Media and Awards
How AceNgage’s Krish Hanumanthu and Ashana Are Quietly Redefining Employee Engagement Across India Inc
At a time when attrition and disengagement plague companies, Krish Hanumanthu and Ashana of AceNgage are rewriting the rulebook. From insightful exit interviews to real-time pulse checks, they’re helping India’s top organizations uncover the real reasons employees stay or leave. Their mission? To turn every data point into a moment of meaningful connection—ensuring people don’t just work for companies, they thrive with them.
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People don’t just hear us — they value our opinion enough to publish it.
In the fast-paced world of IT, where innovation and productivity are critical, a growing challenge is quietly undermining the industry's workforce: silent resignation. This phenomenon, where employees mentally disengage while physically remaining at their jobs, is becoming alarmingly common.
In a world where corporate boardrooms and workplaces are still striving for gender parity, AceNgage stands as a shining example of what’s possible when inclusivity and empowerment are woven into the fabric of an organization’s culture. With an impressive 94% of its workforce comprising women, AceNgage isn’t just breaking the glass ceiling – it’s obliterating it.
Where technologies evolve faster than the blink of an eye, retaining talent has emerged as a formidable challenge. As organisations scramble to reduce attrition rates, a new strategy is taking centre stage: upskilling.
Could investing in continuous learning be the linchpin for IT companies to retain their workforce?
Indian start-ups are good paymasters with 82 per cent paying above the market median. Many Indian start-ups are doling out handsome pay packets, with junior level employees. However, Indian start-ups face attrition rate of as high as 21 per cent despite being good paymasters, says a study.
He felt growing disconnect with the company’s senior management, based out of Bangalore. So, when a head- hunter approached him for a position at a large multinational firm, he grabbed it. It was an agonizing move, since it meant he would have to leave a job that he liked. In the exit interview, however, Ghoshal cited the usual set of excuses— better prospects and money— as reasons for the shift. “I didn’t want to burn my bridges with those guys— who knows, I may have to work with them one day.
By now all of you must have heard of the #GreatResignation when employees voluntarily resigned from their jobs en-masse, beginning in early 2021. While this was primarily seen in the US, organisations across the world witnessed an increase in overall attrition numbers. To be fair, most employees who left were disgruntled at how Organisations responded, reacted & handled the pandemic.
It’s been a 7-year journey and when we set out explaining to our clients why they should outsource their exit interviews, we were met with quite a bit of resistance.
The most common objection was that its core HR. While everyone is entitled to their opinion, I believe that core HR is mainly about using the information gathered by the third party, to engage with employees better. Sitting in front of the computer collating feedback, building reports etc. is an absolute waster of precious HR time.
Frappe (our Golden retriever) is close to 3 years old and is fairly independent. However, when we first brought her home we made sure that we were always around watching on her. Toilet training takes time and we had to show a lot of patience during the early days. Getting her used to our home meant we had to spend time with her. We had to observe her closely to make sure we didn’t miss any signs of discomfort.
Unlike the past, we hear of employees being laid off more often these days. While it may not and should not be the first option, it’s almost always in the best interest of the organization.
We are all dependent on our clients and if we lose business it’s natural to ask the employees working on that particular project to leave. In a way, they also are responsible for the performance of that project and hence should be accountable. That said, it’s important that the organization deals with it correctly to help the employees handle it better.
Proof that we don’t just talk engagement, we win awards for it!
Rise with India - HR Talent Management
ET Now
Rise with India - HR World
ET Now