This article has been contributed by Aastha Mahawar, Chief Operating Officer (COO), Skill Bud.
The world is going through rapid transformation, and technology is at the centre of it. Especially with the ongoing developments in the field of information technologies, innovation, leadership and opportunities are being reconceptualised, and women are actively involved in it. Women are not only active players in this technological era but are also deeply involved, from founding a startup to joining a boardroom meeting.
In the past, women had limitations to certain opportunities, especially when it came to technology and management. Today, they are removing these barriers and trying to open a place for themselves in professions that have long been in the hands of men.
Women in the Digital age are redefining Leadership by being at the top positions in the world’s biggest firms, being startup market innovators, and creating products that change the world. Their journey is not only about achieving the goals, but here we are getting to learn about the kind of spirit one has to display, the kind of vision one has to envision, and the power of inclusion.
The global era is driven by innovation, leadership, and opportunities, and women are at the forefront—taking charge and making bold strides in the digital revolution. While they were left in the cold with regard to important roles, they are now inventors and transformers. Their journey is not just about achievements but about vision, resilience, and inclusion—qualities that are shaping the future of leadership.
Women as Leaders: A New Approach
Ironically, leadership is not strictly about the strict rules and following a structural pattern. Women in the digital age lead with flexibility, teamwork, and emotional intelligence. Some of the leading influential women have demonstrated this innovation in leadership through the use of digital platforms, such as Sheryl Sandberg, Susan Wojcicki, and Whitney Wolfe Herd.
There is evidence that the presence of women in leadership positions in a given organization increases its profitability and efficiency in making sound decisions. Most of them possess strategic thinking abilities accompanied by people skills, which fosters working relations based on trust.
Leading technology-driven businesses, starting innovative startups, and transforming industries—women are first in digital transformation. Their impact is indisputable in several fields:
Tech Startups: Women are spearheading this surge of new businesses in the fields of AI, banking, and health technology.
Reshma Saujani started Girls Who Code using artificial intelligence and coding, therefore helping young women into the computer industry.
Women are bringing about reforms in data protection and cybersecurity, therefore ensuring safer digital settings.
Finance & Fintech: Female-led fintech startups are offering more readily available financial services, especially in underdeveloped areas.
These advances, despite certain challenges. The STEM (science, technology, engineering, and mathematics) sector still lacks female representation; finance is still a key challenge; just a small fraction of venture capital funds go to women entrepreneurs.
Overcoming these obstacles will mostly rely on mentoring initiatives, educational programs, and more financial availability. Still, women repeatedly prove that a diverse and inclusive digital ecosystem is more creative, successful, and innovative.
Changing Work Culture for the Better
Modern technology enables work transformation, which provides women with increased scheduling opportunities. Female workers benefit from remote employment opportunities alongside digital teamwork and self-employment because they need better flexibility to balance their work and household responsibilities. Through modern technology, women now have the freedom to work beyond office structures in various roles that suit their changing schedules, life conditions, and family needs.
Corporate organizations demonstrate their commitment to work-life balance through implemented programs designed to assist parents and their children. Gender-inclusive organizational policies foster better employee satisfaction and stronger talent retention and they deliver increased productivity to organizations. These organizational changes create benefits for women although they primarily enhance business competitiveness and innovation.
Overcoming Challenges
The current situation shows gradual improvement, yet success requires additional efforts. There still exist substantial problems in the workplace because men earn 18% more than women, and women experience discrimination in promotions and rarely occupy executive positions. The tech industry shows that women earn 18% less than their male colleagues, while executive leadership positions in the Fortune 500 companies amount to only 10% female presence.
Several organizations, together with government institutions, have established initiatives to solve these gaps. The governments of Iceland, alongside large organizations such as Salesforce, dedicate funds to remediate gender pay differences through structured equal-pay initiatives. Additional companies should establish open salary information alongside formal mentoring activities and leadership candidate searches that aim to attract female candidates.
A Future Led by Women
It is not often that women wait for an opportunity to be given to them—they make it on their own. They are shattering ceilings and walls in offices, tech spaces, and firms, showing that the future is at their fingertips.
This is not only evolution but a revolution in the sphere of technology. The future is technology and it belongs to the non-conforming and non-traditional women of the world more than anyone else.
This article has been contributed by Apoorva Deep, Co-Founder, itch.
“I used to think leadership meant having all the answers. Until I realized that asking the right questions is where real leadership begins.”
