04 Stages of Employee Engagement

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Employee Engagement is not only about Holi, Diwali or Rangoli. 🎉🎈🎇

It typically means engaging, aligning them to Organisation’s Goal, Vision, Mission, Policies etc.

It’s Actually About Improving the Employee Experience 😇

It’s very widely said that “Engaged Employees are Productive Employees” 👨🏻‍💼👩🏻‍💼🤩🤝

What is more important is to understand Why and How can we actually Engage the minds of your Stakeholders towards your NEW NORMAL.

At what all Stages you can Engage your Employees??

  1. Since Selection: Once you select your right fit, your new entrant, updating them about their role, required skills to outperform. Also help them to know more about their new team and New BOSS 🦸‍♂️🦸‍♀️ Also do not forget to extend your supportive hand for his / her smooth transition from previous to your organisation. Ensure to make them feel your supported.


  1. After Joining: Flash Mob, Welcome Letter, Team Lunch and what all do you to make your new Entrant feel comfortable at his/her new workplace. While that is very important, just do one more thing- communicate very clearly about all what is expected and what can help them grow here in this organisation. This is the most correct time to let them know the Benchmarks of your organisation.


  1. Anytime During Employment Tenure: During Festivals or any such occassion we do celebrate and engage our people. Can we just customise such activities to link it to the Goals and policies ? Lets make it more effective. Creating Situational Leaders and more bonded team can be one of your objectives.

Tip: You can do value roll outs while planning your next activity.

  1. After Exit: Ex-Employees / Alumni are the most important asset you can nuture as they are your Brand Ambassadors and can increase the trust and Brand Value of your organisation. How can you engage them ? By just doing some very simple gesture like update them of the project that they were a part of and recognising their efforts in it. Just by staying connected by letting them know your organisations and his / her Ex-Team’s update (to whatever extent possible) and most important by showing some genuine concern about how are they doing in their Personal and Professional Life. And if possible arranging an Alumni (Ex-Employee) meets.

Happy Learning, Happy Engaging…

Thank You!!


Supriya Kabra


approval correct diverse

Hire Character. Train Skill.

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Many companies hire employees for their character and then train them on the job. They do this with the idea that you can teach skill, but cannot change a person’s character. In a perfect world, you would hire someone whose character is equally as great as their skills. One’s character can be considered more valuable than an MBA or PhD. A person can have all the necessary experience and skills, but if their personality does not fit the company’s culture, are they really the right person to hire?

I have always believed that capacity is a sum total of character and competence (skills). The most appropriate approach is to always have the two (character and skills) blended in a healthy way, but reality will sometimes push us to make a choice between the two. The truth is that character is always supreme.

In any case, if we are left with making a critical choice between character and skill, we should prioritize character. Skills can be acquired and mastered over the years, but character defects are most times irredeemable! Warren Buffett said, “In looking for people to hire, you look for three qualities: integrity, intelligence, and energy. And if they don’t have the first, the other two will kill you.” It’s easier to train a person of good character to do a job well than to develop character in a skilled but unprincipled employee. If you have to choose, hire for character and train for skills.

So, the Competency or Knowledge & Skills of an employee may get you best work. But to build the Best Organisation, one needs to fit the culture and have great personality traits. Great Personalities make Great Team and a Great Team can Achieve Great Results.

Mumbai - Hotel Taj

On this note, I remember the classic case of 26/11 Terror Attack at Taj Hotel, Mumbai. After which the Entire world had took it as epic case to study, research and understand the real reasons behind how did The Heroes of Taj didn’t let any guest affected.

Let’s see what came out from Harvard Studies case research on – The Heroic Response of Taj Employees:

The heroic response by employees of Mumbai’s landmark Taj Hotel during the 26/11 terror attacks is now a case study at Harvard Business School that focuses on the staff’s selfless service for its customers and how they went beyond their call of duty to save lives.

The multimedia case study ‘Terror at the Taj Bombay: Customer-Centric Leadership’ by HBS professor Rohit Deshpande documents "the bravery and resourcefulness shown by rank-and-file employees” during the attack.

The study mainly focuses on “why did the Taj employees stay at their posts (during the attacks), jeopardizing their safety in order to save hotel guests” and how can that level of loyalty and dedication be replicated elsewhere.

A dozen Taj employees died trying to save the lives of the hotel guests during the attacks.

“Not even the senior managers could explain the behaviour of these employees,” Deshpande is quoted as saying in HBS Working Knowledge, a forum on the faculty’s research and ideas.

Deshpande said even though the employees “knew all the back exits” in the hotel and could have easily fled the building, some stayed back to help the guests.

