At the start of 2021, I decided that in the spirit of independence, I would scrap the cadence of posting every Tuesday and post ‘whenever something interesting happened’. What I didn’t realize is that this turned out to be code for never writing. The realization hit early 2022 and once the rhythm was broken, the … Continue reading Cadence & Culture
Earlier this year, I came across the term ‘trauma-informed workplace’ in a Fast Company article while scouting for potential trends for 2022. I realized I was probably the last one to have been acquainted with this term as it isn’t new. A quick internet search will reveal that this has been a topic of discussion … Continue reading Trauma informed workspace
Life feels like it’s come one full circle. My first role as an HR Business Partner amongst other tasks included organizing events, Friday fun, editing the company newsletter and a few similar activities. For someone straight out of college and working in the field of HR for the first time, I assumed that it was … Continue reading Sweat the fluff
Economists have long known that GDP (Gross Domestic Product) is an inaccurate reflection of a country’s economic progress. First the experts debated over why the GDP growth has been miniscule in developed nations and the secret sauce for growth. When efforts in finding an answer to growth failed, debates sparked on whether GDP accurately captured … Continue reading The Better Work Index
There’s no dearth of advice on the skills a new age HR professional needs to equip themselves with. Over the past few months I have come across recommendation on endless courses on time management, influencing skills, data analytics and empathy. Yet the whole suite of recommendations chooses to stay away from critical skills that HR … Continue reading FOUR COURSES HR NEEDS TODAY
Complexity is a weak man’s crutch. The aim of technology is to eliminate friction and integrate itself into everyday life so seamlessly that you barely notice when it’s become an inseparable part. Good design draws upon minimum amount of conscious and cognitive effort.
We have a long way to go before we crack the code to solving for mental health. Unlike most ailments, there isn’t a single virus, bacteria or fungi to fight but a myriad of reasons not all of which can be guarded against. It is a bigger battle in some cultures than others and to believe that a one size fits all approach will work is naïve.
HR needs to take a leaf out of technology’s book. We shoot down innumerable technology interventions worrying that they aren’t perfect. We struggle to pull together the budget for the perfect tech solution. We worry about scale even before we know if our idea will gain traction with users.
A few weeks ago I wrote about my disagreement with referring to the business teams we support as our customers. This isn’t a widely accepted thought and today I will take my argument a step further by attributing the poor design of our HR interventions to this reference. Sounds contrary to popular belief, doesn’t it? We have been conditioned to believe that viewing our business as ‘customers’ will lead to better service. But it doesn’t.
I love data democracy, the power of being able to analyze data independently without being dependent on another individual. Products like these empower every individual in the organization to derive meaningful insights at team, business and organizational level. It doesn’t overwhelm nor fall short. Heartcount gracefully does all the hard work and allows you to jump straight to the meaningful insights.