Feb 18, 2021

Cognizant's $30 million corpus to give counter offers to people who resign

 So this news about Cognizant came out yesterday:

In an unusual move and in a bid to tackle its high attrition rate, Cognizant has set up a $30-million corpus, dubbed as a retention fund, to hold back top performers and digitally-skilled employees. The corpus is used when such employees receive offers from competitors. Cognizant, sources said, matches the competitor’s offer.

In my opinion, counter-offers don't work in the long term. If it takes a resignation from an employee for an employer to raise their salary to what a competitor is offering, then the employee-employer trust is broken to be replaced by a mercenary mindset

It will also lead to others in the company thinking that if a resignation is the only way they can get their employer to notice them, then employee engagement goes for a toss.

What is intriguing is the way that Cognizant is publicising this corpus. It's almost like they are encouraging their skilled talent to be mercenary minded. That almost never ends well. We have to wait and watch how it turns out for Cognizant in the long run.

Feb 2, 2021

My LinkedIn Live conversation with Harsh Johari on #EmployerBranding in the new normal

 Today I had an interesting conversation with my friend Harsh Johari who is a Executive and Change Leadership Coach on the value of Employer Branding in the new normal.

You can see the full 42 minute long conversation here





Jan 30, 2021

Recap of the panel on Digital HR at the Economic Times HR World Conference

 As I had stated earlier, I moderated a session on Digital HR yesterday. 








It went off quite well, and here's a recap of the discussion:

Priyanka Anand, VP and Head of HR, South East Asia, Oceania & India, Ericsson, said, “When the pandemic happened, 85,000 employees overnight started working from home in Ericsson across 180 countries. It was an overnight decision to prioritise employee safety over anything else.”


Vishpala Reddy, Head - HR, Indian Subcontinent, Philips, described the use of technological tools as non-negotiable in the present times, as the push to go digital for curriculum happened in 2020. On being asked how these tools would be useful, she said, “As an HR practitioner, the three buckets would be Business Continuity, Learning and Engagement.”

Talking about the data collected through surveys and employee engagement programmes, the experts acknowledged that ‘data is the king’. Adding to this, Anand said, “Analytics is the eye of the fish and that's how we run the HR function.”

Rajiv Kumar, VP and Country Leader - India, SumTotal Systems, talked about the uncertainties when the pandemic hit and how the HR played an important role in enabling the smooth functioning of organisations.


Jan 28, 2021

Moderating a panel on #DigitalHR at the #ETHRNexTech virtual conference by @ETHRWorld

 I am be looking forward to moderating a panel discussion on #DigitalHR at the #ETHRNexTech virtual conference by

The panel discussion would be on  Digital HR: An inside look at how next gen technologies are changing the workplace and people practices

My fellow panelists are:
Priyanka Anand, VP & Head HR, South East Asia, Oceana & India, Ericsson
Vishpala Reddy, Head HR, Indian SubContinent, Philips Rajiv Kumar, VP & Country Leader-India, SumTotal Systems

Looking forward to interacting with you all there 😀

2021 started off with being featured on a couple of lists

I was recently featured by The Economic Times' ETHRWorld in their list of 50 Influential & Dynamic HR Leaders Who Have Made a Difference. These include many people I have been fortunate to have known over the course of time, and you should definitely follow them on Twitter and LinkedIn if you aren't already



I was also featured in PeopleHum's power list of the top 200 thought leaders to follow in 2021. Honored to be featured in the list that include thought leaders like Josh Bersin, Marshall Goldsmith, Dave Ulrich, Jason Averbook as well as people I know both from real-life as well virtually 

Meanwhile, on Instagram, Big Recruitment Training featured me as part of their "Indian HR Success Stories" feature





The final slide made me smile :) 





Nov 17, 2020

How to go from EVP to an Employer Brand


 

Many HR departments spend a considerable amount of time, effort and resources to define their EVP (Employee Value Proposition) but are either unsure of what to do with it or they are unable to really  communicate that effectively.

Here's a step by step guide to leverage your EVP and convert it into an effective Employer Brand. Of course, this is an incredibly generic approach, and would need to be customised depending on your company's current reality and business objectives. Reach me on Linkedin if you want to know how I can help

Step 1: Analysis

Identify Target Talent Segments in each category you want to attract, based on:

i.             Demographics

ii.             Education

iii.            Role/Position

iv.           Current Employer

    Identify where the above talent segments can be reached and the appropriate message and media to use to build an awareness of your company, its culture, the various building blocks of the EVP. Leveraging candidate personas can be an incredibly powerful tool in building them.

 Step 2: Crafting the messages

Work along with your Marketing/Corporate Communication teams/external agency to identify employee stories that exemplify the various parts of the EVP. Work with design agencies (or internal design team if you have one) to make images, infographics and videos of the identified stories. 

Undertake a dipstick test to evaluate the efficacy of the content and messaging.

Step 3: Delivering the message

Organic
1. Draw up a content calendar and wotk with internal communication teams/external partners on which content wil be posted when. Leave room for flexibility for impromptu moments

2. Draw up an Employee Advocacy plan to spread the stories across various networks by leveraging your existing employees' reach. 

Inorganic
Draw up a social media advertising campaign to reach identified target groups, experiment, look at what's working and 

 Step 4: Tracking Metrics

Some of the metrics that could be tracked are:

1.            Increase in LinkedIn and Twitter followers and YouTube subscribers. These are, to repeat, just indicative. They might differ depending on the target talent segments.

2.              Engagement of each post on each network (views, comments, likes)

3.             Increase in number of hits to your career website

4.            Growth in application numbers

Points to remember

This is a very simplified guide and would need to be customised to the needs of your company. Each of the above sub-steps are also quite detailed and would need to be planned and executed depending on the maturity of your organization. and if you would want me to consult with you reach out to me on Linkedin

       

 



Oct 13, 2020

The main reasons employees are using the Mindhouse Mental Health

 Mindhouse is an app which is co-founded by Pankaj Chaddah and Pooja Khanna. Pankaj is also a co-founder of Zomato, one of India's biggest internet consumer stories. Pooja was one of Zomato's earliest employees.

Their new venture Mindhouse is positioned as a "workout for the mind" focusing on meditation and yoga.

When Pankaj reached out to me to help Mindhouse reach out to HR decision makers I asked him how many were using it, and for what purpose


His answer surprised me!

Of the 15,000 employees across 500 employers this is what they focused on most for using the app

Which is interesting because as work from home becomes normal, focus might suffer. So if you'd want your company to leverage the Mindhouse app for employee's mental wellbeing reach out to me at gautam dot ghosh at gmail and I'll connect you to the team at Mindhouse

Current corporate users are