goals part of day-to-day work makes manner and employees The trend of annual goal it easier to coach employees and are also receiving more setting may give its way to a managers alike. The role of chats accurate feedback about their more flexible and agile goal bots is a very important aspect of performance levels. setting. Instead of setting annual PMS these days. AI throws real objectives, we will have to allow time feedbacks to the managers Engagement & Coaching for flexibility. Goals may shift from the employees which 2023 will witness a greater according to the top priorities of helps the team to plan for the emphasis on coaching teams within a given quarter and respective employees in much as a strategic enabler for accordingly adjustments have to smarter ways than before. performance enhancement. be made both the performance Managers will have to standards and measures of Data driven PMS Discussions increasingly don the hat of a evaluation. Oftentimes, data used in coach to ensure that employees performance reviews doesn’t are constantly enabled to Flexible Compensation Design dive deep into employee perform at the desired levels. The Gen Z employees are contributions, and performance Engagement with the employees more inclined towards a higher that are relevant for at an emotional level and an flexibility in their pay structure, performance conversations. enabling partnership with them which means a higher loading This tends to make the in their professional journey on their performance (against performance discussion dated will be a key determinant agreed performance indicators) and out of context. To help of an effective performance linked variable pay rather resolve this, organizations need management system for any than the fixed components of to ensure availability of high- organization. their compensation structure. quality real time information Therefore, it’s very important through evolved technology Conclusion to have a compensation plan Future belongs to the agile! in place that is transparent, 2023 will witness a Continuous evolution and clearly defined, and easy to response to change of the understand. This plan must greater emphasis on performance management be clearly established with system within organizations and everyone in the organization coaching as a strategic around the world has become so that there is no ambiguity much more imperative than in what to expect. It can be enabler for performance ever before. Companies all discouraging for employees around the globe have had to when they feel that their enhancement. Managers adapt themselves to changing compensation doesn’t line up circumstances arising out of the with their contributions to the will have to increasingly unexpected health emergency company. The emerging trend that the world encountered in is that Gen Z employees will be don the hat of a coach to the past two years. Now, it’s seeking compensation linked time to ensure that the processes to effort and output, rather ensure that employees remain agile and capable of than being assured of a fixed adapting to changing times. compensation. are constantly enabled gg 13 JANUARY 2023 to perform at the www.sightsinplus.com desired levels.

Insights Hina Dhamija Hina Dhamija How to Improve Employee Head HR Religare Broking Productivity in 2023? As we all have begun to assemble & are working together from office now, the focus for 2023 has shifted to have more interactive and conducive sessions for employees' analytical as well as physical well-being. About the Author Your people are the Employee Communications lifeblood of business and Communication is always a Hina Dhamija, Head HR, their well-being is the two-way street. The rider of Religare Broking. She is an IIM key to productivity. Whether it is smooth employer-employee Alumni with 15 years of diverse a mom & pop store, a VC-funded communication is the experience in Human Resources tech start-up, or a well- relationship between the two. established financial services Thus, brands should look and has served IT, Consulting company it is the employees’ beyond newsletter approach & BFSI Sectors. She is adept at well-being that transcends into for interacting with employees. aligning HR strategy with business business growth. There should be open channels of objectives for accelerated growth 2023 is a very important year. communication and a progressive of organization. Being a proactive The last three years exposed us to internal communication strategy. unprecedented situations wherein The communications should strategist, she has expertise in almost every working professional be built around challenges, implementing business initiatives rejigged their work style to cope appreciation, motivation, and and determining essential tactical with changing realities & work engagement. When employees culture. As HR professionals feel included in the business, HR elements across. we can help. We ought to focus they tend to be more productive. on employee-centric policies The brands should improve their 14 SightsIn Plus including & not limited to mental employee trust and enable a path & physical well-being, upskilling, for smooth communication, sans learning & development, and any barriers. better employee experience for enhanced productivity, Employee Well-being irrespective of function & role. The past two years have been Post-COVID, Equality, and challenging and everyone missed Inclusion are also the top priority. out on social interaction and

working together as a team in a growth of each member of their needs of the new generation physical setting. As we all have team. The culture of learning & are very different from older begun to assemble & are working growth can have far-reaching millennials. It can be rewarding together from office now, the benefits. for a company to build a culture focus for 2023 has shifted to have As important as it is to add a of smooth onboarding & open more interactive and conducive skill badge, as is to stay updated communication. Thus, inclusion sessions for employees’ analytical on current trends & make in the workplace, as a valued as well as physical well-being. innovations. Particularly in this practice & company culture can There is a broader consensus and age of digital transformation, particularly help. acceptance of the mental fitment it is important for employers of employees for enhanced to take a closer look at existing Measure Productivity & productivity. systems, and encourage change, Appreciation Organizations should conduct tech adoption & new ideas. Appreciated employees will special events for mental health Every work cycle, companies always deliver more than and support an open forum should revise their internal expected. It is thus important where employees can reach out communication & work on to define SMART goals that are for help. The causes of stress improvising employees’ specific, measurable, achievable, could be many, such as health understanding of how to be relevant and time-bound. challenges, obesity, financial productive and contribute to self The brand should not only distress, recurring personal life & business growth together. measure number of the goals issues, difficulty in learning the completed but also the quality of latest tech stack, and many more. Culture achievements. While no organization can solve Company culture is an echo There should be a rewards policy all the interpersonal issues, but of an organization’s values, for innovators. The inter-team they can always create a lot of goals, attitudes, and practices. collaborations should again be awareness around the dynamics. Ideally, each employee reflects highlighted and every effort Furthermore, expanding the list the company culture. In 2023, beyond the call of duty should of employee benefit programs companies should ensure that be recognized by organization. for insurance, pension, overdraft brand communication should On-spot recognition will help facility, maternity benefits, be precise and delivered across workforce productivity of the sport & recreation, offsite trips, the functions. Only employees highest standard. community services, etc can who feel connected with the also help mitigate many of the brand will be able to decipher the Final Words financial security & mental stress culture. Post-COVID, many companies challenges.   are facing a productivity slump. Besides companies should Plus, there has been a rise in Strengthening & Improvising also support a culture where news of mass lay off. All these HR Learning & Development people can openly talk about challenges around productivity In 2023, it is vital for brands to their emotions and stress levels lag need not be permanent. encourage upskilling, learning & do not hesitate to initiate Every feedback from employees & development, and make conversations. The concerns should be used by organizations employee growth a priority. hampering performance could be to improve productivity in the When the performance of an many, such as personal, work- workplace and find forwarding individual employee improves, related, societal, financial stress... solutions for employees. the whole group benefits! so on & so forth. Further new As you know change is inevitable Companies can go bottom- joinees, especially generation Z is & growth is optional. up or vice versa. For instance, more susceptible to mental health By aligning righteous HR actions, frequently arrange manager- challenges as they foray into real- growth will be the only rational. specific workshops & supercharge life challenges. Call it changing Happy New Year!! team leads to contribute to the lifestyle or digital habits, the  g g 15 JANUARY 2023 www.sightsinplus.com

Interview Dr. C. Jayakumar Rendezvous With Dr. C. Jayakumar EVP & Head- Corporate-HR Larsen & Toubro Limited E xclusive Employee Performance & Productivity 16 SightsIn Plus

By- Romesh Srivastava Dr. C. Jayakumar is currently working as Executive Vice President & Head – Corporate Human Resources (CHRO) at Larsen & Toubro Limited, an Indian Multi-national Conglomerate. A highly result-oriented, HR professional with 34 years of experience in successfully planning, designing, implementing, and managing various strategic HR Initiatives. On academic front, he is an alumnus of Madras School of Social Work, XLRI – Jamshedpur and London Business School where he specialized in Leadership & Human Resource Management. Qualified in Law (LLB) and a doctorate in leadership from the University of Madras, he is also certified in OD from the NTL, USA. Dr. C. Jayakumar has made an immense contribution in the Human Resources arena over the years. He presides on the boards of esteemed professional bodies and in the Board of Studies of various prestigious educational institutions such as AHRD, AIMA etc. Dr. Jayakumar has been honored with HR Lifetime Achievement Award in 2022 by FICCI and in 2021 by Economic Times & People Business. Q. After getting promoted and ensured that the salaries plan for 10 years and a strategic as CHRO, what has were paid on time. There were plan for 5 years called Lakshya. been your vision for L&T and no lay-offs at L&T. We also possess an HR Lakshya what are the changes that you Aligned with our Company plan which is aligned with the brought to HR? vision, we have a perspective business plan, and as part which, we have identified some 5-6 A. I took over as CHRO L&T provides broad areas to work on such as: of L&T which is a challenging assignments large responsibility in April to its employees. We • Talent management and 2020. This was a period of the have built the tallest, mobility to develop a pandemic and lockdown which deepest, largest, fastest leadership pipeline. There are was never seen before. The first longest, smartest, and 23 businesses under L&T and one and half years of my tenure most complex projects. talent development is a key were all about managing the We are continuously focus area. We are working Covid situation. We ensured the growing year on year, on succession planning safety and welfare of employees, that provides ample and career development, including migrant workers, opportunities especially for the senior roles. arranged adequate quarantine for working on facilities, vaccinations, supply of challenging projects. • Real-time Performance oxygen units to many hospitals, Management System, linked etc. The focus was also on to rewards with continuous ensuring business continuity. We feedback, in line with our were committed to safeguarding core values of meritocracy, the employees financially as well transparency and trust. 17 JANUARY 2023 • Enhanced employee www.sightsinplus.com

