Give Everyone a Sense of Belonging and Confidence to Ideate and Present. | Ft. Nisha Singhania, Co-Founder and Director at Infectious Advertising

Give Everyone a Sense of Belonging and Confidence to Ideate and Present. | Ft. Nisha Singhania, Co-Founder and Director at Infectious Advertising

Nisha Singhania

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!

Cheers to great leaders!

Appreciation Can Make a Day, Even Change a Life | Ft. Vikas Chadha, MD at GI Outsourcing

Appreciation Can Make a Day, Even Change a Life | Ft. Vikas Chadha, MD at GI Outsourcing

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!

Cheers to great leaders!

Their Time Off is as Important as Their Time at Work | Ft. Tony Joseph Fernandez, DEI Ally and Program Manager at PIT Solutions

Their Time Off is as Important as Their Time at Work | Ft. Tony Joseph Fernandez, DEI Ally and Program Manager at PIT Solutions

Knowing how to enhance the skills we don’t have is critical as working to grow better at what we do. Find out how Tony Joseph Fernandez, DEI Ally and Program Manager at PIT Solutions and one of the Top 100 Great People Managers of 2021 by Great Manager Institute® published in Forbes India, brought in a more constructive and collegial atmosphere allowing professional development and positive character development.

“I block my teammates’ calendars to end work on time.”

When necessary, Tony urges his team members to stretch and makes an effort to maintain a healthy work-life balance. He claims that maintaining a work-life balance is crucial, and he makes an effort to be a motivator and encouraging presence by setting up calendar blocks that force them to finish work on time in order to build stronger rapport and create a productive workplace.

“Create a friendly environment.”

Tony tries to connect with the entire team to promote a friendly and cooperative environment, which helps foster fun and friendship. He encourages everyone to engage and converse openly since he doesn’t want the day to be all work. Any subject under the sun may be discussed, but undoubtedly not work.

“Maintain an open chat policy.”

Tony makes efforts to constantly be available for the team so that nothing hinders their work. He continues to have an open conversation policy and makes an effort to ensure as much communication as possible using Microsoft Teams, call and WhatsApp. He claims the team can communicate seamlessly and effectively at the most number of touchpoints during this activity.

Great Managers Institute® is on a mission 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 Tony Joseph Fernandez’s story: 

1. To finish on time, block your coworkers’ calendars 
2. Build a welcoming and cooperative environment 
3. Be available for 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!

Cheers to great leaders!

Openness to Feedback and Change is Critical to Improving Employee Happiness | Ft. Sneh Jain, Co-Founder and MD at Mimansa Industries (The Baker’s Dozen)

Openness to Feedback and Change is Critical to Improving Employee Happiness | Ft. Sneh Jain, Co-Founder and MD at Mimansa Industries (The Baker’s Dozen)

How did Mimansa Industries’ (The Baker’s Dozen) business grow by 300% even during COVID-19? Sneh Jain, their Co-Founder and Managing Director, attributes this success to their employee happiness levels. He has taken many initiatives to ensure that his work family is happy. His innovative leadership style got him a spot on the list of the Top 100 Great People Managers of 2021 by Great Manager Institute® published in Forbes India.

“Ensure inter-departmental coordination.”

At Mimansa, Sneh has initiated monthly town hall meetings with themes such as Bollywood or retro, unlike traditional town hall meetings where senior managers speak and the rest of the team listens. Sneh’s town hall meetings are fun events where success stories are shared, ice-breaking games are played, and inter-departmental team engagement is encouraged.

“Build a culture of openness to feedback and change.” 

Sneh believes that for a growing company like theirs, leaders need to be open to feedback from their teammates. They do the daily grind, interact with customers, and, more often than not, come up with innovative ideas that can transform the business.

“Always be up for trying new ideas.” 

In Sneh’s team, all employees are encouraged to innovate and develop new ideas. Questions such as why can’t we increase shelf life without preservatives, or why can’t we make 1% wholewheat products are regularly asked.

