Saurabh Deshpande

In our latest podcast, I had the pleasure of interviewing Diksha Bhojwani, a highly accomplished Senior HR Leader. We discussed the pivotal role of communicating a company’s culture, mission, and vision to new hires, both before and after they join. Here’s what Diksha shared: 🔹 Clearly Defined Company Values, Mission, and Vision: These are essential for communicating and assessing cultural fit in candidates. 🔹 Role Expectations and Growth Opportunities: Defining how candidates fit into the organization and highlighting growth opportunities can significantly enhance their connection. 🔹 Post-Hire Alignment: Regular check-ins, feedback, and engagement activities are crucial for ensuring new employees stay aligned with the company’s goals and values. If you’re ready to transform your recruitment process, reach out to us at Leap Onboard (https://LeapOnboard.com) and let us help make your candidate-to-employee journey smooth and efficient! #EmployeeOnboarding #CompanyValues #CultureChampions #LeapOnboard

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My insightful chat with Diksha Bhojwani on Employee Engagement I recently had a fantastic conversation with Diksha Bhojwani, a Senior HR Leader, about the secrets to unlocking employee engagement in today's ever-changing workplace. Here are some key takeaways from our discussion: * Engagement Redefined: We spoke about how engagement is no longer just a buzzword, but a crucial indicator of a company's health and employee happiness. * Building Connections: Diksha shared innovative initiatives that foster meaningful connections between employees and their leaders, promoting valuable conversations and knowledge sharing. * The Power of Recognition: We discussed the importance of structured recognition programs to celebrate achievements and milestones, boosting employee motivation and satisfaction. * Empowering Through Training: We explored the value of investing in employee development through training programs, both technical and personal, while providing clear career advancement opportunities. * Holistic Wellness Matters: Diksha emphasized the critical role of employee wellness programs in promoting mental, emotional, and physical health, leading to a more motivated and well-rounded workforce. This conversation really highlighted the importance of taking a comprehensive approach to employee engagement. If you're looking to transform your candidate-to-employee journey, be sure to check out Leap Onboard (https://LeapOnboard.com)! #EmployeeEngagement #WorkplaceWellness #CareerDevelopment #Recognition #Podcast #LeapOnboard

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Be the Pilot of Your Career Saga - Think Differently 🙇If you think like everyone else, no matter how smart or experienced you are, you will hit the same wall. 🤔By thinking outside the box and going against the tide, successful people rise above their limitations. ⁉️Thinking differently is however not exclusive to a select few. 💭✅People who think differently come from all walks of life. They are not perfect, nor have their lives been a smooth sai, but they have the courage to challenge the status quo. 🟦What sets them apart to stand out is their understanding : whatever it takes is what it takes to get what they want from life. 🟦Dream big but have a clear, actionable, and realistic vision for what you want to achieve. 🟦Decide what you genuinely want. Remember, apathy and indifference have no place. 🟦Obstacles do not block the path, but to adapt and pivot the plan.Obstacles are the path to move ahead. 🟦No matter how adverse circumstances might be, a strong desire to achieve makes nothing impossible. Adapt and adjust to challenging situations. 🟦Excuses should not be deterrents. If excuses are made to avoid something, it’s exactly what should be done. 🟦Invest enough time and effort to win, no matter what naysayers, critics, and skeptics say. 🟦Hard work and discipline are crucial. The speed of progress is related to the intensity of effort but without coercion. 🟦There is no “writing on the wall” notion. But with faith, hope, courage and determination, one can carve own destiny. 🟦Fear and doubt are not deterrents. Conquering fear is euphoric and involves taking calculated risks. 🟦Honesty and integrity are key to building genuine connections and empathetic relationships for a healthy exchange of ideas. 🟦Be open-minded, curious and eager for feedback and advice, even from adversaries, to improve, correct and learn. 🟦Failure is inevitable. Just because it didn't work out last time isn't a good reason to stop trying. Today is a second chance. 🟦Quick fixes are not likely to work long-term. Seek challenges, celebrate small victories to build confidence for bigger challenges. ✅Success is a continuum, a journey with no end, as one challenge leads to another. So don’t stop but keep going. ✅People who think differently believe that nothing is impossible. They may not always know the "how," but they are willing to figure it out, learn, and perfect it. ✅What we believe in changes our lives. Thinking differently is not about waiting for a lucky break or blaming others. It’s about owning our actions, attitude, and beliefs. It’s about seeing opportunities even when there are none. “Yes, the people who are crazy enough to think they can change the world are the ones who do.” How about you? ✅Challenge the status quo. Think different to make a difference. 163/366 11/6/24 #thinkdifferently #careersuccess #linkefinlife #growthjoutney #linkedin Video : Internet

