is a CXO leadership coach and an international facilitator for range of leadership development and holistic wellbeing programs. She has previously held positions of CLO at prestigious organizations such as Goldman Sachs, Flipkart, Lehman Brothers, and Nomura and CEO of Global Talent Track.
When we integrate L&D into organisation and talent processes, we give purpose to the function, we make it relevant, and we make it count.
Author - Mridula Sankhyayan
Talking only about employee wellness by leaders is not going to deliver anymore. It should move towards actionable design and bring down the initiatives on ground to make feel employee that it makes their worklife better.
Absence of trusting relationships can make one feel vulnerable, unsafe and lonely at workplace. This lack of supportive environment can also lead to frustration and sadness. HR must do regular one on ones with employees or find a way to hear the voice of employees.
Value of work, trusting relationship, enabling culture and total rewards are the foundational pillars to define employee experience. Even if one pillar is weak it will impact the experience adversely.
