Employee Experience

I Can Spot a Great Candidate in 30 Seconds - Without Looking at Their Resume. At Vicco Laboratories, the first few interview rounds are handled by our HR and leadership team. They assess skills, experience, performance history - all the standard checkboxes. But when someone reaches my room, I’m not evaluating capability. I’m evaluating character. Because skills can be trained. Character can’t. So in the final round, I deliberately observe three things before we even get into formal questions: 𝐓𝐫𝐚𝐢𝐭 1: 𝐇𝐨𝐰 𝐓𝐡𝐞𝐲 𝐓𝐫𝐞𝐚𝐭 𝐭𝐡𝐞 𝐒𝐦𝐚𝐥𝐥𝐞𝐬𝐭 𝐏𝐞𝐫𝐬𝐨𝐧 𝐢𝐧 𝐭𝐡𝐞 𝐑𝐨𝐨𝐦 Before they enter, I always ask our receptionist to make them wait for a few minutes. Not to trouble them — but to observe: Do they greet her or ignore her? Do they show gratitude or entitlement? Do they smile or stay blank? Do they thank her when being called in? If someone is only respectful upwards, they’re not fit for leadership. 𝐓𝐫𝐚𝐢𝐭 2: 𝐇𝐨𝐰 𝐓𝐡𝐞𝐲 𝐇𝐚𝐧𝐝𝐥𝐞 𝐒𝐢𝐥𝐞𝐧𝐜𝐞 During the conversation, I pause intentionally. A great candidate: Doesn’t panic when things go quiet Holds eye contact without overcompensating Thinks before responding, instead of rushing to impress Silence is a pressure test.  Silence exposes a person’s comfort with themselves. And self-assured people make better decisions under pressure. 𝐓𝐫𝐚𝐢𝐭 3: 𝐖𝐡𝐞𝐭𝐡𝐞𝐫 𝐓𝐡𝐞𝐲 𝐀𝐬𝐤 “𝐖𝐡𝐚𝐭 𝐂𝐚𝐧 𝐈 𝐆𝐢𝐯𝐞 𝐭𝐨 𝐕𝐢𝐜𝐜𝐨”, 𝐍𝐨𝐭 𝐉𝐮𝐬𝐭 “𝐖𝐡𝐚𝐭 𝐖𝐢𝐥𝐥 𝐈 𝐆𝐞𝐭?” I watch closely when compensation and responsibilities are discussed. If the questions are only about salary, perks and timings, they’re employees. If they ask about learning culture, values, decision-making structure…they are already thinking as an owner. I’ll always choose alignment over achievement. So if you’re ever preparing for your final round anywhere — don’t just prepare your resume. Prepare your presence. Because long after your words fade, your character stays in the room. Sanjeev Pendharkar  Just sharing what I’ve learnt #values #business #hiring #hr #decisionmaking #cv #leadership #skills

If your team isn’t telling you the truth, your business is already in trouble. Alan Mulally saw this at Ford. The company was losing billions, yet every leader reported “all green.” Why? Because under the old CEO, red meant you were out of a job. Mulally changed the culture. He praised candor, not perfection. Red became a chance to rally support—not assign blame. That shift unlocked the truth and helped save Ford. Great leaders don’t demand good news. They create safety so their teams can tell them the truth. Here’s how: 1️⃣ Create safety for honesty. 2️⃣ Keep reporting binary: on track/off track. 3️⃣ Reward the truth, even when it stings. 4️⃣ Rally the team to solve problems together. 5️⃣ Set ambitious goals—some red means you’re pushing hard enough.

We’ve all heard about AI’s potential to boost productivity. But what truly matters to me is whether it’s making work better for the people who show up every day. At Cisco, our People Intelligence team, in collaboration with IT, has been exploring this very topic, and the findings are fascinating. Here are five key insights from our research that leaders should take seriously: 1. Leaders are key to adoption. At Cisco, employees are 2x more likely to use AI if their direct leader uses it. 2. Generic AI training doesn’t work. Role-specific, practical training accelerates AI use. 3. Confidence gaps exist among senior leaders. Directors at Cisco often feel less confident with AI than mid-level employees, underscoring the need for tailored support at all levels. 4. Employee autonomy fuels adoption. Hybrid work environments are powerful accelerators for AI adoption, while mandates can hinder it. Employees who voluntarily go to the office are more likely to use AI, while those who are required to work on-site have lower adoption. 5. AI use is linked to employee well-being, but the relationship is complex, with both benefits and trade-offs that require thoughtful navigation. This is just the beginning. Next, we’re looking at how AI is transforming the way teams operate. For now, one thing is clear, employees who use AI aren’t just more productive. They’re also more engaged, better aligned with company strategy, and empowered to focus on meaningful work. #AIAdoption #EmployeeExperience #FutureOfWork