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A Perspective of A Young Professional. A recent dialogue with the CHRO of a rising startup shed light on the evolving priorities of today’s fresh graduates when choosing an employer. A budding HR professional provided key insights that reflect a shift in what young workers value: First Contact: The first interaction with a potential employer is crucial. It sets the tone, showing whether the company is welcoming and patient, and if it values understanding and nurturing new talent. Researching the Company: Young professionals thoroughly investigate potential employers, focusing on the longevity of the founders, managers, and peers. This reflects the company’s culture and stability, which are vital for those seeking long-term opportunities. Workplace Logistics and Safety: Practicalities like commute distance and workplace safety are significant. Accessibility and a secure environment are essential for maintaining work-life balance and well-being. Understanding Personal Space and Time: Corporates in India must recognize the growing importance of personal space and time for young professionals. This generation places a high value on work-life balance and seeks employers who respect and support their need for personal time and space. I believe these observations was an eye opener for me as it underscores the need for companies to align their practices with the expectations of the young workforce, focusing on transparency, cultural fit, and respect for personal boundaries to attract and retain top talent.

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Hi Everyone, We are thrilled to announce the launch of our flagship report, Talent Trends 2024 India - “The Expectation Gap.” The report is a culmination of key market insights for the year and features unique information on recruitment and talent trends in India, including flexible work models, employee well-being, and other interesting topics. Before the public launch of the report on June 14th, we are hosting a panel discussion on May 30th featuring top industry leaders: Madhavi Lall, Amit Chincholikar, Ramesh Mitragotri, Chinmay Sharma, Tanvi Choksi, Surender (Suren) Mehta. The panel will deep dive into "Generational Dynamics: Building Inclusive Cultures in a Multigenerational Workforce,” a critical topic in today's evolving work environment. Dr. Shiv Shivakumar will kickstart the event as the keynote speaker, bringing his wealth of knowledge and expertise to the topics that the report focuses on. Mark your calendars for June 14th to get a copy of the report. We look forward to seeing it become an invaluable resource for all our Clients and Candidates. #TalentTrends2024 #MichaelPage #Recruitment #EmployeeWellBeing #FlexibleWork #MarketInsights #TalentManagement #GenerationalDynamics #InclusiveCultures #TT24 Anshul Lodha FRM Pushkar Vadkhalkar Rupali Taluja Rohit Gadekar Nikita Yadav Kate Dannielle Colaço Vasundhra Gupta Vinaya Jhangiani Diksha Uniyal Nupur Mehta Karthik K. Dibyani Nayak

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Perfect recipe for HR-achaar! A bridge too far? Few years back, I attended a meeting where the HR head presented his thoughts on a new people engagement strategy. It was detailed, data-driven, and incorporated the latest HR trends. However, as his presentation went on, I noticed furrowed brows and befuddled expressions of the line managers in the hall. During the Q&A session, one gutsy manager stood up and asked, "This all sounds great, like it did last year, but I am unable to see how does it help me with the daily challenges my team faces?" Those few moments of pin drop silence, before the HR head spoke again, struck me. Have you noticed that most of the ‘gyaan’ (aka insights) about people and team dynamics, especially on platforms like LinkedIn, comes from HR leaders? While there is no denying that HR as a function plays a crucial role in shaping workplace culture and people policies, it’s often the line leaders—those on the shop floors, managing teams day in and day out—who have the most direct and practical experiences of their people. Imagine the richness of perspectives if we heard more from the business leaders and managers who interact with employees on a regular basis. Their real-world views could provide genuine and firsthand insights into the nuances of team dynamics, employee motivations, and the everyday challenges faced by the employees. One of the biggest misconceptions in many organisations is the belief that the HR understands employees better than their direct managers. This illusion creates a disconnect, where HR sees itself (and is conveniently seen) as the sole custodian of people, rather than a business partner in supporting line leaders to manage their teams effectively. In successful and mature organisations, the HR strives to understand how to run the business WITH people instead of merely running people FOR the business. This involves real business partnering by collaborating more closely with line leaders, gaining a deeper appreciation of business operations, and leveraging this knowledge to enhance people experience and productivity. It's time for leaders to coach more HR managers to step out of their ivory tower and into the real world. By doing so, they can better support managers, foster a more inclusive culture, and ultimately drive organisational success through a more realistic approach to people management. Let’s hear more perspectives and insights on people from the line leaders. Together, HR can create a more balanced and effective approach to managing the most valuable resource - people. Let’s bridge the gap. #humancapital #HR #peoplemanagement #linemanagers #leadershipunplugged

