Proactive measures are urgently needed as the “survival of the fittest” principle becomes more relevant in the modern environment as different notions of our professional and personal life have changed due to the times we live in. Find out how Parul Mathur, Former SVP of Human Resources and Training at Infocom Network (Tradeindia.com) and one of the Top 100 Great People Managers of 2021 by Great Manager Institute® published in Forbes India, made steps to encourage employees to push their boundaries.
“Let the employees express their views.”
Parul claims that in order to communicate with the employees during meetings, the senior management launched a program called “Chai with CEO”. This initiative enabled employees to communicate openly and fearlessly with the senior leaders about their concerns and gradually improved the perception as per which the employees generally see the management.
“Build a unique virtual connect platform.”
Parul created a unique virtual platform so people can communicate without depending on Zoom or MS Teams. She held multiple webinars, conducted trainings, and celebrated milestones with the customers and staff using this platform. In addition to helping with exceptional customer service, according to Parul, this allowed for the continuance of routine business operations in a virtual environment and helped build a continuous knowledge-sharing platform.
Launch special programs to honour their efforts.
In order to recognize the achievements made by the female employees during the lockdown, Parul propagated women’s leadership by developing a unique program for them. Internally, case studies of successful female employees were showcased to inspire others, and the goal of gender diversity was given top priority. The organization also stated that women would be granted a one-day paid wellness leave on menstruation days.
Great Managers Institute® is on a mission to bring out the best in industry leaders. In our series “Culture Eats Strategy for Breakfast and Everything Else for Lunch,” we are sharing the best workplace practices of India’s Top 100 Great People Managers of 2021.
According to GMI, this is what we can learn from Parul Mathur’s story:
1. Give the workers a chance to voice their opinions 2. Launch unique initiatives to recognize their contributions 3. Create a unique platform for virtual connections
If your leadership skills are at par with the best practices shared in this story, participate in Great People Manager Study and get a chance to feature in India’s Top 100 Great People Managers list. We are eager to hear your story. Register here!
Your team members should be exposed to every aspect of the project so they can learn more about it and become more confident in it. Find out how Philip Masih, Vice President of HR at 2COMS Consulting, and one of the Top 100 Great People Managers of 2021 by Great Manager Institute® published in Forbes India, enhanced teamwork, communication, performance, and employee passion for their work.
“Don’t make them wait for appraisals.”
To improve focus and career growth, Philip developed a policy requiring team members to participate in a program allowing them to write their own paychecks after serving a six-month probationary period. Under this program, team members can set goals, specify the time required to achieve them, and decide when they will be evaluated as having achieved them.
“Make the communication transparent.”
Every morning, Philips holds a video conference with the team to address assignments of interdepartmental interventions. By doing this, communication across departments is more open and efficient, and the turnaround time for closure is also shortened.
“Allow them to lead the team.”
By giving them a chance to run the team’s daily operations and initiatives, and lead the team, Philip helped his team members develop the leadership skills necessary to take on leadership roles in the future. That gave them a sense of ownership over the entire project rather than just staying within their comfort zones.
Great Managers Institute® is on a mission to make great leaders and in our series “Your Employees are Leaving Because of You”, we are sharing the best employee retention practices of India’s Top 100 Great People Managers of 2021.
According to GMI, this is what we can learn from Philip Masih’s story:
1. Transparency in communication is the key 2. Give your team members a chance to be the team leader
If you believe your leadership skills are at par with the best practices shared in this story, participate in Great People Manager Study and get a chance to feature in India’s Top 100 Great People Managers list. We are eager to hear your story. Register here!
He always makes himself available to provide inspiration, guidance, support, or solutions and frequently engages in a conversation on either professional or personal matters and always acts as a mentor to his coworkers as he is passionate about sharing his wealth of knowledge and expertise so that everyone on the team can grow – both personally and professionally.
“Keep flexible working hours.”
According to Pramod, it’s crucial to provide employees time off to enhance their skill sets through various sessions if you want to assist them develop and become more productive in their profession so they can significantly contribute to the company’s success.
“Make employees the key stakeholders.”
Pramod says that one should continually provide team members with the chance to develop by making the employees the primary stakeholders in the company; this will give them a completely new vision of the company, which will ultimately lead to more thorough work and job satisfaction.
Great Managers Institute® is on a mission to bring out the best in industry leaders. In our series “Culture Eats Strategy for Breakfast and Everything Else for Lunch ”, we are sharing the best workplace practices of India’s Top 100 Great People Managers of 2021.
According to GMI, this is what we can learn from Pramod Ganji’s story:
1. Make employees the key stakeholders 2. Encourage individual knowledge sharing during joint sessions
If you believe your leadership skills are at par with the best practices shared in this story, participate in Great People Manager Study and get a chance to feature in India’s Top 100 Great People Managers list. We are eager to hear your story. Register here!
Every success tells the story of ongoing adaptability to the environment, strategy revision, and ultimate transformation. Find out how Soniya Prithiani, Deputy Vice President at Lodha Group and one of the Top 100 Great People Managers of 2021 by Great Manager Institute® published in Forbes India, cultivated a team culture of close relationships with customers and their families.