Interview Dr. C. Jayakumar experience at all touchpoints, acquisition for niche roles a conflict of interest with the right from talent acquisition, is always a challenge for HR present employment. However, onboarding, training, Managers. foreseeing the market scenario, performance, and exit • Bringing in agility and we need to have an open mindset management. adaptability in terms of and manage talent requirements • As pioneers in HR practices, we structure, policy and practices by leveraging alternate talent are looking at alternate talent based on the changing needs models in a competitive world. models suiting our business. We and being a trusted advisor to Employing the GIG workforce have a special task force to look the CEO. is one such opportunity wherein at processes for talent mobility • To keep pace with employees could be engaged across our businesses, scope digitalization and automation, for a specific task. It is also for employing GIG workforce, skilling, multiskilling, important to have effective flexible working operations, etc. upskilling, and reskilling the performance management that • Another major area is existing talent. rewards employees for the diversity and inclusion with • Motivating & engaging outcome than for the efforts to focus on increasing gender employees and bringing in a ensure accountability and results. diversity, where we are sense of purpose and meaning looking at ways to induct, in the work to enhance Q. How do you ensure retain, motivate, and develop performance, productivity, employee performance, women leaders. We are also and ownership. productivity and focusing on hiring more • Managing total employee retention in 2023 in your trainees and increasing the well-being, including organization? intake of female employees. emotional, mental, social and ‘Winspire’ is a programme financial well-being. A. It is an interesting for women leadership • Learning opportunities for question. development while ‘Renew‘ employees to build a career is for women on a break due and grow in the organisation. 1. L&T is synonymous with to pregnancy or marriage in L&T is known for giving Pride and Purpose. We are our career portal and around challenging assignments and called Builders to Nations, 2-3% of women employees learning opportunities to and we make things that have been recruited through employees to enrich their make India proud by building this. We have ensured safety career growth. landmark projects that and welfare facilities for all provides a natural sense women in our firm. Q. How do you see of pride and purpose to • Digitalization and automation buzzwords like the workforce. Pride and of the HR function and Moonlighting, purpose at work enhancees leveraging analytics for Quite-Quitting, and career performance, productivity effective decision making is cushioning in your industry? and retention. another focus area for us. A. My personal view is that 2. L&T provides challenging Q. What are the top HR Moonlighting has been assignments to its employees. challenges CHROs are there for ages, however in recent We have built the tallest, facing right now? times, due to WFH, incidents deepest, largest, fastest of employees having multiple longest, smartest, and most A. CHROs must be offers have increased and that complex projects. We are prepared for- too with conflict of interest. continuously growing year Moonlighting is ethically and on year, that provides ample • Getting the right talent, legally not appropriate if it is opportunities for working on especially specialized talent, against the terms of appointment challenging projects. and leadership talent. Talent of an employer and if there is 3. Learning opportunities 18 SightsIn Plus are huge at L&T. We are

often called a Learning and employees from their superiors. Lakh Crores and the biggest Training organization. We We have an online performance challenge is to execute these have 18-19 training centers management system with the mandates on time within cost, providing extensive training option of providing continuous quality, safety, and to the to employees at all levels to feedback. The system enables satisfaction of our customers. continuously develop their us to break down the goals into Most of our hiring is through competencies. The focus is activities with timelines and campus recruitment. More on all-round development of based on the performance the than 3000 engineering talent, by way of behavioral, superior can provide continuous trainees were on-boarded technical, managerial and feedback. We also conduct through various campuses leadership training. periodic training programs on this year. As we enter newer 4. We leverage technology Giving and Receiving feedback business areas such as Edutech, for sustainable growth. We with role plays, activities, etc. to Sufin, Data Centers, Green have embarked on a digital provide experiential learning. Hydrogen, etc. we recruit transformation led by none Most importantly, Goals must be people at the middle and other than our own CEO & SMART (Specific, Measurable, senior levels. However, most MD Mr. SN Subrahmanyan. Achievable, Relevant and of the conventional roles are We use high end technology Time bound) for enhancing filled by internal movements and digital tools in our performance, give a sense of and promotions. We strongly operations. This provides direction and measure the believe in building our internal opportunity for young talent performance objectively. It is talent, so we focus more on to work in a highly automated equally important for managers Talent development. and digital environment, to be specific while reviewing which helps attract and the employees’ performance and Q. Your career advice retain talent in addition to while providing feedback i.e. what for aspiring HR improving performance and went well and what went wrong, professionals? productivity. what needs to be done, and how 5. Last but not the least we have performance can be improved. It 1. First and foremost, you must a culture of Caring, trust and is good to check if the employees be strong in your domain continuous learning. We have are ready to take the feedback, area. a Culture of Meritocracy to begin with, positives and then wherein Performance is the to the gap areas. The timing of 2. Learning is a continuous only differentiator. Above all, feedback is equally important and process. Learning agility we are a socially responsible should be given with a positive and digital mindset will be organisation… contribution to intent to improve performance. important competencies ESG. Feedback should also be data- for the future. You need driven focusing on performance to continuously upgrade Q. How important is issues rather than general yourself and need to have a a regular feedback statements that may demotivate a zeal to learn new things. mechanism to evolving person. These are small and simple employee performance and things but if applied in letter 3. Nothing works like hard how to give effective employee and spirit, they will considerably work. Hard work is the key, feedback? enhance the effectiveness of the “nothing comes easy”. It is feedback process. important to put in your best A. Feedback is one of the efforts. most pivotal processes in Q. What are your hiring any performance management plans for 2023 at L&T? 4. Finally be humble. system. We make enormous efforts to ensure continuous A. We have a huge Through these simple things, we & constructive feedback to order backlog of 3.75 can grow abundantly. 19 JANUARY 2023 gg Thank You, CJK! www.sightsinplus.com

Insights Harini Sreenivasan Better Reflect and Rapid, Than Fast and Furious! Harini Sreenivasan Productivity The sword maker was thrilled improvement is not at the opportunity of meeting Partner- about working harder or the king and reached the court Semcostyle India faster. It may not even be just with some of his best swords. about working smarter if one is The swords were passed on for too individual focussed. We every one to see and after a lot of sometimes forget that awe, appreciation, and applause, competition is not inside the the king asked, “How is it that organization. It is out there! there is no one to beat you in Therefore, making it imperative this craft?” The sword maker to collaborate and work as one. replied, “Oh King! It is very Isn’t it true that “If we want to simple. I am so focused that I walk fast, we walk alone. But if see sword-making in everything we want to walk far, we walk I do. Even if I am sleeping all I together” can dream of is swords. Even when I cut vegetables to cook I In a certain kingdom, there was cut them to look like swords. So once a sword maker and he was much is my focus that if things the best sword maker one could don’t look like swords, I walk ever find. His swords were the sharpest and the most precisely crafted. The king was intrigued by his expertise and invited him to his court. About the Author Harini Sreenivasan, Partner- Semcostyle India. A seasoned HR leader with expertise in all areas of HR across geographies including India, Middle East (GCC countries), Europe, and APAC countries. Certified Design Thinking practitioner, Transactional Analyst, and Behavior Analyst. A Maverick CHRO who believes in making work awesome. 20 SightsIn Plus

away from that activity”. The the core of Agile values, it is game. Team members that have king was wise to see that in an nothing but collaboration by clarity of each other’s roles can attempt to improve excellence, working with people instead empathize better and deal with the sword maker was not able of sticking to processes and resource crunches better! to appreciate other things flexibility in adapting to changes around him! He was missing out in the environment. Here Myth 4: Agile teams are just on leveraging things around him are 5 myth-busting facts that for diversity in thought. and would soon reach burnout! advocate agile as a way towards Fact: The composition of agile This anecdote reminded me of productivity improvement. teams is an important aspect. how our traditional performance Every skill that is required for processes push people to work Myth 1: Agile rapid and the goal to be achieved needs harder to improve productivity. recklessly to be there in the team with a We have gone so far away in Fact: One of the key Agile balanced representation of every this mad rat race that now let’s rituals is the ‘retrospective’. Here function. It is not about just look at what happens at the is where the team looks back showing diversity in teams but workplace in our traditional and reflects on what went well, about being immersive so that attempts at improving individual what didn’t, and what can be the team does not have external productivity. These include done differently. This inspires dependencies for decision- clearing clutter, adding colour, course correction if required and making. Diversity is immersive taking short breaks, keeping identify roadblocks that need in agile teams and not just a ‘to-do’ list, populating the to be cleared. It is better to fail indicative! Teams that can solve ‘urgent vs important’ matrix, early than to fall at the end! problems by themselves are delegating tasks, etc. The list is more productive. endless and you will also notice Myth 2: Agile is “no goal – no that it is individual-focused. It is vision”. Myth 5: Agile simplifies worth reflecting on this. Is too Fact: Sometimes traditional processes and hence dilutes much focus on individuals the thinking expects us to make output seed of developing siloes? So, flawless plans and stick to them. Fact: Last but never least, agile how about looking at ways of But in reality, the road may ways of working are outcome- improving productivity through not be as smooth and plans can focused and not output focussed. collaboration? Will controls and fail. Agile helps us navigate the The team composition and the processes help in reducing chaos journey in short Plan-Do-Check- agile rituals clearly demonstrate or will cause bottlenecks? Are Act (PDCA) cycles. Manoeuvre collaboration. Agile is all about our processes based on trust or by adapting to the environment simplifying the ways of working on suspicion? and adopting suitable methods by removing unnecessary tasks When productivity is all about is the key. Flexibility is not about without diluting value to the end collaboration and flexibility, losing sight of the goal! user. agile ways of working are worth exploring. For a deeper Myth 3: Agile creates Jacks of Reflecting on Einstein’s words, understanding of how agile all trades and masters of none! “We can’t solve problems with works, let’s get down to a few Fact: Agile teams are cross- the same skills we used to basics and break a few myths. functional and they work as create them”, let’s look back Agile ways of working are a team towards a common to move forward. Continuous not restricted to the software goal. The rituals of agile are experimentation, early failures, industry anymore and are conducted in a manner that each and enlightenment from them actually sweeping across the member talks about his / her lead us to a surer and better world! However, one could action toward the planned goal. outcome. After all, productivity argue that Agile is not suitable Since these rituals are conducted is all about robust outcomes and for all businesses or industry in a levelled non-hierarchical not about completing tasks. sectors. But when one looks at manner, there is no blame gg 21 JANUARY 2023 www.sightsinplus.com