Great Managers Institute® is on a mission 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 Sneh Jain’s story: 

1. To keep your employees happy, you need to promote a culture of innovation 
2. Encourage inter-departmental coordination 
3. Be open to feedback and change

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!

Cheers to great leaders!

We, as a Team, Work with a High-Level of Trust that Empowers the Team and Brings Self-Accountability | Ft. Renu Jethani, HRBP and DEI Head – India at Sutherland

We, as a Team, Work with a High-Level of Trust that Empowers the Team and Brings Self-Accountability | Ft. Renu Jethani, HRBP and DEI Head – India at Sutherland

Renu Jethani

Renu Jethani, HRBP and DEI Head – India at Sutherland, was one of the Top 100 Great People Managers of 2021 by Great Manager Institute® published in Forbes India. We spoke to her about the practices she follows to improve workplace happiness.

“Listening to my team is a core value for me. In the team meeting, I make it a point to hear out everyone before putting my ideas forward.

Renu says that constant two-way communication fosters trust and a sense of belonging and engagement. A manager must be a good listener to become a good leader. As a leader, your team must feel heard and appreciated.

“Everything we accomplish is through our team. It is essential to infuse energy, nurturing and motivation within the team which directly translates into excellence, accountability, collaboration and customer-centricity.”

Renu has taken the initiative to maintain the holistic well-being of her employees. Multiple interventions have been rolled out, such as virtual fitness sessions, health checkup camps, and special webinars with leading specialists. She also regularly conducts positive and emotional well-being sessions to alleviate stress and create a resilient mindset.

“Our team has mastered the art of breaking the tasks into small chunks and celebrating the small milestones of achievement together.”

Renu ensures that the team is trusted, nurtured and motivated to return to work each day. Recognising team members regularly is a way of life. They also have quarterly champions awards to value their contributions and winning behaviours.

Great Managers Institute® is on a mission 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 Renu Jethani’s story: 

1. Stand by your team like a rock through thick and thin. Loyalty works both ways.
2. Understand your team’s demographic and adapt your ways accordingly.
3. Unlearn your traditional approaches and always be ready for two-way communication.

If you believe your leadership skills are at par with the best practices shared in this story, participate in Great People Manager Study 2022 and get a chance to feature in India’s Top 100 Great People Managers list. We are eager to hear your story. Register here!

Cheers to great leaders!

Attracting Better Talent and Continued Business Growth | Ft. Kunal Chauhan, SVP and Head of Digital Engineering at Qualitest

Attracting Better Talent and Continued Business Growth | Ft. Kunal Chauhan, SVP and Head of Digital Engineering at Qualitest

Kunal Chauhan

Confident leaders developing professionally and are ahead of their peers in the business are pleased and make sure that their team members and clients are happy, and the relationships and trust are flourishing and strengthening. Find out how Kunal Chauhan, SVP and Head of Digital Engineering at Qualitest, Former CTO at QA InfoTech, and one of the Top 100 Great People Managers of 2021 by Great Manager Institute® published in Forbes India, attracted better talent and continued the business growth!

Creating a Platform to Produce Leaders

Kunal keeps advancing the culture of innovation and openness by letting people be courageous leaders, assisting them in managing mistakes so they can learn from them, and encouraging them to be open to new ideas, which helps them become good leaders.

Spotlight which Focuses on the Achievements of Individuals

In order to improve companionship, he has established a culture of complementary and personal remarks about coworkers. Everybody looks forward to this spotlight, which focuses on people’s accomplishments and keeps them motivated.

Prepare the Team for the Future

The Developers Conference is a fantastic platform for them, and Kunal coaches and encourages all developers to participate. He also connects with teams and individuals to help them get ready for the national conference and helps them get recognized by winning awards and laurels, which boosts their confidence.

Great Managers Institute® is on a mission 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 Kunal Chauhan’s story:

1. Make a platform to develop leaders
2. Emphasize people’s accomplishments
3. Make the team future-ready

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!

Cheers to great leaders!