“The natural human instinct would be to flee. These are people who instinctively did the right thing. And in the process, some of them, unfortunately, gave their lives to save guests.”

adult baby care

It shows how leadership displayed by people in the bottom rank to the top levels in the organisational hierarchy helped in saving lives.

It also focuses on the hotel’s history, its approach to recruiting and training employees, the Indian culture’s “Guest is God” philosophy and how the hotel would recover after the attacks.

Another key concept of the study is that in India and the developing world, “there is a much more paternalistic equation between employer and employee that creates a kinship.”

Terming it as one of the “hardest cases” he has worked on, Mumbai-native Deshpande said it was hard to see people confront their trauma again.

“We objectify it, keep emotion at a distance, but after 15 minutes of questions with a video camera in a darkened room, there are deeper, more personal reflections of what happened,” he says in the HBS Working Knowledge.

Deshpande said Taj employees felt a sense of loyalty to the hotel as well as a sense of responsibility to the guests.

He cites the example of a general manager who insisted on staying put and help direct a response to the attack even after learning that his wife and sons had died in a fire on the hotel’s top floor.

“Nothing in the employees’ training could have prepared them for such an unprecedented situation,” Deshpande said.

Deshpande has taught the case in the School’s Owner/President Management Executive Education programme.

It can also be taught as an example of managing the post-crisis recovery of a flagship corporate brand, he added.

Hence the Best Learning to understand is that their Human Cultural Values of Guest is God was the main common reason behind this great escape of all the Guest.

One of the HR gurus on hiring and employability, Michael Josephson once said, “In today’s business environment, character and ethics are critical competencies of leadership; without them, a capable person is just another major risk”. It is said that A Bad Leader can take a Good Team and Destroy It. Thereby spoiling the culture of the company.

While hiring Staff specially Leaders, now; most of the Companies have started involving Psychometric Test or any such test to check ones Leadership qualities which necessarily focuses more on its behavioural and personality traits. And may also realize one’s problem solving, decision making and people handling skills, etc.

approval correct diverse

The Hiring process should be rigorous enough and should be scientifically and thoughtfully designed to ensure:

  • Desired Competencies are matched.
  • And to know if the values or culture of the company matches with the one, we desire to hire.
  • May increase the chances of getting the RIGHT FIT.

One of the major regrets of my entrepreneurship journey has been the issue of bringing people around me that were full of zeal, enthusiasm and skills but were deeply flawed character-wise! Character defect can initiate a chain reaction that can bring down any institution or organization if not quickly checked.

The real work of an entrepreneur is getting the right people, every other thing can be sourced for. So Who are the RIGHT PEOPLE? A combination of good work ethic, humility, integrity, simplicity, punctuality, courage, selflessness, dedication, empathy, people skills and maturity with required talent, knowledge and skills can be termed as Right People.

“Nothing can stop the man with the right character from achieving his goal”

This may help an organisation improve its:

  • Retention
  • Productivity
  • Belonginess
  • Team Spirit
  • Organisation Culture
  • Change Management process
  • Facilitate Value Roll outs
  • And any such new process or systems
cardboard communication connecting

Southwest Airlines has enjoyed an unprecedented run as one of the most popular companies in the world to work for, and it has everything to do with the people they hire and the almost maniacal manner in which they prioritize customer service.

As you might expect, their interview process is out of the ordinary. For example, rather than a one-on-one formal discussion across a recruiter’s desk where questions like, “why do you want to work here?” making up the bulk of the festivities, an initial Southwest interview is usually a group affair where applicants are asked to develop a personal motto, or perhaps share experiences where their sense of humour helped them solve a problem.

Throughout the interview process, even once it does become more formal, the focus is quite obviously on determining an applicant’s “fit” with the fun company culture. One successful applicant described her interview experience this way:

“They do a really good job of making sure you’re comfortable so they can see the real you… a week later (after an initial interview) I got a call back and I was told I was right for Southwest, but not that particular position, so my recruiter asked if I would be interested in a different position that better suited my skills… Overall the entire experience was very laid back and friendly. Southwest doesn’t just hire for the position, they hire the person, and if they think you fit in with the culture, they will find a place for you.”

And the results?

Despite being created as a low-cost alternative to the more expensive national airlines, Southwest has grown into one of the industry leaders in domestic travel because they make the customer experience so fun and inviting, customers keep coming back for more. And that has everything to do with the kind of people they hire.

Hope now, that the next time when you Hire, you know what to look for!

Thank You!!