The Unseen Strength: Why Women Lead Differently
When I stepped into my first leadership role, I wasn’t the most experienced person in the room. I wasn’t the loudest, either. But I was given the responsibility because of something less tangible, my emotional intelligence. At first, I wondered if that was just a polite way of saying I lacked the hard skills. But I soon realized that leadership isn’t just about knowing, it’s about learning, adapting, and having the courage to step up even when you don’t have all the answers.
I am glad I was trusted to lead because of whatever my mentors saw in me back then, and my takeaway is, “One shouldn’t wait until they feel ‘fully ready’ to lead. I’ve seen women step into uncertainty and figure things out, and we bring an acute awareness of people, dynamics, and growth. That ability to navigate the unknown? That’s power.
The Unspoken Reality: Power, Negotiation, and Gender
I’ve sat in enough meetings to know this: negotiation shifts when you’re a woman at the table. Money discussions carry a different weight. Sometimes it’s a subtle shift in tone, sometimes it’s a joke that shouldn’t be a joke at all, one that implies you should tread carefully, not push too hard.
But here’s the truth: Women don’t just negotiate for themselves; we negotiate for change. And that requires strength. It requires knowing when to push back, when to call out bias, and when to let your work speak so loudly that no one dares to question your place at the table.
I’ve learned to respond in ways that don’t just deflect but shift the power dynamics, sometimes with a sharp joke, sometimes with an unapologetic statement. Because leadership isn’t just about strategy; it’s about resilience.
Fear Is the Death of Potential: A Different Way to Lead
Many leadership models thrive on control, on dictating outcomes, on ensuring predictability. But I believe in a different approach. One that values trust over micromanagement, and autonomy over rigid oversight.
I don’t believe in workplaces that breed fear. Fear suffocates creativity, kills initiative, and makes people shrink. I’ve seen how people thrive when they’re given trust, when they’re made to feel accountable rather than policed. My leadership isn’t about enforcing perfection, it’s about pushing for progress.
Excellence, for me, isn’t about being flawless. It’s about being fearless. It’s about striving for originality, for impact, for something that leaves the room changed when you walk out.
The Founder’s Paradox: There Is No Balance, Only Choice.
No one warns you about what it actually means to run your own business. No one tells you how deeply it will demand you, not just your time, but your energy, your mental bandwidth, your capacity to stretch beyond what you thought was possible.
The first few months (I think it is going to be years) of building something from scratch feel like a free fall. You don’t realize how much it will consume you until you’re already in too deep. Work needs you constantly, but life outside of work doesn’t stop either. And some days, navigating both feels impossible.
The biggest lesson? Balance is a myth. The real skill is knowing what to prioritize and when. It’s understanding that leadership isn’t just about keeping everything afloat; it’s about making hard choices, about being kind to yourself when you can’t do it all, and about letting go of the unrealistic expectations of having it ‘all figured out.’
The Women Who Lead Differently
Some women make leadership look effortless. My business partner, Surbhi, is one of them. She listens with intent, leads with quiet strength, and finds clarity in chaos. She doesn’t dominate a room, she anchors it. And that’s the kind of leadership that stays with people long after the meeting ends.
Another woman who has shaped my thinking is Africa Brooke. I first heard her on a podcast, and I’ve been hooked ever since. Her perspectives on authenticity, leadership, and balancing EQ with IQ resonate deeply. Women like her remind me that leadership isn’t about fitting into a mold; it’s about defining your own space and owning it fully.
Leading Differently Is Leading Powerfully
Women don’t lead differently because we have to. We lead differently because we bring something rare to the table…perspective. We see what others don’t, we sense what’s unspoken, and we lead with a depth that balances intuition and intellect.
The future of leadership isn’t about gender, it’s about impact. But until the world stops seeing leadership through a narrow lens, women will continue to redefine success on our own terms.
So, if you’re a woman stepping into leadership, here’s my message to you: Own your voice. Set the tone. Build the workplace you wish existed. Lead in a way that feels undeniably yours. Because the best leaders aren’t the ones who conform…they’re the ones who create.
Employees today seek more than just a job, prompting companies to put in extra effort to retain exceptional talent. Establishing a unique brand identity and fostering a strong company culture are vital in attracting and retaining the best employees. Indian companies are gradually adopting less hierarchical structures and recognizing the significance of a positive corporate culture, leading to a transformative landscape.