Expert View Udbhav Ganjoo How to Build a High-Performance Culture A high-performance culture is an organizational culture built on a set of universally accepted behaviors and norms that are encouraged by leaders and facilitated by optimal tools and processes. These help employees work as effectively as possible to achieve business goals and create value. Company culture is the Udbhav Ganjoo Characteristics of High- set of behaviors that Performance Culture determine how things Head of HR -Global Organizations with high- get done at your company. It is Operations, India, performance cultures have both how and why things get Emerging Asia and Access several common features, done. A high-performance Markets, Viatris including: culture has a positive impact on all aspects of the organization – In other words, it’s not just about 1. Enabling Leaders employee engagement, promoting good behaviors or A company’s culture is set by retention, productivity, and empowering employees; it’s a its leaders. For example, in revenue.  healthy blend of both. established organizations, leaders set the bar for performance What is a High-Performance through their behaviors and Culture? actions—a leader who works While there are many definitions hard to meet key performance of a high-performance culture, indicators (KPIs) will inspire a simple way to define high- their employees to do the same. performance culture is a set of Similarly, in a startup set-up, values, beliefs, and behaviors the culture often reflects the that enable an organization to personalities of the founders. If achieve excellent results and a you want employees to emulate high level of growth. certain qualities and not the others, you need to be mindful of A high-performance culture is an how you present and perform. organizational culture built on a set of universally accepted behaviors 2. Empowered and Engaged and norms that are encouraged by Employees leaders and facilitated by optimal Organizations with a high- tools and processes. These help performance culture ensure employees work as effectively as employees have the necessary possible to achieve business goals tools, knowledge, and skills to and create value. use good judgment when making 22 SightsIn Plus

decisions. Studies have shown communicating the “big picture” continuity and remain relevant that feeling empowered to act to employees. It is important despite changing circumstances. when a problem or opportunity to define the purpose of your The focus should be on output arises is a critical element in organization - its mission and set rather than input - results should employee engagement of values and then connect the be rewarded over hours worked. people to this purpose. Organizations should have 3. Continuous Development A study on Corporate Purpose a standardized approach to To support a high-performance and Financial Performance goal setting, make company culture, we need to suggests that when the purpose objectives visible, and cascade evaluate employee development is communicated with clarity, them down through the needs and identify ways to individual and financial organization. This will ensure support ongoing growth and performance improves. that employees link their learning. This is particularly Employees need to feel a individual goals to business true for “star” performers or sense of purpose in their objectives and align with the employees on a leadership track tasks and see how their roles organization. Cascading goals since leadership development and responsibilities feed into promote “big-picture” thinking ensures the sustainability of a the overall business success. and will empower employees high-performance culture. Purpose-driven employees will with a broader sense of purpose. be more engaged and will be able 4. Agility to work more independently and 3. Encourage Innovation and Change is constant all around us. effectively. Experimentation To ensure you continue to have To achieve a high-performance a high-performance culture, 2. Set Inspiring and Ongoing culture, leaders need to it’s important to be agile while Goals embrace innovation, creativity, adapting to new technologies, To help build a high- and experimentation at all competition, and new customer performance organization, it levels. They need to create an behaviors. is important to set inspiring, environment with psychological Agility and a change mindset ongoing goals that encourage safety, where employees are are key characteristics of a high-performance behaviors. encouraged to be curious and high-performance organization. Leaders should set goals experiment, without fear of Organizations with a high- that resonate with business being penalized for failure. performance culture plan for This helps people see mistakes change and aren’t afraid to adjust To support a high as opportunities for learning, strategy, work practices, and then they can successfully processes, or job descriptions to performance innovate and perform better. achieve results. Tech giants like Google, culture, we need to Facebook, Amazon, and How Can You Create a High- Microsoft encourage their Performance Culture? evaluate employee employees to innovate and Now that we have seen the experiment, and we can learn characteristics of a high- development from their success. For example, performance culture, let’s look Google has an “innovation at some elements that will help needs and identify policy” where all employees us create a high-performance can spend up to 20% of their culture in our organization: ways to support working hours on their own projects. Such freedom enabled 1. Communicate the “Big ongoing growth the creation of Google Maps, Picture” Gmail, and Google News. The first step to establishing and learning. While it may not be feasible for a high-performance culture is all companies to provide such 23 JANUARY 2023 www.sightsinplus.com

Expert View Udbhav Ganjoo policies to their employees due direct reports, and “bottom- developed, empowered, and to time and budget constraints, up” from employees back to trusted by the business. This they can still encourage their managers and the senior leads to greater innovation and innovation by stretching leadership team. leads to a high-performance employees outside of their This encourages a growth culture. comfort zone. For example, mindset and promotes a high-   provide opportunities to make performance culture. 7. Track and Measure Culture mistakes, train employees to The next step is to effectively communicate new ideas, and 5. Celebrate Success: It track and measure company establish online community is important to celebrate culture. This can be done forums to discuss new projects. employee successes and effectively through an online recognize efforts. Employees system. Cultural surveys inform 4. Establish Confidence with feel appreciated when they’re leaders about their employees’ Continuous Feedback recognized for their hard work experiences and help identify There is a strong correlation and achievements. Employee areas of cultural strength and between regular feedback and recognition plays a large part weakness. high performance. Effective in employee satisfaction, and performance feedback will help employers who celebrate success Surveys are a great way to ensure employees grow and develop, in the workplace can improve that culture initiatives are data- learn new skills, and achieve morale, strengthen teamwork, driven and that improvements success on both a personal and and make work a much happier can be measured over time. Once company level. To achieve place. you have gathered feedback a high-performance culture, from the survey(s), use it to adapt leaders must embrace a feedback Celebrating achievement and improve your initiatives, culture where positive and can boost confidence and and introduce new ones. useful feedback conversations increase motivation. Showing Culture surveys are the basis for are encouraged throughout the appreciation can also boost continuous improvement and organization. your organization’s reputation, will help you to build a truly improve retention, and help to high-performing culture with a Both formal and informal attract top talent. focus on excellence. feedback should be utilized, but   informal, continuous feedback 6. Create an Inclusive Conclusion is the most effective. Feedback Workplace: Research has shown Culture is often viewed as should be spontaneous, about many benefits of a diverse and intangible; however, it’s a specific incident, and a two- inclusive workplace, such as possible to change or create it. way interaction between higher revenue growth, greater A high-performance culture the employee and manager. readiness to innovate, increased can be created and sustained Provide informal feedback ability to recruit a diverse talent by organizations by focusing training to managers to develop pool, and higher employee on people and processes and their coaching and mentoring retention. leveraging technology to ensure techniques and encourage them employees are performing to to give timely feedback (both When employees don’t feel their maximum potential. With positive and constructive) to that their ideas, presence, the changing demographics and their teams. or contributions are truly multi-generational workforce, valued or taken seriously by it’s important for HR to be Multi-directional feedback their organization, they will an enabler in the truest sense is also a key ingredient of a eventually leave. An inclusive to listen to employees and high-performance culture. workplace doesn’t just have a their needs to create a high- Feedback should be given “top- diversity of people present, it has performance culture. down” from managers to their a diversity of people involved, gg 24 SightsIn Plus

Insights Harish Kukreja How to Prepare for Harish Kukreja Independent Layoffs?Consultant About the Author The current global is that people who are dealing economic environment is with such decisions are probably Harish is an experienced, gloomy. Wherever you dealing with something like this commercial, and inclusive Human look the conversations are for the first time or they are Resources leader with 25+ years of centred around slowing growth, experiencing it after a long-time working in the Financial Services recession, high inflation, and memories have faded a bit. industry. A global corporate citizen unemployment, and most Being new or relatively new to with experience of working across importantly large-scale layoffs. this is relevant for both sides - markets such as UK, Europe, USA, These things are not new. whether you are the one doing Businesses go through economic this on behalf of your business, and Asia. He last worked with cycles and there are cycles when or you are the one whose job is Fidelity International for over going gets tough for them. When included in these layoffs. This 17 years and performed several the going gets tough, well- run article is my attempt to share a senior-level global HR and Reward businesses are required to take practical guide to help people tough decisions involving layoffs. who are dealing with this. roles. Regrettably, large-scale layoffs are a fact of life for most There are two parties here 25 JANUARY 2023 businesses. The issue however and let’s call them ‘employer’ www.sightsinplus.com

