SHRM South Asia Blog

Mindset of a ‘Winning Employee’

In this competitive world, there are high chances of employees and managers moving between different roles. As a result, many of us experience working with various managers exhibiting different leadership styles. While some of us learn to forge relationships with our respective managers through few interactions, many of us take time to build a rapport with the new boss. During this transition phase, most of us find ourselves pondering upon questions like: Has the information about our performance been handed – over smoothly from the previous manager to the new one? How informed is the new manager about our past...

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'Unsolicited' feedback - Valuable approach to derive value

While we are quite familiar with the concept of 'feedback' and have faced many while at work, how many of us actually have noticed 'unsolicited’ feedback? This kind of feedback is also an important input when it comes to making behavioural changes. Most of us spend our entire life and career oblivious to these subtle cues or ignore these remarks that we receive. If given a little more thought, these too could make us more effective professionals by imbibing specific behavioural changes.

Most of us associate 'Unsolicited’ feedback with a negative connotation, especially if the feedback is not positive. However,...

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How to Perform Consistently Under Pressure - Tweet Chat with Gavin Freeman.

The pressure to perform consistently results into stress.

Talking about stress/pressure at work with the people at work is a topic non grata. Bosses don't want to know. Mostly, because they have no immediate solution at hand. Employees don't want to talk about it fearing they will be considered weak, non promotion material. People suffer and work suffers. A lose-lose situation for everyone.

But we all know it exists. Stress is an integral part of our lives both personal and professional. If not dealt with in a healthy manner and in time, stress can prove to be very costly -...

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Try Feedforward Instead of Feedback

Providing feedback has long been considered to be an essential skill for leaders. As they strive to achieve the goals of the organization, employees need to know how they are doing. They need to know if their performance is in line with what their leaders expect. They need to learn what they have done well and what they need to change. Traditionally, this information has been communicated in the form of “downward feedback” from leaders to their employees. Just as employees need feedback from leaders, leaders can benefit from feedback from their employees. Employees can provide useful input on the...

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Top Four Outcomes of an Exit Interview

Exit Interviews are usually not perceived as pleasant interactions – some people view it as a venting exercise, some adopt an “advisory” approach of providing solutions to the issues they faced and a lot of people are usually indifferent!

So as an HR practitioner, it can be very frustrating to try and gather data or meaning from these discussions and try to link it to actual root causes for employee attrition. Have you ever thought of making a slightly different sort of list of what you want to achieve out of this discussion from an exiting employee? If yes, you...

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#SHRMi16 Speaker Series: Meet DP Singh: The World is Moving from Test Cricket to T20, Why Should Your Talent Management Strategy Lag Behind?

We all know that finding, managing, developing, nurturing and strategically deploying talent - in short known as Talent Management - has become one of the major functions of HR. The questions on our mind are what defines this ‘Talent’, especially in today’s dynamic and ever-changing world? Does one Definition fit all?

We connected with DP Singh, VP and Head HR, IBM India/South Asia, to know more about the Face of Talent in the 21st Century.

The dynamic leader spoke to us about how talent is the only differentiator any business knows....

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#SHRMi16 Speaker Series: Meet Rajeev Gupta: The Right Time to Experiment is Now!

The Start up movement has a lot of potential to create a positive change in the Indian economy, if, as an industry, we can lend support and guidance to those that are experimenting, innovating and are trying to create something new.

SHRMi16PITCH has been conceptualized with the aim to support all those who have dared to become a part of this creation process despite the risks it presents.

We connected with Rajeev Gupta, Director – Arpwood, for his take on SHRMi16PITCH, a first of its kind HR Start-Up–Mentor interaction platform.
"Entrepreneurial...

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The Pros and Cons of Technology Enabled Learning for the Working Professional

Technology-enabled learning is the use of any technology that aids in the acquisition and development of knowledge and understanding. Digital learning is becoming increasingly popular with organizations and working professionals irrespective of the fact whether it’s a part of the organization’s learning and development program or whether employees want to upgrade their skills as a part of their career goal.

However, this form of learning comes with a few pros and cons that learners should take into consideration to draw maximum benefits.

Pros:
1. Flexibility
Employees can access digital classrooms and learning modules from anywhere, at any time. They aren’t...

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The Potential Conundrum

Potential needs opportunity to flower. It’s a live energy, if untapped at the right time it dissipates. With most things in life, what is not defined well is often, not measured well, misunderstood for most parts and abused in some parts. In most organizations identifying potential is a BIG deal. Some do it more scientifically than others, some more rigorously than others. What is certain that there is no standard way of identifying this Holy Grail.

A common fallacy in the entire process is failure to address ‘the what’ of potential. Imagine you had Sachin Tendulkar applying for the role...

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The Millennial Question

Recently, I was a speaker at a panel discussion organized by a premier B-School. The moderator of the panel discussion asked me how my organization is dealing with the challenge of managing millennials. Pat came my response, “Do we need to manage millennials? Do we see the presence of millennials in our organizations as a challenge?” The moderator clearly didn’t anticipate this response and was visibly off-track for a few minutes before gaining the momentum back.

Well, my intention was not to derail the momentum and flow of the discussion. My objective was to drive home an important point about...

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