Challenges like heavy workloads, stress, and health issues are now acknowledged by corporations. Consequently, there is a growing focus on work-life balance, prompting the development of employee-centric approaches to the work environment, benefits, and communication. Work culture has become a crucial factor for job seekers when considering potential employers. Beyond physical infrastructure, various elements impact workplace culture. A culture that values ideas, offers positive support, collaborates with motivated teams, and provides flexibility in working hours signifies a strong work culture.
This blog explores the leading work culture companies in India that go the extra mile to create a harmonious work environment, where employees can thrive both personally and professionally. From flexible working hours to comprehensive wellness programs, these companies are setting new standards in employee satisfaction and retention. Join us as we delve into the top work culture companies that are championing better work-life balance for their workforce.
Best work culture companies in India
Top Companies with Best Work-Life Balance in India
A healthy work-life balance is a top priority at RadixWeb. According to them, professional dynamism stems from an environment that is conducive to the generation of innovative ideas, where all efforts are recognized honestly and impartially, and where a strong sense of teamwork is fostered.
The management pays close attention to each professional’s key skills and utilizes them to their fullest potential in professional projects. RadixWeb’s water cooler is always buzzing with lively conversations that go far beyond ID jargon.
Tata Consultancy Services
Company Name
Tata Consultancy Services
Headquarter
Mumbai
Sector
IT Outsourcing
Founders
Faquir Chand Kohli, J. R. D. Tata
Founded
1968
TCS- Companies With Best Work Culture in India
TCS is a management consulting firm of the Tata group. When it comes to women’s employment, Tata Consultancy Services (TCS) ranked among the top ten companies in India in 2018. 360 companies from various industries were surveyed for this purpose.
Good work culture was fostered at TCS, and it was promoted within the company. An initiative at Microsoft is called Mpower. In this program, employees’ key concerns are addressed by people managers in different centers. As part of another initiative, Maitree, employees’ families are invited to cultural events. Additionally, TCS offers its employees a work-life balance that allows them to grow and achieve their goals.
One of the world’s most creative companies, Adobe has a reputation for being one of the most innovative. Adobe goes out of its way, like its products, to create an environment where its employees can grow and flourish.
Adobe offers a wide range of products and services catering to various industries, including graphic design, web development, digital marketing, and content creation.
Seniors do not micromanage, but rather place complete faith in their employees’ abilities to come up with innovative and out-of-the-box solutions. Adobe Life is a social media platform where Adobe employees share pictures of their happy personal and professional lives using the hashtag #AdobeLife. For the 16th consecutive year, it was named one of Fortune Magazine’s “100 Best Companies to Work For.”
Allowing employees the freedom and trusting them with their abilities is the key to Adobe’s awesome work culture. They believe that being creative at work is enjoyable, and that’s what makes for a fun corporate culture.
Godrej Consumer Products
Company Name
Godrej Consumer Products
Headquarter
Mumbai
Sector
Fast-Moving Consumer Goods (FMCG)
Founders
Ardeshir Godrej
Founded
2001
Godrej- Companies With Best Work Culture in India
Godrej Consumer Products (GCPL) is a leading Indian multinational consumer goods company with a diverse portfolio of products in various categories. Established in 2001, GCPL is a subsidiary of the Godrej Group, one of India’s oldest and most respected conglomerates. The company is known for its commitment to quality, innovation, and customer satisfaction.
Open and flexible working practices, as well as a challenging work environment, keep employees motivated and engaged in their jobs. Our employees can take on tough challenges at work because Godrej provides an open and collaborative environment.
Through employee mobility across key businesses and geographical locations, it emphasizes career development plans. It is also a strong ally for women. A talent-hunting initiative, LOUD (Live Out Ur Dream) is used at the Godrej Campus. To recognize some of the most creative and passionate individuals with tremendous potential, this program has been established.
Officially, there are no work hours for Google. Attend meetings on time and complete your work. As a general rule, employees arrive between 9 am and 10 am, and depart around 7 pm or 8 pm. In addition, Google allows you to work from home in case of an emergency or unforeseen circumstance. You’ll also get a 19-inch monitor to work on at home, as well as reimbursement for your internet connection.
If you are working for the company, there is no pressure on you. Google has massage chairs, a spa, a gym, micro-kitchens, 4 meals a day (breakfast, lunch, snacks, dinner), music rooms, TT tables, cricket nets, and so on. In addition, each team is entitled to one team outing per year to get to know one another more intimately. Google will take care of their travel expenses, so they can go anywhere in the world. Your shopping expenses, however, are not included. Also, Google has no dress code and employees are usually seen wearing casual clothes!