Insights Harish Kukreja and ‘employee’. The employer Most organisations have well- here is all those people from established processes and practices business and HR who are to hire people as they do it more actively involved in identifying regularly whereas the processes the jobs at risk, consulting/ that result in the people departing communicating this with are not regular hence processes are people at risk, and completing not well documented and tested. the process within an agreed timescale. On the other hand, quickly so that you can have harder for you to move on. the employee here is someone a heart-to-heart conversation • Create a clear schedule whose job has been put at risk without being judged. so a recipient of such decisions. • Remind yourself that it is for job hunting. Don’t be Let’s understand this from not about you personally. desperate but it is important both Employer and Employee Layoffs are an outcome of to be disciplined. Focus on perspectives. commercial decisions that networking and meeting every business must take. It with people in your circle. As an employee, being laid off may be hard not to take it Most leads from the job come is painful and most people take personally as you are the one from references so don’t it personally. People go through who lost the job whereas your underestimate the importance five stages of grief namely colleague is still there. One of networking. Denial, Anger, Depression, way we could look at this is • Finally, one should remain Bargaining, and Acceptance. It the organisation’s need for physically active. Please is painful to go through these your skill/ experience has ensure that you don’t stages, but it happens to most. diminished hence you are withdraw from your daily Some people if they are not being laid off. But you still routine of exercise, walking, careful may get stuck in the have skills and experiences sports, etc. Staying active is Anger/ Depression stage and that may be relevant to other the most important thing for the longer they stay in that stage businesses. you to get clarity of thoughts more harmful it is for them. • Remind yourself about for your next move. Therefore, the first and most all the accomplishments important thing is to make sure and recognitions that you Now let’s see this from the that one does not take this too received from your current employer’s perspective. Believe personally. One must look for organisation. This will help me, it is not easy for them either. solace amongst family or friends. you get the confidence that Boards usually authorise a target Believe me, this is important for you did do great work and number but who becomes part you to come out of this cycle and you were appreciated too. of the list that meets the target is accept it. It is easier said than • You must be disciplined a time-consuming and difficult done. So practically what one in terms of your financial exercise. Business leaders can do to make sure that they security too. As these things work with their respective HR quickly go through this process are announced, please ensure Business Partners to agree on and accept the reality? Here are that you keep financial a selection framework. For my thoughts on the practical savings that could look after example, if the Board decides ideas one could consider: your expenses for at least not to invest any further in a six months. This is critical as particular business, branch, • It is important to converse financial stress would make it or product capability then the with someone with who selection framework would you can speak your heart. Usually, this is your spouse, a family member, or a friend. Find someone and find them 26 SightsIn Plus

include anyone who is associated products and services. They are the company is taking. People with that business, branch, or a powerful brand ambassador, should be able to relate to capability. so employees must be treated the business context and fairly and reasonably during appreciate that the layoff is Business leaders or their HR their employment as well as not the only action company Partners who are tasked to when they depart. A business is taking. deliver on this may be doing it reputation once compromised for the first time or it was done will take many years to  It is also important for the by them a while back. There is a repair and sometimes it may business leader to call out how lot at stake in terms of external get damaged beyond repair the planned actions including reputation and the morale of too. The reputational risks, layoffs will positively position the people who would remain therefore, are an important the company for the future. part of the business in the future consideration for layoff The positive hope for the too. Most organisations have decisions. future must be there in the well-established processes and  HR/ Business leaders messaging otherwise people practices to hire people as they must ensure that the could conclude such actions do it more regularly whereas communication of the as only the first step and more the processes that result in rationale behind layoffs negative actions to follow. the people departing are not is clearly articulated. The Such a conclusion by people regular hence processes are not reasons need to be clear, would distract them and well documented and tested. honest, and compelling. seriously compromise the This is extremely important This is the foundation of the future stability of the business. for the business reputation exercise and the team must and long-term success to treat give it the most time to get  Leaders must articulate what departing employees also fairly it right and compelling. It help and support be provided and reasonably. Here are my is important to centralise to people who are impacted thoughts on practical ideas one this part of the exercise so by layoffs. The summary of could consider: that there is a consistency such support must be openly of the message across the shared with all employees.  Business reputation is an organisation. The company must consider invaluable asset for the  The layoff messages are including support such business. Economic cycles painful, so business leaders as external networking, change and no business wants must communicate this with counseling, outplacement, etc. to be in a reputation where respect and compassion. they struggle to hire people. The leader must set out the  Finally, it is important to be These days your employees business context that led to consistent in your messaging are also consumers of your layoffs and other actions that across the organisation. Such messages are painful and 27 JANUARY 2023 empathetic communication can help reduce the negative impacts on both those who are departing and those who are staying. To finish I would say while layoffs are part and parcel of business life, and these are painful for both employers and employees but there are practical ideas that can be considered to reduce the negative impacts. gg www.sightsinplus.com

Indra Nooyi @Indra_Nooyi Leadership is hard to define and good leadership even harder. But if you can get people to follow you to the ends of the earth, you are a great leader. Jim Goodnight @Jim_Goodnight “Treat employees like they make a difference and they will.” Arianna Huffington @ariannahuff “The most important thing that we entrepreneurs have is our human capital. If we exhaust it, we make bad decisions.” 28 SightsIn Plus

Monthly HR Magazine Vivek Wadhwa @wadhwa “Recruiting talent is no different than any other challenge a startup faces. It’s all about selling.” Marissa Mayer @marissa_meyer “It’s about getting the best people, retaining them, nurturing a creative environment & helping to find a way to innovate.” 29 JANUARY 2023 Steve Wynn @Wynn “Human resources isn’t a thing we do, it’s the thing that runs our business.” www.sightsinplus.com

Expert View Arvind Srivastava How OKRs & Goal Settings Boost Employee Performance OKRs (objectives and key results) help organizations set and track measurable goals. It defines both, the objectives to be achieved and the key results with specific measures which decide step-by-step progress toward the desired goals. There is a saying that Arvind Srivastava in their roles even on a day-to- “Setting goals is the day basis. I believe that once first step in turning the President - HR the employee is clear on specific invisible into the visible.” Akums Drugs and results to be achieved and what This has a deep meaning inside Pharmaceuticals Ltd. is expected from him, it not and is quite visible when it only boosts productivity, and comes to the people performance performance only but it also in any company OR as an boosts morale. organization as a whole.     There are a few foundational These days, especially post ways that how the employees covid era, when you need to are getting benefitted thru be competitive in all aspects, OKRs and goal-setting exercises people performance, agility, and in order to enhance their resilience become the driving performance: factors to make the organisation   profitable. 1. It will help to identify   OKRs (objectives and key challenges and to address results) help organizations set inadequate performance by and track measurable goals. It finding out real gaps that defines both, the objectives to be exist in the organizational achieved and the key results with workflow. Then we may specific measures which decide provide a better support step-by-step progress toward the system for our employees to desired goals. succeed.   OKRs & Goal Settings help 2. OKRs can also align goals employees feel more supported with appropriate tasks and and inspired to perform highly corresponding timelines. The employee knows that he 30 SightsIn Plus

or she has to accelerate the see how the team is moving To summarize this, OKRs efforts to get the result within toward the goal. help to enhance individual that defined timeline.   as well as an organization’s OKRs are easy to implement and performance thru– 3. Many Organizations simple to use. OKRs, when used associates OKRs and by organizations, teams, and - Periodic Checks to put this on Goal setting exercise with individuals, can set challenging the radar recognition and reward and ambitious goals with framework. It enhances their measurable results. OKRs in the - Transparent way to provide commitment toward goals context of goal setting can help feedback as they feel acknowledged, track progress, create alignment, appreciated, and seen. and encourage engagement - Alignment before moving around measurable goals. The toward goals 4. OKRs also help employees to best part is that nowadays easy- choose the best way to utilize to-use OKR apps are available - Execution as per the defined plan the time and the available for all kinds of industries and - Review to address the gap resources he or she has.  business models. - Recognition to appreciate the 5. Decision-making is one of the OKRs are easy to effort and boost morale major enablers to enhance implement and simple - Performance-driven culture performance once you have to use. OKRs, when used   goals and objectives in place. by organizations, teams, But at the same time, Each and every decision can and individuals, can set adaptability to each and every be evaluated in order to put challenging and ambitious required change needs to be you closer to your objectives. goals with measurable taken care of. A continual results. OKRs in the change approach should be 6. Other than this, OKRs also context of goal setting adopted in order to make this a not only help to focus on can help track progress, success. It creates a performance- goals but makes the individual create alignment, and driven culture where everyone accountable for putting this encourage engagement has a clear well defined goal and into the main agenda. around measurable passion to move towards these goals. goals with all their best efforts. 7. It is also important to   note that post covid when OKRs always push teams and most organisations are individuals to get outside of their allowing remote working comfort zones and learn from it becomes more critical to both success and failure as it is have well-defined goals and rightly said that “Shoot for the objectives considering digital moon. Even if you miss, you’ll collaboration and their land among the stars.” mental health to achieve what is expected from them. gg OKRs has been establishing all these to align and enhance www.sightsinplus.com both the stake holder’s performance. 8. Performance can also be monitored thru the company dashboard and you may 31 JANUARY 2023