This Teacher Changes 30 Lives Each Morning Here's Why This Works Every morning, a teacher greets her students one by one - not with rules, but with choice: A hug, A high-five, a nod, or quiet. A ritual so simple. Yet it tells 30 children: You are seen. You are safe. You belong. Here’s what this teaches us about leadership - and how to apply it at work: 1. Honor Autonomy (Self-Determination Theory) When people get to choose how they engage, they show up with more agency. Autonomy isn’t about letting go of structure - it’s about giving room to opt in. Try this: 🔷 Let people set their own work cadence - async, deep focus, or collaborative sprints 🔷 Ask: “What support looks best for you right now?” *** 2. Create Micro-Moments of Connection (Broaden-and-Build Theory) We don’t need hour-long one-on-ones to build trust. A genuine check-in. A name spoken with intention. That’s the glue. Try this: 🔷 Pause to celebrate effort, not just outcomes - a quick voice note, a public thank-you 🔷 Remember small details - a kid’s soccer game, a partner’s surgery - and follow up *** 3. Signal Safety in Small Ways (Polyvagal Theory) The nervous system responds before the intellect does. Safety is felt first. And safe leaders create brave spaces. Try this: 🔷 Ask: “Is now a good time?” before giving feedback or asking for decisions 🔷 Stay calm and present, especially when tensions rise - your tone sets the tone *** 4. Design for Anticipatory Joy (Affective Forecasting) The brain lights up for what’s coming next. The ritual at the door gave students a reason to show up smiling. Try this: 🔷 Drop a kind, unexpected message in the team chat - just because 🔷 Celebrate mundane milestones - 100 days in the role, 50th client call, 1st brave no *** 5. Anchor Culture in Meaningful Rituals (Harvard Research on Rituals) Rituals are memory-makers. They codify values in action - they say, this is who we are. Try this: 🔷 End each quarter with storytelling: what stretched us? what did we learn? 🔷 Welcome new hires not with logistics, but with a story of your team's "why" *** This teacher didn’t redesign the curriculum. She redesigned how people enter the day. You don’t need a big title to lead like that - Just the courage to meet people at the door. 💬 What’s one ritual you’ve seen shift the energy of a space - or want to create where you work? 🔁 Repost to inspire kind actions in the workplace. 🔔 Follow Bhavna Toor for more on conscious leadership.

We don’t need to apologize for having children. After all, we didn’t make a mistake. We didn’t mess up a project. We brought life into this world - and that’s extraordinary. ❤️ Children are the future of our society. What I find much more questionable? Parents who don’t pick up their kids from kindergarten. Who never show up at football practice or piano lessons. That, too, says something. So instead of rushing out of a meeting with guilt in our voice to pick up our children or drive them to their hobbies, we should reshape the culture itself. Block pick-up times and kids' activities into your calendar like you would a board meeting - with clarity and zero apology. Label it not just “Personal,” but “CEO Duty: Future Generation” or “Leadership at Home.” Yes, it sounds bold. That’s the point. Even better: 💡 Bring it up in team stand-ups. Normalize it. 💡 Create a shared “Parent Hours” visibility board within your team, so others can align around it 💡 Rotate critical meeting times to avoid consistently disadvantaging caregivers. 💡 Don’t ask for permission. Model it so others stop feeling they need to either. Make your responsibilities visible, not hidden. There’s no shame in parenting. Only power in presence. Have you ever caught yourself apologizing for being a parent? I have. It took me a long time to rewire that guilt. But now I choose visibility. And so can you. #WorkingParents #Leadership #WorkLifeIntegration #NoMoreApologies #RewriteTheNarrative

