“A transparent culture allows a healthy feedback flow mechanism and can encourage performance with the right recognition systems,” said Ajay Tiwari,
Co-Founder and CEO, HappyLocate.
What are the steps you take as a leader to embrace innovative disruption?
I introduced:
- Non-measurable goals (as a part of Performance Goals) for employees – taking initiatives to add a significant value. This keeps my employees always on the look-out for an innovation and therefore they value/accept the innovation which comes their way.
- Daily reporting captures ‘lowlights’ and ‘opportunity areas’ as well – which defines the scope of innovation and therefore a solution hungry team atmosphere.
- Continuous learning and being closer to technology – interacting with technology adapters (largely millennials), HR events, best practices, learning from new hires, exit interviews, etc.
What are the strategies you employ to upskill your workforce?
- Managers work closely with team members and monitor performance trends to give feedback for improvements. Interest areas are explored to make every team member successful.
- Keep ourselves updated – The marketing team is asked to update us on HR events, platforms and innovative practices – to explore business synergies.
- Training Sessions organized by SMEs – From the industry network (Not necessarily paid but in exchange of you returning the favour with your expertise in their company)
How do you win at talent management?
- Transparency in approach – approving leave, leadership being highly approachable, incentivise the team’s performance.
- Team aligned to larger goals – This helps employees to be focused and connected to leadership in both light and tough moments. They don’t mind going an extra mile and they are not required to be pushed/directed by their supervisors. A One Team One Dream Approach wins. We further practice it through the recognition of efforts in weekly meetings.
- Creating a conducive environment for all – Outstanding, Good and Average Performers – so that they grow.
- Right Hire for the right job – A right start always helps managing talent appropriately and augments the manager’s efforts.
What role do you think culture plays in increasing efficiency at work?
Culture is built in line with the vision of the leadership and can damage or encourage efforts. A transparent culture allows a healthy feedback flow mechanism and can encourage performance with the right recognition systems. A process driven against a person driven culture builds trust. The culture defines what kind of people or practices will grow in the system and therefore that has to be logically thought of. Flexibility in organizational culture allows people from varied regions, backgrounds, etc. to work cohesively towards organizational growth – else a rigid one brings only birds of the same feather who may flock together but may fly together also.
What role do you think technology plays in talent management? How can technology bring about a change in the talent management lifecycle?
People are not honest or dishonest, it is the organization which has weak systems to allow exploitation/inefficiencies. Smart systems allow transparency and fairness that builds trust and is crucial in managing the workforce. It provides scalability in managing the larger workforce. HR is one of the most benefitted domains/functions because of the use of technology like recruitment tools, performance management tools, Analytics, HR payrolls, etc. reducing the manual intervention and making it more efficient unlike in the past where it was perceived as a non-measurable and non-value add function with the grey side of it.