Insights Manikanth Challa Manikanth Challa Prioritising Workforce CEO & Founder Upskilling in Workruit. an Economic Downturn About the Author One of the key benefits of upskilling is increased employee productivity. When employees Manikanth Challa, the Founder are provided with training and development and CEO of Workruit, is a opportunities, they are better equipped to handle new tasks and responsibilities, which can lead to solution-oriented entrepreneur improved performance and higher productivity. who believes in understanding the minute details of challenges In an economic workforce upskilling during faced by society and accordingly downturn, companies an economic downturn. often focus on cost- processing them to provide a cutting measures such as Upskilling, or the process of robust and well-planned solution. layoffs and reducing employee developing and improving the training budgets. However, skills of current employees, can His brainchild, Workruit is an this short-sighted approach help companies navigate the end-to-end HRTech firm that can lead to a weaker challenges of a downturn by workforce and ultimately making their workforce more offers a suite of B2B and B2C harm the company’s long- versatile and adaptable. By solutions, including an AI- term success. Instead, investing in employee training companies should prioritise and development, companies powered Resume Builder and a Recruitment platform. 32 SightsIn Plus

It's important companies can help to note that ensure that their upskilling doesn't have employees are to be expensive. There are prepared for the a variety of ways to provide future and that training and development the company opportunities to employees, is well- from online courses and positioned to take advantage webinars to on-the-job of new opportunities. training and mentoring It’s important programs. to note that upskilling doesn’t have to be expensive. There are a variety of ways to provide training and development opportunities to employees, from online courses and webinars to on- the-job training and mentoring programs. Additionally, many organisations have started to leverage digital platforms and technologies to facilitate remote learning and training, which can ensure that their employees Another benefit of upskilling can be a cost-effective way to have the skills and knowledge needed to take on new roles is that it can help companies provide employees with learning and responsibilities, which can help mitigate the effects attract and retain top talent. In opportunities. of layoffs or other cost-cutting measures. today’s job market, employees One of the key benefits are increasingly looking for In conclusion, an economic of upskilling is increased employee productivity. When opportunities to develop their downturn can be a difficult time employees are provided with training and development skills and advance their careers. for companies, but it’s important opportunities, they are better equipped to handle new By providing training and to remember that investing in tasks and responsibilities, which can lead to improved development opportunities, workforce upskilling can help performance and higher productivity. Additionally, companies can attract and retain mitigate the effects of cost- upskilling can help employees feel more engaged and top talent, which can help them cutting measures and ultimately motivated, which can further boost productivity. maintain a competitive edge in improve the company’s long- 33 JANUARY 2023 the marketplace. term success. By investing in employee training and Upskilling can also help development, companies can companies prepare for the improve employee productivity, future. As the economy and attract and retain top talent, and job market continue to change, prepare for the future. It’s not it’s important for companies always easy to make the case for to ensure that their workforce upskilling during a downturn, has the skills and knowledge but the long-term benefits are needed to adapt and succeed. worth the investment. By investing in upskilling, gg www.sightsinplus.com

Expert View Shweta Mohanty Designing Effective Performance Culture in the New Ways of Working We are in 2023 – with rising adoption of future of work models and shifting employee-people leader power dynamics. While we have evaluated business processes to suit the new ways of work, one fundamental aspect of careers that is overlooked and needs a different lens is Performance Culture. We are in 2023 – with Shweta Mohanty Own Your Career Mantra rising adoption of future A lot of times employees get of work models and VP & Head of Human stuck with the notion that shifting employee-people leader Resources my manager will drive my power dynamics. While we have SAP in India career, they will provide all evaluated business processes to opportunities, leaders are more suit the new ways of work, one aware and knowledgeable than fundamental aspect of careers the employees, and that they that is overlooked and needs a will take care of them. Once different lens is Performance the fallacy of these notions hits Culture. them, they would have created an untoward attitude to their Unfortunately, performance managers, teams and even discussions continue to be organization. It is imperative called out as painful, is ignored that organization leaders provide or is not trusted to guarantee all enablement, raise awareness great outcome for individuals. and transparent information to Employees still struggle to employees on how to navigate derive value from this important their careers. A psychologically process and leaders feel safe space needs to be created to challenged as well. From my 20 perform work autonomously in a years of experience navigating trust-based environment. tough conversations and coaching leaders, I would like to Clarity in Goals and Relating share my learnings to design a to Individual’s Purpose performance driven culture Goal setting is not a one-time 34 SightsIn Plus

exercise. Tying organizational in performance conversations Four biggest fallacies of this strategy and goals to team and is the perception that people feed-BACK process is that it individual goals is crucial to leaders know all the answers assumes: achieve a shared vision across all to employee’s questions.   levels in the organization. People Organizations need to enable • Past performance is an leaders must articulate goals systems such as mentorships transparently with teams and in where employees can approach indicator of future results their 1-on-1s with individuals. experts from a pool of mentors • Leaders are more aware and It is crucial to share all available to address specific topic-based resources transparently and keep development needs. knowledgeable than the track of team goals and KPIs in employee. team meetings. Culture of Feed-Forward • Focus on “What” was In individual 1-on-1s, both A powerful change in achieved rather than “How”. parties need to clearly identify, perspective is Feed-FORWARD. • Team members are less articulate, and maintain goals Feedforward focuses on the self-aware hence need to be in your development systems future rather than the past. It shown their blind spots. covering two aspects: offers suggestions and ideas for • Manager’s careers are how to move forward and shifts aspirational so we can guide • Business goals - What an the focus from blame or criticism on what the journey could be individual can contribute in to action and improvement. the larger vision and strategy Offering suggestions, Focus on Possibilities of the organization. encouraging ownership, co- In my career, I have learnt relating to how learning and that focusing people on their • Development goals – What contribution can be enhanced, shortcomings or gaps doesn’t are the current skills and what and be better prepared for future enable learning. It impairs skills are needed based on roles to help each person thrive it. Having said that the individual interests and needs and excel. improvements that we are going of the business. This is also an for, don’t happen because it isn’t opportunity for employees to While many would think given in a way an employee can reflect on how to grow out of this is obvious, you would be embrace it. People leaders need their comfort zone, and how shocked how many leaders to customize the structure and people leaders can facilitate still use performance reviews content of their conversations this learning. to look back while analysing to drive the best results for performance. individuals. A preparatory note In the Moment Conversations or a simple chat before a meeting One thing I have noticed One thing I have noticed to set expectations help to make employees doing is wait for a employees doing is wait best use of the time. Performance formal meeting to discuss key for a formal meeting conversations should be co-owned. aspects of development. It is to discuss key aspects important for people leaders of development. It is It is that time of the year when and employees to address topics important for people colleagues are back from their on the go and transparently. leaders and employees year-end vacations and are Manager-employee relations are to address topics on the looking for motivation to start strengthened, and development go and transparently. back at work. While motivation is facilitated when such in- Manager-employee is intrinsic, providing direction, the moment conversations relations support and inspiration can go covering “How” aspects are a long way in creating a growth done. This leads to a developing mindset to invigorate taking a coaching mindset in both challenging tasks, growing out parties. One another fallacy of comfort zones, and propelling learning in the organization. 35 JANUARY 2023 gg www.sightsinplus.com

Insights Pankaj Sharma 5Top Ways to Improve Pankaj Sharma Head – HR, Metro EmployeeInfrasys Pvt Ltd Productivity About the Author Pankaj Sharma is an HR Leader Post-COVID-19 our greater responsibility on the with around 20+ years of diverse daily lives have changed shoulder of HR to connect the considerably. The past dots. Improving and measuring experience in multiple facets months have brought many employee productivity at the of HR. He has rich experience challenges; hybrid work culture, workplace is a big task in the in aligning HR strategies with work-life balance, and employees kitty. There are four pillars of well-being gained humongous productivity - Time, Energy, business goals. He focuses on buzz. Over a period of time, the Concentration, and Knowledge employer branding, employee role of HR has evolved and each contributes to success in value proposition, performance exceedingly, and now there lies divergent ways. management, leadership development, and building capabilities. 36 SightsIn Plus