Vidhi Patel & Supriya Kabra


Contact us:
Phone: 088793 60240, 07498 308109
Address: RiiDL, 4th floor, Room no 413,SIMSR bldg,Somaiya Vidyavihar,Vidyavihar, Mumbai-400077

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Strategic Performance Management System

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Traditionally, performance evaluations have been effective tools to assist organizations in making pay decisions and to support various employment actions. Today, an increasing number of companies use appraisals strategically to support company goals and values, better focus employee efforts, and align employee performance with the company mission. By Doing so, both the organisations and the individuals would be benefited. Also, that the focus could be concentrated on mutual development and growth. Hence, it is no a High time for the organisations to switch over from Traditional Performance Management System to Strategic Performance Management System.


What is the Strategic Performance Management System?

SPM illustration

This process is a platform for the effective management of individuals and teams in order to achieve high levels of organizational success. The backbone of this success lies in the shared understanding about what is to be achieved and an approach to leadership that focuses on developing people which ensures that success.

Strategic performance management is a holistic process, bringing together many of the elements which go to make up the successful practice of people management, including in particular – learning and development.

Strategic Performance Management is The Next Big Thing because:

It is Strategic

It is about broader issues and longer-term goals

It is integrated

It links various aspects of the business, employee development and leadership & coaching principles for both individuals and teams.

It focuses on Performance Improvement

This includes both individual performance and team performance that is linked to and in alignment with corporate strategy

It embraces Organisational Development

This helps create a culture of competence and accountability

It becomes a tool for Behaviour Modification

Individuals are encouraged to behave according to core values and guiding principles which leads to improved working relationships with each other

Process of Implementation of this Next Big Thing (Strategic Performance Management System):

SPM illustration

** Pls note:

All the above goals should be set and reviewed in alignment to each other. In other words, the departmental goals should be set and reviewed in alignment to organisational goals and similarly the individuals goals should be set and reviewed in alignment to departmental goals.

Outcomes of Strategic Performance Management System (SPMS):

Strategic Performance Management illustration

To get this outcomes, it demands for certain level of contribution from both employee and organisation.

Role of Organisation & Employees in SPMS:

Strategic Performance Management

To switch over to Strategic Performance Management System, feel free to Contact Us.

System audit in HR

System Audit’s Miracles

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Most Entrepreneurs Spend too Much Time Looking Outside For Answers That Can Only be Found Inside.
System Audit Proves to be the best Solutions for all type of business to find the answers within the business to almost all of their problems.
It majorly helps:

  • In finding the gap between the set plan and actual results.
  • It gives a brief insight about the actual root cause of the Gap.
  • It provides the business a great chance to heal the problems from its root.
  • It helps the management in making appropriate plans and budget for all the functions.
  • In giving a clear picture of all currents resources as against the requirement and utilisation of it.
  • It gives a direction to the growth path of the business.
Financial Audit

Importance Of Audit In A Business

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For any type and size of working and Growing Business, Audit is a must. But specially for the Business who visions to be ever growing no matter whatever the market conditions are must keep doing Internal / External Audit regularly.
In other words, if any of the following situations is in your business, you must go for an audit:

  • If there is no said system in your business like reporting system.
  • If you are in the phase of planning and budgeting for new year or have just doneit and about to implement it in its true sense.
  • If there are indicates of any organizational problem especially related to the internal employees.
  • If you are planning to make some changes in the policies and system of company.
  • If you feel that your resources are not getting you expected business.
  • If you are failing to get the appropriate manpower.
  • If you are not able to retain the talented resources of your organization.
  • If you haven’t done Audit yet.
The Almond Story HR case study

The Almond Story

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Just like every bosses in the world, even he was facing some issues with her immediate subordinate Ms. Mary.

Ms. Mary had started working as Executive Assistant to The Managing Director. Slowly and gradually, with her talent, she climbed up the Ladder as Accounts cum Admin Incharge with his Company. But she still continued to assist Mr. MD for his crucial work like Quotation, Tender, Customer Communication, etc.

Ms. Mary was either forgetful or didn’t took her weakness seriously to overcome it. Every now and then Mr. MD had to remind her of some critical task given to her and take follow up to ensure it is done.

It was all okay till it was a small company. Now that company was growing and had some surprisingly big expansions, it was being irritating for Mr. MD to keep taking follow ups and keep giving reminders. Hence, while he was thinking to solve this problem from root cause and stop having verbal arguments every time with Ms. Mary. He got an fabulous idea which was different and most importantly avoided arguments.

Every time Mary forgot anything he started offering her Almonds (hahahaha) as sign to improve memory. And guess what within a month time idea of Almonds really started showing its effect.

No, no! neither did she ate almonds nor did she improve her memory. But, took her forgetting nature seriously and found a solution herself. She took help of technology – mobile apps and created TO DO list with its expected completion time. Which was like a Virtual Assistant to herself. And this is how she could improvise in Timely completion of her Job without any more reminders.