“Stand together and accomplish the task.”
Soniya challenges the teams to work together rather than rewarding individuals because she believes that a business cannot flourish by just one person but by a team of people who can stand together and achieve results with patience and endurance. In addition to increasing team engagement, this keeps teams together.
“Create an environment of healthy competition.”
She inspires and motivates her team by leading as an example. She has built a wall of fame with the images of winners placed there to inspire the teams and promote healthy competition, which empowers them and boosts their morale.
“Spend quality time with the team.”
Soniya developed a team-building activity to help the team support working together, and appreciate one another’s efforts. She believes in spending quality time with each department by celebrating special occasions for customers and their families and surprising them with gifts. As a result, she has developed close relationships with the clients and their families in the group.
Great Managers Institute® is on a mission to bring out the best in industry leaders. In our series “Culture Eats Strategy for Breakfast and Everything Else for Lunch,” we are sharing the best workplace practices of India’s Top 100 Great People Managers of 2021.
If your leadership skills are at par with the best practices shared in this story, participate in Great People Manager Study and get a chance to feature in India’s Top 100 Great People Managers list. We are eager to hear your story. Register here!
COVID-19 had a tremendous impact on the workforce, careers, and many people’s professional behaviours and productivity outcomes. Find out how Nisha Singhania, Co-Founder and Director at Infectious Advertising and one of the Top 100 Great People Managers of 2021 by Great Manager Institute® published in Forbes India, made the lockdown period fun and interactive for the employees.
“Make an initiative to have a Fun Friday.”
Nisha took the initiative to start Infectious Game Night every second Friday when they played online games like Dumb Charades and Pictionary, which enhanced engagement among the team members during lockdown when everyone was working from home and missing out on enjoyable culture.
“Feature team members’ talent on social media.”
To increase the confidence of the team members, Nisha established a talent hunt activity and began showcasing the talents on social media. They also produced engaging films to be shared on social media, which gave the team members a sense of accomplishment and motivated them to work hard.
“Reward the exceptional performers.”
They offered monetary prizes in addition to certificates and trophies as rewards which encouraged the team to participate more and acknowledged them internally and on social media.
Great Managers Institute® aims to bring out the best in industry leaders. In our series “Is Your Work Family Happy”, we are sharing the best workplace practices of India’s Top 100 Great People Managers of 2021.
According to GMI, this is what we can learn from Nisha Singhania’s story:
1. Celebrate your team members on social media 2. Recognize and honour your employees
If you believe your leadership skills are at par with the best practices shared in this story, participate in Great People Manager Study and get a chance to feature in India’s Top 100 Great People Managers list. We are eager to hear your story. Register here!
Employee welfare programs foster employee personality development to produce a more effective workforce by producing an organization’s efficient, healthy, devoted, and contented workforce. Find out how Vikas Chadha, MD at GI Outsourcing and one of the Top 100 Great People Managers of 2021 by Great Manager Institute® published in Forbes India, improved employee’s performance and made them work more efficiently and effectively.
“Willingness to put it all into words is necessary.”
According to Vikas, it’s essential to get appreciation at work since it fosters a sense of worth and motivates employees to perform at their highest level. Therefore, he took some steps to make the employees feel valued, such as giving appreciation cards, sharing motivational stories, and recognizing performances to help with welfare and mental health.
“Treating employees benevolently shouldn’t be viewed as an added cost.”
According to Vikas, employees should be seen as a company’s greatest asset because they have the potential to grow it into something much bigger than any one leader could have imagined. As a result, he has developed welfare programs like mentorship programs for fresh qualified/semi-qualified ACCAs who are provided extensive training on software and processes by in-house seniors who are rewarded for it, continuous staff upgradation and learning with a well charted out training calendar, extensive rewards and remuneration program, merit-based performance linked incentive for performance with immediate cash rewards, trips and picnics including company paid trips for employee of the year and teams of the year, multiple cultural programs for employees where they are encouraged to participate in front of their colleagues and enhance their camaraderie, annual big bang event “GI Gladiator Awards“ where employees display their talent and are rewarded medical insurance, etc.
“Giving a state of fairness in which individuals are treated similarly.”
Vikas is a believer in meritocracy, in which equal opportunity is essential. GI believes in diversity and has a 60% female population which Vikas believes is crucial to the advancement of his firm. Treating all employees, regardless of gender, equally and without prejudice or other forms of artificial discrimination is integral to the culture which Vikas has built at GI.
Great Managers Institute® is on a mission to bring out the best in industry leaders. In our series “Culture Eats Strategy for Breakfast and Everything Else for Lunch ”, we are sharing the best workplace practices of India’s Top 100 Great People Managers of 2021.
According to GMI, this is what we can learn from Vikas Chadha’s story:
1. The practice of treating employees well shouldn’t be considered an additional expense 2. Give equal opportunity irrespective of gender 3. Appreciate the work done by employees
If you believe your leadership skills are at par with the best practices shared in this story, participate in Great People Manager Study and get a chance to feature in India’s Top 100 Great People Managers list. We are eager to hear your story. Register here!