Here are the top 5 ways 1Manage Set Clear to improve employee Time Goals and productivity: Effectively Expectations Set Clear Goals and 5 Improve 2 Expectations Employee It is of paramount importance Bridge Productivity Set to productivity to set clear the Gaps 34 Processes goals and expectations, does make SMART goals, and Relax & ensure expectations are clearly, Focus concisely, and regularly communicated to employees. you are relaxed, you are more competition. Regular performance Understanding - What, How, focused and do things better reviews and identifying real-time and When is necessary to be and faster. The idea is to training needs can be helpful to effectively productive in the achieve success by identifying taste the flavour of success. It workplace.  Also, providing and focusing on the one most can help employees move to an feedback on progress help important task or goal at a in-demand position and be better exceedingly to modulate the time. Focusing on a single “one equipped with performing the progress and transform the thing” allows you to minimize tasks at hand. strategies, if needed. distractions and achieve greater     results in less time. Manage Time Effectively Set Processes To manage time effectively 4-D’s Processes play a pivotal role to The concept of ‘Flatter – Do, Defer, Delegate and Delete increase the level of productivity Management’ applies here are more realistic. Knowing how resulting in higher production wherein the 1-3-5 rule as to manage your time properly is which has a direct impact on strategy proves to be more important as it brings a number organizational performance. A productive at the workplace. of great benefits to your work process-driven Organisation Follow simple formula- pick routine and life overall. Time ensures consistency and a good one major task to accomplish management helps you achieve process is like a checklist that as ‘Diving Goal’, three medium what you want faster when you ensures the right things get done tasks can be taken as ‘Swimming understand the importance of at the right time and at the desired Goal’, and then five tasks as time management, you gain the pace. Good processes, therefore, ‘Activities’. This concept sets motivation to stop sitting around provide a way to communicate the accountability of each team and pursue your goals. When you and apply consistent standards member to be successful in properly manage time, you get and practices within the business/ realizing desired results. done and also save more time for departments. The process defines   activities you truly enjoy. Time things like what activities are to be Bridge the Gaps management helps you waste less done, who performs them, what is Bridging the skill gaps between time and avoid more friction and the purpose, how it is performed, ‘as is’ and ‘desired’ are very problems. And there is no worry and then who is responsible for important to be successful in about missing deadlines. them. Once worked through, this overwhelming world of it provides an efficient way of gg performing the task faster and in a consistent way. www.sightsinplus.com   Relax & Focus Relax & Focus is the key to improving productivity. If 37 JANUARY 2023

Insights Dr. Deepak Sharma Proactive Performance Management Ensuring Development through Accountability Dr. Deepak Sharma Research by Gallup Organizations appear to be more involved in measuring Faculty Member (HR) scientists identified three performance on traditional NMIMS, Bengaluru parameters. Performance Campus different dimensions that appraisal system has been often criticised for being too ritualistic, About the Author provided the simplest and most excessively documentation oriented, and following many Dr. Deepak Sharma, Faculty comprehensive definition of practices/steps which sometimes Member (HR), NMIMS, defeat the very purpose of performance that best statistically appraisals. Due to such reasons, Bengaluru Campus. He has performance appraisals often more than 23 years of work predicts overall success in a role: fail to achieve the real objectives experience as an HR professional   which is development of in the capacity of Corporate • Individual achievement: organisational, team, and Trainer, HR/OD/IR Consultant, individual capabilities. Leadership Coach, and Faculty Responsibilities that Member. He has previously been individually employee must associated in similar capacity with achieve independently. premier Business Schools of India • Collaboration with team such as International Management members: How effectively Institute and Lal Bahadur Shastri employees work with their Institute of Management, New teammates. Delhi as well as he carries rich • Customer value: Impact an employee’s work has on industry experience. customers.   38 SightsIn Plus That means that performance development (based on the above-mentioned dimensions) may require more critical thinking than organisations of today may be doing.

Dave Ulrich, meeting that left me walking out progress & facilitators and “Accountability of the office wondering if I really inhibitors (both organisational matters. Without wanted to continue to work at and individual). personal and public the company.” Further, the process may accountability, people As such, organisations need involve goal-related feedback. don’t improve and proactive performance Performance feedback would organizations do not management interventions. The involve monthly or quarterly meet expectations. This ultimate goal of performance reviews of progress along with means focusing much management in organisations constructive, positive, and less on performance is to facilitate conditions under relevant data-driven evidence- appraisal as a which individuals, dyads, and based feedback. In all this while, bureaucratic, annual teams perform best so that the boss is supposed to act as a coach process, and much organization may deliver the providing support and exploring more on performance best results in context of its possibilities by asking right accountability where short-term as well as long-term questions. Further, performance leaders hold positive objectives. The process has to reviews would involve annual conversations with be ongoing, continuous and in reviews which is more formal employees, mutually alignment with the strategic with a rating and development establish expectations, goals of the organisation. plan involving job rotation link expectations Father of modern HR Dave or growth through internal to consequences, Ulrich wrote, “Accountability mobility planning. In proactive implement accountable matters. Without personal and performance the critical areas are reward systems, public accountability, people regular check-ins, constructive and follow up on don’t improve and organizations feedback, and coaching. performance.” do not meet expectations. This Coaching would involve means focusing much less on asking the right questions HR Guru Josh Bersin wrote performance appraisal as a and providing insights on in his latest released book bureaucratic, annual process, self-exploration & unlocking Irresistible: “The performance- and much more on performance potential for employees and appraisal process is often like a accountability where leaders giving them support and set of handcuffs for management. hold positive conversations with strength in direction they are This old-fashioned approach employees, mutually establish progressing and a belief that the was designed for a different expectations, link expectations work environment facilitates era. What I’ve learned from my to consequences, implement development of talent. research is that this process is accountable reward systems, and Performance management of only useful when your goal is to follow up on performance.” future may involve tapping shrink the company and reduce Research on engagement and internal experience and costs. In every other business performance has demonstrated organisational knowledge by situation, it causes problems… that employees’ aspirations for encouraging learning through In my 45 years as an employee, career development & growth is experience involving job I probably sat through 40 or higher on priority than salary. rotation and facilitation of cross- more of these uncomfortable Performance management with functional exposure through meetings, and I can remember a proactive perspective would assignments/projects. After all, only one that truly gave me involve setting performance what matters is performance inspiration or help to do better. expectations/goals/KPIs & KRAs development through In almost every case, I felt the (as well as competencies required performance accountability process was a waste of time, a for the same). Then it requires so what has to be encouraged disappointing conversation, or a check-ins between manager is accountability and not and team which may involve measurement. 39 JANUARY 2023 one-to-one discussions on work gg www.sightsinplus.com

Insights Sayeed Anjum HR Tech Trends for Sayeed Anjum 2023 Co-founder & CTO, greytHR Traditional classroom-based learning was known for its effective procedures and emotional engagements thanks to the high degree of discipline enforced by the trainers. About the Author There are fads and lasting ways of working. Although trends. The pandemic these concepts are not new, Sayeed Anjum is the years witnessed both. Now some companies might still Co-founder & CTO at that 2023 is around the corner, the find employee management, Greytip Software Pvt time’s ripe to take stock of the HR communication and Ltd. He completed his tech trends that are making engagement challenging in these studies at University of headlines. In all probability, many models. or all of the below are here to stay! Mysore. Ensuring the right mix of tools Remote & Hybrid Work is an ideal way to help HR teams 40 SightsIn Plus Solutions stay seamlessly connected with The pandemic made remote the workforce. The choice of and hybrid work the normal tools depends on the IT budget,

company size, spread, tech adapted seamlessly, while others with delayed responses and savviness and more. Therefore, still needed to catch up. errors in documentation. it would make business sense Nowadays, cloud-based HRMS to go for a platform with all Cloud-based learning platforms feature an employee or most options. If that’s not management systems have made self-service (ESS) facility. possible, it’s prudent to look for learning more convenient for An ESS enables employees tools that can be integrated into employees. Self-learning has to access information from the existing system. The idea become a trend with anytime, anywhere, perform HR tasks here is to reduce the number of anywhere access to courses, and reach out for support. When tools and maximise the RoI. even on mobile phones. employees are empowered, HR Instructor-led classes have can heave a sigh of relief! Automation & Robotics become more efficient with HR operations have a lot of modern communication Cloud-based HR Software repetitive tasks. Many of them tools for video conferencing HR, payroll and compliance- are still performed manually and webinars. In short, L&D related tasks were performed or with the aid of spreadsheets. technologies will continue to manually or with on-premise This results in a lot of time and witness a sea change in 2023. software. While the former slows resource wastage besides delays down processes, the latter has and errors. There are smarter AI & People Analytics limitations in terms of scalability, ways to expedite processes It’s not easy for every HR safety and affordability. without compromising the person to gauge the sentiments A modern cloud-based HRMS quality of employee experience of all their employees all the can add simplicity, speed and and productivity. time. But the failure to do so efficiency to all these tasks by can affect the productivity and streamlining and automating When processes are streamlined loyalty of employees across the them. Besides the benefit of with automation tools, these organisation. Unless HR has anywhere access and easy issues are weeded out. the right data, they can’t make scalability, such a platform Human intervention is also informed decisions for the helps HR manage information, minimised so that HR can focus benefit of their employees and activities and communication on other value-added tasks. management. from one place. Chatbots are taking over AI&ML-powered data analytics repetitive tasks. AI is making has come of age. HR can now Final Thoughts them a lot more human so that dig into employee data and draw HR has evolved a lot in recent the conversations don’t appear the right insights for making years. More so during the robotic. All of this is expected decisions, launching policies and Covid disruption. They did all to enhance the employee influencing the leaders. Whether the heavy lifting. But it would experience and speed of issue it is for workforce planning, have been a real ordeal without resolution. identifying employees who are the aid of technology. Now likely to leave or knowing the that HR is expected to think Digital Learning & reasons for performance drops, beyond operations, they need Development more insightful dashboards and to hand over mundane tasks Traditional classroom-based reports are here to assist. to fast machines. HR and their learning was known for its leaders also need to keep abreast effective procedures and Employee Self Service (ESS) of emerging trends in order to emotional engagements thanks Today’s HR is always tasked retain their edge in 2023 and to the high degree of discipline with answering simple and beyond. In the coming days, enforced by the trainers. repetitive queries. These tasks HR transformation will go hand Everything changed when drain a lot of their time and in hand with technological remote work suddenly became energy. On the other hand, innovation. a compulsion. Some companies employees can get frustrated gg 41 JANUARY 2023 www.sightsinplus.com