𝗛𝗼𝘄 𝗠𝘆 𝗥𝗲𝘀𝗶𝗴𝗻𝗮𝘁𝗶𝗼𝗻 𝗧𝗮𝘂𝗴𝗵𝘁 𝗠𝗲 𝘁𝗵𝗲 𝗛𝗮𝗿𝘀𝗵 𝗧𝗿𝘂𝘁𝗵 𝗔𝗯𝗼𝘂𝘁 𝘁𝗵𝗲 𝟵𝟬-𝗗𝗮𝘆 𝗡𝗼𝘁𝗶𝗰𝗲 𝗣𝗲𝗿𝗶𝗼𝗱! I recently resigned from my job to start my entrepreneurial journey. It was a big decision, one that came with excitement, fear, and uncertainty. But what I didn’t expect was how the 90-day notice period would turn into one of the most frustrating experiences of my professional life. During those 90 days, I explored my options, tested the waters, and looked for opportunities. What I experienced wasn’t just my story, it’s the story of so many professionals stuck in the same cycle. 𝗧𝗵𝗲 𝟵𝟬-𝗗𝗮𝘆 𝗡𝗼𝘁𝗶𝗰𝗲 𝗣𝗮𝗿𝗮𝗱𝗼𝘅: 👉 HR on LinkedIn: “We need immediate joiners! 🚀” 👉Me (on a 90-day notice): “I’d love to apply! I have the skills and experience you need.” 👉HR’s response: “Oh… 90 days? Sorry, we need someone who can join now.” 𝗔𝗻𝗱 𝗵𝗲𝗿𝗲’𝘀 𝘁𝗵𝗲 𝗶𝗿𝗼𝗻𝘆: ❌If you’re unemployed, they hesitate to hire you. ❌If you’re serving a notice period without offer in hand, they move on. ❌ If you break your contract, they question your loyalty. 𝗧𝗵𝗲 𝗣𝗮𝗶𝗻 𝗼𝗳 𝗮 𝟵𝟬-𝗗𝗮𝘆 𝗡𝗼𝘁𝗶𝗰𝗲 𝗣𝗲𝗿𝗶𝗼𝗱: If you’ve ever been in this situation, you’ll know exactly what I’m talking about: Opportunities Slipping Away ➥You're the perfect fit, but they move on due to your 90 days notice period as they needed someone yesterday. When you're ready to negotiate, they take months to respond. Feeling Like an Outsider ➥Once you resign, you’re left out of decisions and feel like you don’t belong anymore. The Mental Drain of Being Stuck ➥You’ve checked out mentally, but you still have to show up every day, and it’s exhausting. Feeling Stuck and Falling Behind ➥ You’re not learning anything new, and it feels like your career is on hold. Financial Stress ➥The longer the wait, the longer it takes to start earning better pay. 𝗛𝗲𝗿𝗲’𝘀 𝗵𝗼𝘄 𝘁𝗼 𝘁𝗮𝗰𝗸𝗹𝗲 𝘁𝗵𝗲 𝟵𝟬-𝗱𝗮𝘆 𝗻𝗼𝘁𝗶𝗰𝗲 𝗽𝗲𝗿𝗶𝗼𝗱: Be Upfront About Your Notice Period ➥ Clearly communicate your timeline during interviews. Upskill Yourself ➥ Take online courses or work on side projects to stay sharp. Prepare for Your New Role ➥ Research your new company and connect with your future team. Network Actively ➥ Attend events and build connections to stay visible. Focus on Mental Well-Being ➥ Practice mindfulness and take care of yourself emotionally. 𝗔 𝗠𝗲𝘀𝘀𝗮𝗴𝗲 𝘁𝗼 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿𝘀 𝗮𝗻𝗱 𝗛𝗶𝗿𝗶𝗻𝗴 𝗠𝗮𝗻𝗮𝗴𝗲𝗿𝘀: If companies truly want immediate joiners, they must also allow shorter notice periods for their own employees. Fair hiring begins with fair exit policies. 💬 Do you agree? Let’s raise our voices together! Share this post, comment below, and tag recruiters and hiring managers to bring attention to this issue. Let’s create a movement for change! 💬 Who else is stuck in this 90-day loop? Drop a 🤡 in the comments! 😂👇 #90daysnotice #amansharief

Company culture is NOT words on a wall. It’s how people feel on a Sunday night. If your team spends Sundays dreading Mondays, it’s not “just how work is.” It’s a cry for help. Culture isn’t about snacks or meditation apps. It’s how people feel—when they’re off the clock. So, how do you create a culture where people want to show up on Monday? Here are 5 game-changers: 1/ Build Trust ↳ Show transparency in decision-making. ↳ Create a safe space for ideas—no fear, no judgment. ↳ Trust starts with leaders; it’s earned, not demanded. 2/ Show Appreciation ↳ Celebrate small wins as much as big ones. ↳ Say “thank you”—it costs nothing but means everything. ↳ Be specific: “Your effort on [task] made a huge difference.” 3/ Encourage Rest ↳ Lead by example—don’t email at midnight. ↳ Promote breaks, PTO, and unplugging after hours. ↳ Productivity thrives when people are rested, not burnt out. 4/ Communicate Clearly ↳ Give feedback that builds, not breaks. ↳ Set realistic goals, timelines, and expectations. ↳ Clarity in communication removes fear of the unknown. 5/ Lead by Example ↳ If you want work-life harmony, live it. ↳ Culture isn’t what you say—it’s what you do. ↳ Share your own struggles and how you manage. 👉 Culture thrives when leaders set the tone. If you fix how people feel about coming to work? Mondays will take care of themselves. P.S. Repost this to inspire your network! ➡️ Follow Shulin Lee, for more.

