Our Content Specialist told me not to start most of my write-ups with Dilbert so I left Dilbert out of Dilbert. While I won on a meta technicality with this one, a lot of organizations might not when it comes to their recognition charters. Their technicalities are archaic recognition platforms, mandates for managers and departments, and gatherings that lose their meaning.
Topics: leadership, growth, disengagement, Future of Work, millennials, culture, unconscious bias, employee engagement, Amber in HR, AI in HR, predictive people analytics, startup, meaning amplification at work, psychological safety
“Work a short time, rest well, and learn a lot.” That’s what Microsoft Japan CEO Takuya Hirano noted on the company’s official website after successfully rolling out their Work Life Choice Challenge 2019. The firm has been making headlines ever since they offered 2,300 employees 3-day weekends for a month to experiment and analyze the impact of a 4-day work week.
Remember the United Airline fiasco where a passenger was yanked from his seat to make room for airline crew members? Let me recap it for you. The airport security forced a United Airline passenger off of his seat, causing his face to hit an armrest and bleed.
I have been a part of the HR function for over a decade now. In the larger scheme of things, it doesn’t sound like much but believe me, empires have risen and fallen in littler times. I was with nearbuy.com the first time I heard about inFeedo. There was some buzz around the company as an idea generation platform but that was it.
You must have seen the news recently. Abhijit Banerjee won the 2019 Sveriges Riksbank Prize in Economic Sciences in Memory of Alfred Nobel, along with Esther Duflo (who happens to be Banerjee's wife) and Michael Kremer. Notice some of the news headlines I came across.
The word “mindfulness” was rarely used in my vocabulary; this is coming from someone who has worked as an editor and writer for the last 7 years. It’s critical we ask what it means to be mindful in today’s hyper-competitive world. More importantly, to understand how this fits into the narrative of a leader in a corporate setup.
If you’re among today’s HR leaders, there’s a good chance you manage millennials. Two years ago, millennials became the largest generation in the workforce and their ranks haven’t stopped swelling since. And they have earned a notorious reputation of being workaholics and job hoppers. A recent study by Deloitte reveals 43% plan to leave their jobs within 2 years, and only 28% are looking to stay beyond 5 years.
A majority of the products in the HR Tech history have for long been huge and bulky HR management systems with a recent upgrade of the cloud. Studies showing correlation between an engaged workforce and a highly productive and efficient culture has encouraged progressive HR leaders around the world to utilise technology to engage their employees.
If you had been following the ride-hailing giant (valued at $70B) recently, you’d be aware of the turmoil it’s went through. From Susan Fowler’s blog post complaining about sexual harassment and an environment rampant with sexism and discrimination, multiple lawsuits, top executives leaving and finally CEO’s leave of absence leading to a resignation, Uber has been all over the news because of its notoriety.
Some time ago, Heinz had decided to take the talent and creativity displayed by its workforce seriously as it really was the most unused asset in any company. The improvements suggested was worth $250 million a year. Immersed in strategies and innovation we forget to ask ourselves a very basic question...
Why do some well funded/big companies miss business targets? Companies tend to focus 80% of their analytics effort on analysing “Historic Indicators” versus identifying “Leading Indicators” to grow business. This is biggest mistake I see with respect to how some companies leverage analytics.
One of Amber’s core mission is to have people open up to her, be honest with her — trust her. Building trust is hard, even harder when you’re a chatbot in digital space asking people to share openly and freely about their experience at their company without fearing repercussions.
What we’ve learnt is that digital trust pivots upon transparency.
“40% employees think that Amber is real . She [Amber] genuinely becomes a way of interacting at scale. ” — Ankur Warikoo, Founder, Nearbuy
Nearbuy is India’s very first hyper-local online platform present in 35+ cities and 18+ categories with over 50,000 merchants across 100,000+ unique locations.
Employees: 300+ | Industry: E-commerce/Retail | Region: India
A study done by Gartner(*1) confirmed that organisations are moving away from annual employee engagement surveys after realising they’re not enough to capture the voice of the employee.
Much like the sweltering heat that refuses to subside, the team at inFeedo has been persistent, going all in in the last couple of months to address feedback you’ve shared overtime on Amber’s dashboard. The result? Two kickass dashboard feature upgrades that are guaranteed to blow your mind!
Over the years, this was a question we were asked frequently by our customers. We finally reveal the big secret behind naming our product ‘Amber’.
‘Lo and behold! Technology will change the way we think, breathe, smell…' If one were to summarize this ongoing media frenzy around digital technology, this image would be fitting.