Insights Saroni Bhattacharya Saroni Bhattacharya Unleashing Deputy General Employee Potential Manager - HR Gainwell Commosales in Present time Pvt.Ltd About the Author Originating from Late There is a common practice in Latin potentials, meaning many organizations where the A strategic HR Leader with 17 years “power” Potential top tier of employees (identified of experience in developing and generally refers to a currently as High Potentials) are exposed unrealized ability. Since time to intense training and various aligning HR Strategy with Business immemorial, the concept of ‘human other learning and development goals. She is currently working in potential’ has fascinated both interventions. This might Gainwell Commosales Pvt. Ltd. practitioners and leaders alike. comprise of maximum 20% of and leading the HR team. She has Though it is believed that it is the employee strength leaving behind potential that sets the upper limit the majority of the employee experience across various industries for all individuals in the workplace, population. like BFSI, Telecom, and Retail and however now it is the time in our Usually, the Learning and lives when the idea of power has Development department before joining Gainwell she was changed. Business is not as usual! dedicates a considerable time working at Aditya Birla Fashion and Covid19 (once-in-a-century to identifying the Individual disaster), Digital Disruptions, Big development needs of these Retail Ltd. Resignation Wave, Non-linearity, HiPots followed by coaching Fluidity at the workplace and and mentoring, cross- 42 SightsIn Plus Rising aspirations of the Younger functional training, and several Generation are causing leaders to other competency-building re-evaluate how to lead teams in programs, which at times are today’s BANI ( brittle, anxious, overwhelming. This already non-linear and incomprehensible ) subset of future leaders consumes world. much available training

resources, leaving the balance your natural style? Ideally, we the organization focused on population underdeveloped, empower employees through transformation agenda. underappreciated, and at times coaching and training but it ignored. is also important to support Personal and Professional them during failures and let Caring – The final secret to Let us imagine a state where them learn from their mistakes. unlock your team’s potential if not 100% but then the Ask them what they have is engaging with them at an majority of the employees are learned from the situation, emotional level. Practice using gradually given the opportunity and how it can be prevented constructive dialogue to create to realize their strengths, and in the future. Accountability an environment of Personal and above all their potential, how this is the most underused tool on Professional caring. A lack of would impact the performance the part of managers, after all, poor dialogue leads to internal of organization in the days to empowerment comes along with conflict. After all, people want come? Potential development accountability! to feel they belong. Emotionally is a collaborative effort where   connecting acts as a catalyst to both team members and manager Creating a learning create more energy. craft the success story but what environment – Though   can we do to awaken the latent learning is intrinsic but a The last 2 ½  years have blurred potential of these individuals at learning environment can be the line between work and the workplace? fostered where both manager home forcing managers to re-   and employee can co-create evaluate employee power and Taking Pride – Individuals their developmental journey. preferences. On one hand, we are motivated to deliver more In the current scenario, it is have Generation X driven by the when they take pride in what imperative for HR to create and philosophy of ‘Work is Worship’ they do. Here leaders/managers sustain a learning organization, which has changed its form over play a vital role in explaining the which will continually expand progressing generations born business fundamentals: Vision, employee potential, with to a more digital world, where Mission, Values, and Goals for people continuously learning technology is a part of their the current year along with how how to learn together and everyday regime. With lives their contribution influences where collective aspirations revolving around YouTube, the overall growth of the are set free. There are quite multitasking has increased, with a company. Ideally, these should a number of companies like decrease in the span of attention. be cascaded during the initial Aditya Birla Group, Apple, Instant gratification is the need of days of joining so that by the time Deloitte, and others that have the hour along with the freedom employees perform these basics set up ‘Corporate University’ to execute jobs. are ingrained in their conscious which form a strategic arm of and subconscious minds. Every Yet many organizations are individual wants to partner in the There is a common unwilling or unable to let go growth story of their company practice in many off the past and embrace the and taking pride in their job will organizations where the new changes in the workplace. further elevate their potential. top tier of employees Harnessing employee potential at   (identified as High the workplace is quintessential, Empower people – Let us Potentials) are exposed especially in the new normal. accept and respect the fact that to intense training and It has proven to have a direct each individual is unique. As various other learning influence on internal factors like manager/influencer you have and development talent retention and workforce to identify your Leadership interventions. development, as well as large- style, are you more towards scale elements like business the authoritative side or performance and resilience.  empowering team members is gg 43 JANUARY 2023 www.sightsinplus.com

Insights Raghav Gupta Raghav Gupta Upskilling Trends that will dominate CEO & Co- Founder the talent/tech Futurense space in 2023 Technologies Talent shines even in a gloomy climate. The recent layoff of 85,000 workers by the world’s biggest tech giants - Twitter, Meta, and Amazon has opened up prospects for both leading and emerging digital companies. About the Author As competitive new-age longer serves the purpose of the technologies accelerate current job market. According Raghav Gupta, Co-Founder & innovation and upend the to a McKinsey report, it is CEO of Futurense Technologies, business landscape, business predicted that over 6-12 is a 22-year-old, who has made it leaders are on their toes to million jobs would be created his goal to democratize the playing formulate an inclusive workforce by emerging technologies in to meet the challenges of the the next decade. But having field for the budding Talent of Industry 4.0 era. Turning a generalized qualifications India by providing an ideal blindspot on upskilling might without significant skillsets and result in scaling the global talent specialized capabilities will only platform for the Talent to unlock shortage to 8.5 trillion (85,000 get your application get tossed its true potential with ZERO jobs unfiled) by 2030. A strategic out. To make your profile way of bridging the talent gap is relevant to the employer, investments, all while paying them to make upskilling the top many edtechs need to be full salaries. A pragmatic solution priority. To help fresh graduates at the forefront in offering became apparent when he realized and working professionals with diverse and niche new-age that the talent of the country was career progression, rewarding programs and domain-specific salaries, and notching ground- certifications in finance, being wronged by the exorbitant breaking roles and help accounting, and engineering to charges for upskilling without any organizations to become agile and enhance global employability savvy, most universities, colleges, skills, career visibility, and learning outcomes.  edtechs and online learning progression. The bottom line leaders are taking on the onus to takeaways why this trend 44 SightsIn Plus upskill and agree that the below might top the chart in 2023 trends would dominate the talent are flexibility, affordability, space in 2023. immersive and remote learning, expert coaching, and Domain-Specific Courses placement assurance in a short Generalized education no time space.

Target Audience processes, partnering with clients, monitoring & control, resilience, The new normal has made target audience, operational stress tolerance, and ideation companies set hiring expectations zones, and performance rate as in-demand competencies, high. India comprises 34% of to offer better and advanced edtechs and other online learning Gen X and Z millennials. The talent solutions. By offering key leaders must look to offering top reasons they cite for getting solutions, you can help companies niche courses and certifications upskilled is career immobility, reduce organizational costs in the field of data sciences/ lack of skill development, while hiring a new person, keep analytics, DevOps, cloud tech, slow salary increment, and productivity and engagement high virtualization, cybersecurity, unpreparedness for the future of serving employees by cutting finance, audit/tax, advisory & of work. Since most of the down turnover, avoid customer consulting, risk management and millennials particularly in service errors, zero down cultural others to fill the new 97 million Tier 2 and 3 cities do not find imperatives and drive performance jobs that are to rise by 2025. employers or companies to and business outcomes. support their long-term career Macroeconomic Trends goals and personal commitments, Skills under Spotlight Talent shines even in a gloomy edtechs and online learning In an open innovation era where climate. The recent layoff of platforms should take the lead in knowledge is built and shared 85,000 workers by the world’s not only nurturing talent with collectively, hiring managers to biggest tech giants - Twitter, market-driven skills but also focus on new-age digital skills and Meta, and Amazon has opened correspondingly meeting their domain-specific talent to drive up prospects for both leading earning and other benefits. business value and organizational and emerging digital companies. success. Said that the net skill only Major luxury brands and Partnerships for Development stands at 60,000 when compared companies who could not Edtechs must engage in strategic to the 210,000 new subsidiaries compete with the silicon valley partnerships with universities of Big 4 and MNCs pan India. As talent acquisition teams now and companies across all levels a survey shows that over 40% of found the layoffs, pink slips, and to understand the talent need. In hiring managers cite upskilling as job dismissal as an opportunity to the process of collaboration, you a key to business success. On the improve their ranking, convert can identify the internal workings other hand, the World Economic the traditional business into agile of the organization by assessing Forum of Job Reports (2020) models and modernize business manpower strength, exploring suggests that analytical, problem- processes, performance, and productivity loopholes, technical solving, leadership, decision- growth. As 52% of company skill gaps, technology use, business making, creativity, technology leaders are confident of withstanding the recession storm 45 JANUARY 2023 and over 82% see a positive global economic resilience, edtechs and online learning platforms must put new-age technologies and capabilities at the forefront to deliver top-notch courses to douse the future global talent crunch. History has taught us growth and downturns are inevitable, but edtechs that capitalize on the right trends, resources, and opportunities are certain to lead the talent space of tomorrow! gg www.sightsinplus.com

