Leaderboard

Introduction: As Douc Conant rightly points out “To win in the market-place you must first win in the workplace”.An organisation’s success and sustained performance is a complex process, predominantly characterised by its product/service offerings, which is directly proportional to the tangible and intangible inputs employed by the firm for desired output. While most of the tangible elements (raw materials, equipment, activities, processes, technology,and policies) are quantifiable and their corresponding results measurable, it is the intangible inputs - human capital, reputation and organisational culture that contribute to enhancing, and sustaining competitive advantages since they are difficult to emulate, lacks flexibility and are non-transferable.Human capital being the core component of the vital activities in an organisation therefore holds strategic importance. Structure: Employee experience commonly referred to as full spectrum of experiences or encounters and observations of an employee (for eg: conversations with superiors and colleagues, interaction with technology and systems) throughout his tenure within an organisation, is an important aspect that impacts the productivity and business goals of the organisation.Employee experience affects business outcomes in the following manner: 1) An engaged and satisfied workforce is more productive and motivated to deliver as per the organisation’s expectations and standards. Unhappy employees do not give their best at work. 2) Happy and energised employees give better customer service leading tocustomer retention and more business 3) Positive and energised workforce tend to be more agile and adaptable to changes and supports innovation in business requirementsthereby benefitting the business 4) Satisfied employees are the foundation stone of creating a strong organisation culture and aligns all to organisational goals and objectives 5) Positive employee experience helps in retention of scarce talent in the organisation thereby reducing attrition and associated costs. Also, happy employees spread positive word of mouth publicity which helps in creating credible brand identity. Conclusion: Organisations are realising that employees are the most valuable asset and the non- negotiable differentiating factor which will set them apart from competition. Hence, investing in the employees, engaging them and giving them unparalleled positive employee experience will not only enhancethe business results but will also help in carving their niche and building a brand image par excellence.

Having been a trainer in leadership for the last 20 years, a visiting faculty in leadership related behavior at organizations like the IIM and ISB, having consulted and coached in over 20 countries in Asia and Africa, also heading my own organization and having a business degree from IIM Calcutta I do believe I have a grip on what leaders need to have in the new era which is coming up birthed through covid, but already popular through terms like the VUCA era. It becomes imperative that organizations need both left brain and right brain leaders who can manage in these troubled times and lead organizations through the shoals of uncertainty and volatility. let’s get down to the list and see why these may be the key skills all leaders need to build What will your second career in the Gig economy world look like Motivate Others And Building High Performing Teams Analytics Skills Emotional Intelligence Digital Intelligence And Technology Skills Innovation And Design Thinking

This video help us to understand the simple steps of zoom application which can avoid unnecessary disturbance during a zoom meet or call. Special Thanks to #Santosh Akella for sharing the idea. click here to view -- >

Well Written and agreed Mr.Chidambaram

As always absolutely spot on .. couldn't agree more .. nice reading your views .. thank you Nitin

Once a Client Director won a deal of $2 billion from one of the European client. His team was all excited to work towards a plan in setting up a project team which can match the client expectations and help the company make more profits. But soon they realized that they would be unable to do so without – right people. This scenario is common to any business that we may operate in. What we fall back on, is setting the right WORKFORCE STRATEGY that has been every CEO s concern since past few years. Considering the change in demographics, economic & political scenarios that every business is going through today, it is crucial that we design our workforce strategy around talents. Finding skills is no big deal, there is loads of it in the market, but to find the right one at the right time is a challenge. In addition, 80% of the skills that are available in the market is suitable for low-medium complexity jobs. To find the right talent for high complexity jobs, is an uphill battle! Solution? It’s high time, the recruitment focuses on the human aspect of talent. Trying to incessantly, meet the client requirements, we tend to ignore the fundamental aspect of hiring a talent, their competency and mindset. The building blocks of right strategy centers on skills fungibility, coaching and mentoring and most importantly, rewarding the HiPos. Millennials today are more demanding in their careers, they value their career track and flexibility more than dedication & long service. As per the latest statistics, US loses around $30.5 billion per year due to turnover of millennial employees. Corporations need to be willing to embrace the uniqueness that this age group provides. A strategy is nothing if hasn’t factored in the human element of the assets that we own – our people. Hence it’s very important for us to start acting on these human aspects than focusing only on business strategies and profits.