Work Culture

The author of this article contends that the synergy between these three mechanisms - Announce, Communicate, and Training - is essential for building a consistent understanding and application of culture.

Identifying patterns of behaviour indicating high levels of shame, guilt, loneliness, unworthiness, and even humiliation among employees and strategizing effective coping mechanisms is the way forward.

With historic level of disruption in the workplaces, the post-covid scenario poses a set of new challenges as well as opportunities in the job market. The economic turbulence and layoff- caused staff cut to have become minimal and started to show decreasing trends. Newer job openings emerge in the...

Toxic organisations are usually defined as largely ineffective as well as destructive to its employees. They thrive on control and exist in a constant state of crisis - they depend on disasters to make needed changes.

In present scenario, every organisation want to get in to the newer world but struggles in getting out of older world. And the belief that whatever has had worked in past for organisational success will continue to work in a similar manner, is the biggest trap and hinders innovation and in...

Work culture is most influenced by communication, effective channels to give feedback and find redressal for grievances. It also benefits from a culture where future career planning is encouraged and employees are supported in achieving their life goals: both personal and professional.

Democratic and transparent organisations are marked by extensive dialogue. The meetings are marked by information sharing, acknowledgment of issues and opportunities. Leaders demonstrate the values of "inclusive working" and "respect" and employees experience "psychological safety" and therefore...

Benefits and perks regulated through PMS (Performance Management System) help in uplifting the employee spirits. The HRs need to facilitate robust performance management by creating clear job responsibilities and accountabilities. In the run up to the PMS processes, the HRs should also ensure that...

For culture-building, everyone in the organisation is responsible. Shared responsibility for culture throughout an organisation involves different people and functions within the organisation playing different roles in developing and maintaining the culture.

Demonstrating transparency about your culture, the job deliverables and general expectations sets the tone for candidate to fall in line with organisation's cultural complexities. Mis-representation in this respect will be detrimental.