Blogosphere Carly Fiorina HMowatnoaEgffeect&ively Improve Performance Carly Fiorina Most organizations 1- CONSISTENCY don’t do performance There must be a regular Keynote Speaker, management very well. Leadership Most performance management rhythm of performance sessions are cursory at best and management conversations. Development, and no matter how good a Once a year is insufficient. Author performance management Once a quarter is far better, system looks on paper, without particularly when people Mediocre or poor the right conversations between aren’t in the same location performance management a boss and a subordinate, real and don’t see each other performance management very often. To achieve this is even more likely in a doesn’t happen. consistency, performance virtual or hybrid world. Mediocre or poor performance management sessions should In this new world, all the management is even more be scheduled in advance and likely in a virtual or hybrid appointments should be kept. downsides that come world. In this new world, all This isn’t something that with poor performance the downsides that come with always gets “rescheduled” poor performance management because something more management are even are even more likely to occur. pressing comes along. This more likely to occur. Confusion and conflict become is a regularly scheduled more common. Team culture and “check-in” between boss Confusion and conflict cohesion begin to break down. and subordinate. The more become more common. Effective performance often these happen, the management is necessary to less intimidating and more Team culture and achieve our best results, to productive they become. cohesion begin to break develop talent to the fullest, And schedule enough time to and to align a team around actually “get into it.” down. common purpose and shared objectives. As we settle into a 2) CLARITY.  46 SightsIn Plus hybrid world, now is a good time This is one of the most to review what is required to effectively manage and improve difficult and most important performance over time. aspects of effective performance management. In order to have a productive

conversation, there must be 3) OMPLETENESS.  someone “course correct” clarity about expectations. There are both objective is far better than letting a What goals are we trying bad situation linger until to achieve? What is and subjective measures more dramatic action is your particular role and of performance and both required. And if someone is responsibility in achieving must be discussed. If there is “hitting on all cylinders,” a these goals? What specific sufficient clarity about goals candid recognition of this behaviors do we value in and objectives, it is relatively performance will usually fuel our culture because it helps straightforward to determine further motivation. us achieve our goals and whether certain quantifiable build our capacity? What metrics have been achieved. 5) COLLABORATION.  specifically do a boss and While this is necessary, it is I have used the term subordinate expect of each insufficient. If an organization’s other? Of other teammates? culture matters, then the “conversation” throughout This kind of clarity takes behaviors necessary to build and this column. An effective thought and preparation. And support that culture also matter. performance management because most people either And while this discussion session is a collaborative rush through performance may be more subjective, it is conversation between a management sessions or try equally important. A complete boss and a subordinate. to avoid them altogether, performance management Each have requirements clarity is frequently lacking. conversation should include and expectations. Both have A performance management every aspect of achievement something to say. Each rely conversation without and behavior that contribute on one another - for support clarity - and the thought to an individual’s and team’s and for performance. If a and preparation required effectiveness. boss is doing all the talking to achieve that clarity - is and none of the listening, frequently the worst of all 4) CANDOR  something is wrong. If worlds. Boss and subordinate Too often, people are afraid the subordinate puts all “check the box”, but both the burden for a good are left frustrated and to be straightforward with conversation on the boss, confused. Performance may one another. We’re reluctant something is wrong. Ideally, well deteriorate, instead of to “hurt someone’s feelings.” both boss and subordinate improving. We don’t want to “get come to the performance ourselves into trouble.” We management table with a 47 JANUARY 2023 worry about the consequences sincere desire to collaborate in of a botched performance a consistent, clear, complete, review. What I’ve learned and candid manner. In so is that a lack of candor is doing, both leave the session far more damaging over more aligned and energized. time than the candor we fear. And reorienting our None of this is easy. All of it mindset about the purpose requires a certain amount of of performance management trust and mutual respect. So, can help us be more candid. many people are tempted to Effective performance delay and avoid. Don’t. Start the management is not punitive. conversation. It doesn’t need A good performance to be perfect. It might even be management conversation awkward at first. It’s okay. Start is about developing talent with a shared goal of getting and unlocking the potential better over time, but start. for better performance. A candid conversation to help gg www.sightsinplus.com

Budget Expectations Budget Expectations In view of the upcoming Union Budget 2023- 2024, here are some budget expectations from Business Heads and HR Industry experts 48 SightsIn Plus Vineet Nayar Founder and Chairman, Sampark Foundation The cascading effects of covid can be seen in significant drop in learning levels but an increase in enrolment in government schools. Unless we substantially increase allocation to education  in the upcoming budget we will see this negative trend continue. Education builds the future of our country and we need 30% increase in number of teachers and their capabilities to teach in the right way. If we miss this opportunity we would have millions of children who will miss benefiting from  the focus on foundational numeracy and literacy skills and next year will be too late. The challenge of balancing the budget is huge and I hope government sets the right priorities for the future of the children of this country. Today not only the allocation to education is much lower than what it needs to be, a substantial part of that budget goes into teachers doing non-teaching activities . Thus, what actually reaches the classroom is much lower than what is allocated in the budget. I hope we will not just have a substantial increase in education budget this year to fulfil the FLN mission but also draw a red line on using teaching time for non-academic activities, investing in frugal ideas instead of expensive technology solutions that are easy to buy but difficult to use and investment in increasing number of teachers at the cost of everything else because technology is not a replacement of teachers.

49 JANUARY 2023 Kamalika Bhattacharya CEO and Co-founder, QuoDeck. The gig economy is one of the fastest growing segments in the country – whether it is in white collar, grey collar or blue collar jobs. This time from the Union Budget, our expectation is to see the government play into the potential of this segment by partnering with the industry on its growth. As a gamification company, we believe in incentivization and positive ways to drive enablement of this workforce. Therefore, we would expect to see forward-thinking approaches from the government in incentivizing industry in the hiring, enablement and management of the gig workforce. Just like export incentives or tax benefits are provided to encourage exports in certain sectors, the budget must consider providing incentives to employers who are creating and providing opportunities in the gig economy, and are taking welfare measures for this segment. Vivek Mani Tripathi Vice President—Human Resources, Newgen Software The demand for tech talent throughout FY 2021- 22 was high, leading to large recruitment teams, multiple offers for candidates, and high wage inflation. However, we witnessed a cooling down of the job market from the second quarter onwards as companies revisited their hiring needs due to high inflation, sluggish economic activity in Europe and the US, and the possibility of a recession. Due to the liquidity crunch, many Indian startups faced funding issues and had to let people go.     With everything returning to normal, many companies have asked their employees to work from office in a hybrid mode. This has led to a better connection among employees and reduced employee churn. Also, The proportion of gig workers has been rising, boosted by the tech talent’s preference to work remotely. Companies are also comfortable having more gig workers as it enables flexibility. The proportion of gig workers will further increase in the future.  The upcoming Union Budget must provide some relief from personal income tax, helping salaried employees. This will also help corporates provide moderate wage hikes.   www.sightsinplus.com

Budget Expectations 50 SightsIn Plus Navneet Singh Founder & CEO, Avsar Across India, salaried individuals are among the key contributors to the Nation’s tax revenue. The annual budget has a significant impact on the salaried class as it directly impacts their finances and expenses. As the Indian economy has overcome the covid-19 outbreak it is anticipated that the budget of 2023-24 would focus on economic growth while aligning with taxpayer’s expectations.The budget for 2023-24 is the last union budget of the Modi government before the elections taking place in 2024. The salaried class of India is even looking forward to receiving various long-term benefits related to maternity, retirement, superannuation, and healthcare. Moreover, there might be a rise in 80C deductions due to a rise in volatility, incentive savings, and investments. The salaried individuals are keeping high hopes for the upcoming budget of 2023.  It is expected to experience various tax exemptions along with a change in the tax slabs. The various tax exemption expected are as followed: The salaried class awaits to experience some relaxation for the individuals who are buying homes. As home buyers are expecting to encounter additional incentives for affordable housing. Moreover, individuals undergoing personal loans are also awaiting some incentive or exemptions for personal loan borrowers. Other than that, there are a lot of capital gainers who find it difficult to assess their tax so they too desire some uniform tax structure for capital gains.If these exemptions and incentives are provided it would result in a larger amount of disposable income for the taxpayers which would eventually result in a rise in investments and savings which would lead to wealth building for the taxpayers. Sourabh Deorah Co-Founder & CEO, Advantage Club This is a defining year for India as the entire world is watching us. During times of global economic slowdown, India can prosper with the right budget moves.There is a high expectation among income taxpayers, including salaried employees, that the current government will introduce tax relief measures or change the income tax rate structure to support more tax-free deductions. Startups play a vital role in creating jobs throughout the world, as our government has also recognized.So, expectations are very high for the upcoming budget 2023. In addition to launching some path-breaking initiatives towards the digital transformation of India, the event will be a milestone for such new age startups.Hope we get a balanced budget which while uplifting the lower classes while also taking into account the middle class.