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A few weeks back, I asked what folks here thought about the HR-to-employee ratio and whether it was still relevant. As I suspected, the resounding answer was a big NO! People felt it was outdated and oversimplified, especially given the global nature of so many orgs, and some questioned the utility or need for it at all. Many also recognized that while it's outdated it’s something the C-suite can anchor on when it comes to making resourcing decisions. This means that it can be used as a conversation starter. Which means it’s up to us as HR practitioners to set the stage for that strategic conversation. It’s not just about headcount; it’s about aligning on the expectations of what can be delivered with that headcount (and what can’t!!). It’s about creating a mutual understanding of the current state of the org and the desired future state. It’s about demonstrating the difference between HR as an admin function and HR as a strategic function. And so on. As you have those conversations and get alignment, you can start to tweak resourcing as needed. Based on the discussion from my original post -> You might increase the number of HR staff or have a higher HR-to-employee ratio if: - The business is in a high growth phase or rapid transformation - The organization’s structure is complex - You have globally distributed teams in multiple locations - There are fluctuating retention issues and hard-to-fill roles - The business lacks appropriate tools / HR tech stack - You need to build/scale your HR processes  - You need to significantly train or upskill managers or staff - The scope of HR responsibilities and expectation of services has increased - The organization has a value and culture of investing in employees - There is a desire from senior leaders to have HR as a strategic partner to achieve business outcomes Or you might decrease or keep stable the number of HR staff or have a lower HR-to-employee ratio if: - You have stable business growth with predictable attrition  - You have established mature HR systems and processes - You have an established tech stack that is meeting the business’s needs - The organization does not have a value or culture focused on employee investment, engagement or retention - HR is perceived as an administrative function within the business - The organization’s structure is simple and has employees in a small number of locations Shout out to all the folks who participated in the discussion. 🎉 🙌 Tagging them and providing a link to the original post in the comments.

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We should not fret for what is past, nor should we be anxious about the future; men of discernment deal only with the present moment.- Chanakya #Discernment is critical leadership power for upgrading decision-making. Like parenting, leaders face complex, challenging, and tough decisions daily while attempting to balance risk, create optimal impact, and work hard to get it “right.” Have you ever thought about how many of your decisions are made in the realm of the “messy” stuff (disagreement, misalignment, conflict, time constraints or other dilemmas) where the stakes are high, the emotions are strong and there is no specific right or wrong way to approach it? #Leaders assume the need to be decisive and know all the answers and sometimes #fail due to -Strong convictions that lead to black-and-white thinking -Lack of desire or ability to shift into learning -Lack of discovery mode and situational intelligence, Unlike parenting, the approach to complex business situations where discernment lives does exist! It is #accessible as -How-to thinking structure that encompasses sense-making, -Leveraging intuition, while applying analytical techniques, -Being curious to gather situational understanding, -Having a devil’s advocate to challenge your assumptions, and -Practising emotional intelligence. All these practices make up a #holistic #approach for your thinking structure as a strategy when faced with discerning difficult decisions. #Discernment as a cognitive structure is underutilized but well-researched in pointing to the essential need for evaluating and differentiating information to make informed decisions. Kent D. Miller describes #discernment as “a multidimensional concept of decision-making by logic and reason, empathy gained through reflection and understanding, and moral ethics determined by one’s spirituality.” While, #intuition is “direct perception of truth, fact, etc., independent of any reasoning process; immediate apprehension.” It’s a fact, truth, etc., perceived in a keen and quick insight and the quality or ability to have such direct perception or quick insight. #Leaders, do you consider discernment to be a critical skill and how are you building the muscle for yourself and your teams? Follow Shivaani Talesra and hit🔔for more insightful and inspiring posts. #Repost if you find value.

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