Project Management and Team Collaboration Software
Founders
Sandeep Kashyap
Founded
2011
ProofHub- Companies With Best Work Culture in India
In addition to providing world-class project management solutions to working professionals, ProofHub also takes care of its employees. With its collaborative and cross-departmental working environment, it is easy to collaborate and communicate across departments. Employee engagement and fostering a family-like work culture can also be achieved through fun team-building activities every Friday.
CEO Sandeep Kashyap of ProofHub says, “We encourage our team members to work hard and smart at the same time. ProofHub is used by everyone to manage their work, communicate, and work together. “It also creates a more transparent work environment.”
There’s an online calendar at ProofHub that allows everyone to stay on the same page in terms of tasks, milestones, and events. To save time, ProofHub enables teams to easily add documents, store them and share them from a central location, rather than relying on emails. As a result of ProofHub’s online proofing software, the entire feedback sharing and approval process is made simpler and quicker.
Infosys has been recognized as one of the best IT companies in India when it comes to work-life balance. The company has built a reputation for its employee-friendly policies, emphasis on employee well-being, and commitment to promoting a healthy work-life integration.
Infosys has implemented various initiatives to support its employees’ work-life balance, such as flexible work arrangements, remote work options, and comprehensive employee support programs. The company values its employees’ personal time and encourages a healthy work culture that allows individuals to manage their professional responsibilities effectively without compromising their personal lives.
In addition to work-life balance, Infosys focuses on providing opportunities for career growth, skill development, and a positive work environment.
Microsoft India
Company Name
Microsoft India
Headquarter
New Delhi, India
Sector
Information Technology and Services
Founders
Bill Gates and Paul Allen
Founded
1988
Microsoft
Microsoft India has been recognized as one of the companies offering a good work-life balance for its employees. The company has a strong focus on employee well-being and has implemented various initiatives to support work-life integration.
Microsoft India provides its employees with flexible work arrangements, remote work options, and a supportive work culture that values work-life balance. The company understands the importance of allowing employees to maintain a healthy balance between their professional and personal lives.
In addition to work-life balance, Microsoft India emphasizes continuous learning and career growth opportunities for its employees. The company provides resources and training to help employees enhance their skills and excel in their roles.
How to Create a Good Work Culture?
Hire Happy And Talented People – Happier people create a happier workplace, so employers should spend some time studying the expressions, responses, and sincerity of potential candidates when interviewing them.
Improve the quality of your work life – Almost everyone wants to be part of something important. As a manager or leader, you must ensure that they fully understand the mission and purpose of the work they are producing in order to accomplish this.
Learn How To Improve Your Work-Life Balance – Having a perfect work-life balance means that every member of your team knows how much you value them and how much you care about their personal lives. Think about things like working from home, unlimited vacation days, and discounts on wellness programs, among others to ensure work-life balance.
Make personal growth a priority – Every workplace should have an individual development plan (IDP). For the most part, it is simply a leader’s plan for ensuring the growth and development of each member of his or her team. Employers use it to help employees reach their short- and long-term objectives.
Conclusion
In conclusion, the pursuit of better work-life balance has become a priority for both employees and employers in India. The companies featured in this blog stand out as shining examples of organizations that place employee well-being at the forefront of their priorities. By creating positive and inclusive work cultures, these companies not only attract top talent but also retain them for the long term.
From flexible working hours and remote work options to comprehensive wellness programs and employee support, these best work culture companies are redefining the traditional workplace norms. Their emphasis on work-life balance not only enhances productivity and performance but also fosters a happy and motivated workforce.
FAQs
What makes a company’s work culture stand out in terms of work-life balance?
A company’s work culture stands out in terms of work-life balance when it prioritizes employee well-being through initiatives like flexible work hours, remote work options, wellness programs, and family-friendly policies. These companies foster a supportive environment that allows employees to maintain a healthy balance between their personal and professional lives.
Which company has the best work culture?
List of companies with great work culture:
RadixWeb
Tata Consultancy Services
Godrej Consumer Products
Google
Adobe
Microsoft
ProofHub
Infosys
What are the types of corporate culture?
There are several types of corporate cultures, but some of the most popular work cultures are:
Clan
Adhocracy
Hierarchy
Market
How important is work-life balance when considering potential employers?
Work-life balance is crucial when considering potential employers as it directly impacts employee satisfaction, productivity, and overall happiness. Companies that value work-life balance are more likely to attract and retain top talent, leading to a more engaged and motivated workforce.
Are these work culture companies limited to specific industries, or do they operate across various sectors?