And now the ALMONDS are less or probably not offered.


Do share your reviews with us. HAPPY READING HAPPY LEARNING!

Positive Image blog

50 Most Positive One Liners

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  1. Have a firm handshake.
  2. Look people in the eye.
  3. Sing in the shower.
  4. Own a great stereo system.
  5. If in a fight, hit first and hit hard.
  6. Keep secrets.
  7. Never give up on anybody. Miracles happen everyday.
  8. Always accept an outstretched hand.
  9. Be brave. Even if you’re not, pretend to be. No one can tell the difference.
  10. Whistle.
  11. Avoid sarcastic remarks.
  12. Choose your life’s mate carefully. From this one decision will come 90 per cent of all your happiness or misery.
  13. Make it a habit to do nice things for people who will never find out.
  14. Lend only those books you never care to see again.
  15. Never deprive someone of hope; it might be all that they have.
  16. When playing games with children, let them win.
  17. Give people a second chance, but not a third.
  18. Be romantic.
  19. Become the most positive and enthusiastic person you know.
  20. Loosen up. Relax. Except for rare life-and-death matters, nothing is as important as it first seems.
  21. Don’t allow the phone to interrupt important moments. It’s there for our convenience, not the caller’s.
  22. Be a good loser.
  23. Be a good winner.
  24. Think twice before burdening a friend with a secret.
  25. When someone hugs you, let them be the first to let go.
  26. Be modest. A lot was accomplished before you were born.
  27. Keep it simple.
  28. Beware of the person who has nothing to lose.
  29. Don’t burn bridges. You’ll be surprised how many times you have to cross the same river.
  30. Live your life so that your epitaph could read, No Regrets
  31. Be bold and courageous. When you look back on life, you’ll regret the things you didn’t do more than the ones you did.
  32. Never waste an opportunity to tell someone you love them.
  33. Remember no one makes it alone. Have a grateful heart and be quick to acknowledge those who helped you.
  34. Take charge of your attitude. Don’t let someone else choose it for you.
  35. Visit friends and relatives when they are in hospital; you need to stay only for few minutes.
  36. Begin each day with some of your favourite music.
  37. Once in a while, take the scenic route.
  38. Send a lot of Valentine cards. Sign them, ‘Someone who thinks you’re terrific.’
  39. Answer the phone with enthusiasm and energy in your voice.
  40. Keep a note pad and pencil on your bed-side table. Million-dollar ideas sometimes strike at 3 a.m.
  41. Show respect for everyone who works for a living, regardless of how trivial their job.
  42. Send your loved ones flowers. Think of a reason later.
  43. Make someone’s day by paying the toll for the person in the car behind you.
  44. Become someone’s hero.
  45. Marry only for love.
  46. Count your blessings.
  47. Compliment the meal when you’re a guest in someone’s home.
  48. Wave at the children on a school bus.
  49. Remember that 80 per cent of the success in any job is based on your ability to deal with people.
  50. Don’t expect life to be fair.


Branding Designing Marketing in HR

WHY Does A Business Create Its Brand?

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How does that Brand Value help the Business accelerate?

WHY doesn’t an Individual (may be an EMPLOYEE) creates his own Brand Value?

It’s not only Companies which need to create a Brand Value for themselves. Coming are the days when an Individual’s Brand Value would be the selling / negotiating point for them.

No CV’s or Resumes or any other normal Profile would work. What would work is, the Brand in the CV / Resume / Profile.

Creating your Own Individual USP / Brand would make wonders for you every time when you seek for an opportunity or when you negotiate in your Appraisals.
Here let’s discuss some easy ways of CREATING AN INDIVIDUAL BRAND VALUE:

Know Yourself and Your Domain:

Know inside out about you – your strengths, weakness, threat and opportunities you have and you can create.
So, should you know about your Domain Expertise.
Wait, wait! Have you created or figured out your DOMAIN? That’s the First Step.

Research, Research and Research:

Your Research Mode should never pause.
This cycle should never stop. As that helps you create new ideologies in your DOMAIN.


While implementing your Research and Current Ideologies, keep a watch on FUTURE. WHAT’S COMING UP NEXT and BEING AHEAD OF TIME is key to Win any opportunity.

Do your HOMEWORK well:

Before entering any Interview, Meeting or Negotiations, know it all about the agenda and most importantly CREATE YOUR OWN AGENDA. Know well about the Person, Agenda, Current Scenario, Future and WHAT ARE YOU GONNA CONTRIBUTE IN THE FUTURE?



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