Value people over positions. A stark reminder about corporate life. Here's why personal connections matter more. In the corporate world, employees are quickly replaced. When someone passes away, companies move swiftly to fill the vacancy. This shows how replaceable we are at work. But for friends and family, the loss is irreplaceable. They can't post a job ad to find a new loved one. This contrast highlights the importance of personal relationships over professional roles. Workplaces often prioritize tasks over people. This can lead to a feeling of disposability among employees. It's crucial to remember that while jobs are important, they shouldn't overshadow personal connections. Get Jobs & Internship Updates Join Below:-  . WhatsApp👉 https://lnkd.in/ghPTzV6m . Telegram👉 https://lnkd.in/ePxtYkFH . . Here are ways to value people beyond their job titles: 1. Foster a supportive culture: Create an environment where employees feel valued for their unique contributions, both professionally and personally. 2. Encourage work-life balance: Promote policies that allow employees to maintain a healthy balance between work and personal life. 3. Recognize individual achievements: Celebrate personal milestones and professional 4. Provide mental health support: Offer resources to help employees manage stress and maintain their well-being. 5. Build strong teams: Encourage collaboration and camaraderie among team members. 6. Prioritize employee well-being: Make decisions that consider the holistic well-being of employees, not just their productivity. 7. Offer flexibility: Allow for flexible work arrangements to accommodate personal needs and commitments. 8. Lead with empathy: Show understanding and compassion in leadership to build trust and loyalty. By focusing on these strategies, leaders can create a humane workplace that values employees as individuals. This not only enhances personal fulfillment but also drives organizational success. Hope you find this content useful. 🌲Share this to help someone start something new. And follow Himanshu Kumar for more

GET OUT OF YOUR TEAM’S WAY Managers, it’s time to stop treating employees like they need constant supervision. They shouldn’t have to apologise for having lives outside of work either. Trust your team to deliver, and you’ll create a positive, productive environment where everyone can thrive. Hiring the right people is just the beginning. The real magic happens when you trust and empower them. Trust means allowing your team the freedom to manage their work without hovering, showing that you respect them as capable adults who can balance both their professional and personal lives. This goes beyond just being flexible with time off. It’s about building a culture where people feel trusted to do their jobs in the way that works best for them - whether they’re in the office, working remotely, or handling personal matters during the day. The focus should be on outcomes, not micromanagement. Micromanaging stifles creativity and kills motivation. Trust, however, inspires people to do their best work. When you give your team ownership and the space to succeed, you’ll see them flourish. Here’s how to build that culture:
 * Hire the Right People: Ensure they have the skills and align with your company’s values.
 * Trust Your Team: Let them take ownership of their work, and resist the urge to micromanage.
 * Give Them Freedom: Allow them to make decisions and provide the tools they need.
 * Develop Strong Leaders: Train leaders to support their teams without controlling them.
 * Keep Communication Open: Foster an environment where people feel safe sharing ideas and feedback.
 * Celebrate Wins: Recognise achievements to keep motivation high.
 * Support Work-Life Balance: Encourage a healthy balance to enhance well-being and productivity. ♻️Neha K Puri

The ability to create clarity when there’s no shortage of chaos, opinions, and competing priorities is a rare skill. In any reasonably competent company, this skill alone will help take you quite far, fairly quickly. Concretely, this means creating clarity on the main problems, clarity on the right solutions, and clarity on the action plan & priorities. Very few people can do this well even though most people possess the intelligence necessary to do it. This is because most people in the workplace have been conditioned to add more information, sound more clever, satisfy more stakeholders, and feign more precision & certainty than is possible. Few understand that clarity in a chaotic situation can only emerge from subtraction, never from addition. Clarity comes from communicating what stands out as most important, why it is most important, how it will be achieved, and last but not the least, giving people a way of thinking about why it is okay, even great, that we aren’t doing All The Other Things.