These work culture companies operate across various sectors, including information technology, finance, healthcare, and consumer goods. Their commitment to work-life balance transcends industry boundaries, making them sought-after employers across diverse fields.
This article has been contributed by Mr. Ratish Pandey, Founder of Ethique Advisory.
As companies look to navigate the post-pandemic operating environment, one thing is clear: Relationship building gets the front seat. The Covid-19 pandemic completely upended the traditional work environment bringing in a new norm of remote/hybrid jobs.
This new paradigm, like any other, has its pros and cons. On the one hand, remote working allows for better work-life balance and reduced travel stress. On the other hand, it does not bode well for building work relationships or a commitment to the organization, making retention a challenge.
The traditional employee annual turnover of 17-18% has shot up to 30-40% in the new normal. Employees cite a lack of motivation, engagement, and collaborative opportunities in the work environment as the reasons for quitting.
So what can companies do to foster workplace relationships and build positivity at work in the new normal of remote/ hybrid working? Let’s take a look.
Why are Positive Relationships at Workplace important?
Creating a high-performance work environment involves several moving parts, but a team with positive relationships is perhaps the most crucial influence on productivity, collaboration, and excellence.
Increased productivity
The impact of positive relationships cannot be understated.
It spans the relationships between colleagues, supervisors, and leaders.
Developing positive relationships at the workplace is the bedrock of employee engagement. It can lead to a 41% reduction in absenteeism and a 17% increase in productivity. When employees feel comfortable and supported, they are more likely to communicate openly by asking for help and offering assistance when needed. Employees feel a stronger sense of ownership, driving higher employee engagement, which is something that modern work environments are finding difficult to tackle.
Reduced Attrition
A recent Gallup report showed that only 36% of employees were actively engaged in the workplace, costing businesses between $450 and $500 billion each year.
Creating a positive work environment that nurtures strong relationships at the workplace improves retention, as employees feel happy and accomplished. A recent survey reinforced the point, as strongly motivated and engaged employees were 87% less likely to leave their place of work than those who were not motivated.
Builds a progressive culture
Another benefit of positive relationships in the workplace is that it helps create a progressive culture that focuses on quality and excellence. When employees feel supported in the workplace, they take on more ownership.
Employees are more likely to move out of their comfort zone, extend themselves, try new things and innovate, leading to faster progress, better collaboration, more efficiency across the organization, and ultimately high-quality output.
For a high-performing workplace, positive relationships are the guru mantra. By fostering positive relationships, companies can create a more engaged, motivated, and productive team, which can help drive business growth & success.
How does an Organisation Build a Positive Work Environment?
Encourage Open Communication – an element that is more critical than before as now all team members may not be at the same location. All team members should be heard and encouraged to share ideas and provide feedback to one another. To create the habit and make it a part of the culture initially, one may need to formalize the timing for the team members to connect and discuss.
Another step to encourage open communication and collaboration is implementing an open-door policy. Open-door policy refers to the freedom provided to team members to approach anyone across the organization for help and advice and not tow the hierarchy line.
Finally, creating opportunities for team members to work together on projects helps build relationships and encourages collaboration. For the initiative to succeed, clear roles and responsibilities need to be assigned to each team member. In the absence of such projects, team-building activities can help build team dynamics.
Living in a world where change is a way of life, skilling and reskilling is the ask. Investing in employees to help them stay relevant in their roles and grow as individuals and at work is no longer an option but a mandate for organizations.
Apart from imparting technical & soft skills to staff, one key element that most organizations miss that employees need is mentoring. In the current scenario of remote and hybrid workplaces, mentoring has gained importance. It helps provide guidance, support, and advice to employees as they tackle daily challenges and navigate their growth in the organization as they work to develop their skills and abilities. A survey reveals 93% of employees said that well-planned training programs positively impacted their level of engagement. Supporting employees through these programs is a no-brainer.
Appreciation and Recognition
Adopting a culture of constructive feedback goes a long way in creating a positive environment. It helps employees feel appreciated for their contributions while understanding their areas to improve and grow. Organizations can also provide opportunities for employees to share their successes and accomplishments with the rest of the team by creating a platform to share their successes with the broader organization. A survey found that less than half (45%) of employees said they received recognition from their employers, so companies must create an environment where employees feel that their efforts are praised and recognized.
Building an Inclusive and Respectful Workplace
Policies and practices that support diversity and inclusion training on unconscious bias, cultural sensitivity, and clear communication about organizational expectations are some tools for creating an inclusive and respectful workplace. It needs to be supported by clear communication about the organization’s expectations.
