Only when you ask, you will ever know 3

I have a friend who is looking at buying a house. He is curious about the reputation of the builder, the quality of construction, proximity to schools and hospitals and lots of other stuff. He wants to be sure he is making the right decision. My friend who recently got a pup home had tonnes of questions and reached out to me since she knows I have one too. She

Signs of disengagement 2

Its that time of the year. Most organisations are busy with the performance management cycle. Appraisals would have been completed and Managers would have shared feedback with their teams and discussed key deliverables for the next year. It’s natural that some employees would be happy and some not so. We have to accept it. What is in our control however, is the time we can spend with each of the

“Don’t make resolutions, have goals” she told me… 1

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A very good friend of mine recently told me “Don’t make resolutions, have goals” It made sense to me. Goals seem more tangible and there is something to gun for, but then why do people make resolutions? That got me wondering, how are resolutions different from goals? Wanting to lose a few kilos, doing a trek are goals not resolutions. While goals give you achievable milestones that keep you motivated

Psychotropic Effect of HR Analytics – It Provokes and It Unprovokes 1

Meaning and context of key words: Analytics: The science of logical analysis. Study of patterns and other meaningful information gathered from the analysis of data. Methods could vary according to needs and objectives. Used to understand past performance or predict future performance. HR Analytics: Knowledgeable, usable and actionable data to improve understanding of past, present and future of employee engagement, retention, satisfaction and experience. People Manager: A business leader or

Better salary as the reason for leaving? Really ?? 3

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Having done close to 185,000 exit interviews , it’s natural for me to believe that we at AceNgage have a fair idea of what is driving employee attrition. So when I see white papers by leaders in the market stating that employees leave because of ‘better pay’ or ‘better career opportunities’, it makes me smile. They too had fallen in the trap of focussing on outcomes of leaving instead of

The eNPS survey – A great method to improve employee engagement 2

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It is well known that employees who are highly engaged are enthusiastic about their work and love the company they work at . I could go on about how they have high energy, are full of ideas and make perfect brand ambassadors, but I’m sure you get the drift. What’s important for organisations is, to know which of their employees are highly engaged and who aren’t. Knowledge of this could

What makes employees stay 2

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You may have seen this infographic doing the rounds. I think it’s a smart one and pretty much sums it up. I only wish the list was shorter. Expecting Organisations to work on all 10 values is a bit too ambitious. I got curious as I wanted to simplify the list and recently conducted a survey with a random sample of employees and asked them to vote for their top

Its time for HR to ‘show some spine’ 3

I feel sad and disturbed every time I read a joke or cartoon about the HR function. To me HR is and will always be among the most critical departments in any organisation and they are pretty much responsible to hold the company together. Considering that they are involved from the first day to the last day of every employee’s tenure they have to have some relevance, In spite of

The first 30 days are always Critical….. 4

I read an article recently about how the whole dynamics around recruitment are changing. New age (technology driven) recruitment firms are now targeting ‘engaged’ employees who are not actively looking out for a change, using high-end data analytics to then seduce them into joining another company by making an offer that’s not easy to resist. Mostly to do with a better salary Kiran, my squash partner recently quit a large

India Inc outsources exit interviews 4

MUMBAI: Employee exits can be painful, but exit interviews can be even more agonizing. Emotions run high and most of the times the company is left clueless about the reasons behind the talent departure. In a novel practice, some companies have begun to outsource exit interviews to a third party. This not only retains the confidentiality factor, but also helps the company understand the lead theme around employee exits. Some

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AceNgage 2017-08-01T05:38:40+00:00 Rating 3.7/5 based on 3 ratings and reviews