Invest in Employee Well-Being
Organizations need to help employees manage their work-life balance and reduce stress. One way to invest in employee well-being is by offering flexible work arrangements, such as allowing employees to work from home or have flexible hours. Another way to invest in employee well-being is by providing access to counselling services, support groups, or wellness programs.
Conclusion
Positive relationships at work is the key to employee productivity which translates to the growth and success of the company.
Hence, Organizations need to take a cognitive approach to take actions required to build a culture & environment that fosters positive & productive work relationships, nurtures collaboration, improves morale, and reduces attrition.
It’s not difficult to describe the differences between working for an MNC and a startup. Comparable to differentiating formal wear from casual clothes or distinguishing between formal meetings and lively, participatory group discussions.
Freshers are people without corporate experience or experience working in a particular industry. People who change careers would not be regarded as more experienced because they still have corporate experience, which has given them practical work knowledge.
Major Differences Between Working At a Startup and MNC
An MNC is a large commercial organization with affiliated operating companies in different countries. With time and experience, companies like TCS, Infosys, and Wipro companies, which were once startups, have evolved into renowned and credible names in the industry with many projects under them.
With more and more experienced and skilled people worldwide becoming part of these organizations, they have become what we call MNCs or Multinational Corporations.
Startups are young companies founded to develop a unique product or service that fills an existing void or service gap in the market.A startup is a business that is just starting up. Startups carry a high risk of failure, but they can also be great perks, an emphasis on innovation, and unusual places to work and learning opportunities.
One of the most confusing situations fresh graduates face today is whether to opt for large multinational companies or startup jobs. Both have pros and disadvantages to be weighed. It entirely depends upon your future goals and how you want to shape your career. It can be unclear for freshers to understand all of this; hence, we are here to help you figure this out.
Experience Required
An MNC requires a preset number of years of experience before considering applications. Each level of employment will have its prerequisite. They have very little flexibility in terms of considering under or over-experienced people.
However, a Startup is a growing place. They are more welcoming to freshers and people with diverse experiences and backgrounds. They may be willing to consider applications from both over and under-experienced people.
As per the survey done by Retailo technologies, 42% of newly graduated students prefer to work at startups because of many different reasons. And surprisingly their count is increasing daily
Salary Expectations
An MNC has fixed pay bands, and you can keep expecting steady growth in your salary over the years. If someone wants to have a steady salary pattern for a lifetime, it is better to opt for Multinational companies.
Planning a trip to Goa on your first salary? Forget it at any average Startup. Their initial payment will be too small for the work you put in. However, it is also as likely to shoot and double up in a couple of years or completely go under and leave you with nothing but experience on your CV and few lessons.
Work Culture
In general, Startups value people more than an MNC. In the case of a startup, every role comes with huge responsibilities. But, with greater responsibilities come more significant rewards, both on professional and personal levels.
Since it is a Startup, you will be able to make a substantial impact. Since fewer people are involved in a startup’s functioning, there is less chance of one’s work being ignored. Thus, there is better work recognition in a startup.
“A machine will not become a better machine by running for years. It only wears out. That’s what will happen to you.”
When you end up working in an MNC. You can gain global recognition from MNCs. Your CV adds credibility if it bears the name of an important company… Maybe it won’t be appreciated daily, but if you perform well, the company’s top performers receive awards, benefits, and perks, which might be done annually, quarterly, or in six months(depending on company policies). But when these big companies reward, it is massive.
Also, most MNCs provide their employees gratuity, provident funds, medical insurance, and other job securities. Want a dependable 9 to 5 job? Then an MNC is a suitable place for you. You will have a reasonable amount of time to spend with your family and friends.
Learning Curve
Career growth opportunities come with working for a larger organization. A multinational company often creates jobs all around the world. International corporations frequently equip one with a diverse environment since it involves people from racially and ethnically different cultures.
But if you are not strong enough to get some achievement, then probably you need to stay at the same place for a greater time making your learning experience dull.
The work done by an employee in MNC for 4 years is equivalent to the work done by an employee in a startup for 3 years only. Startups are in budding stages and hence, the work pressure over there is more than an MNC. But the best part about this is startups will give more practical work experience than MNCs.
Startups still need to make their processes simplified and majorly involve the whole working team in different tasks. It gives out an opportunity for an employee to learn the whole working process right from the start of making the plans to delivering the service. Therefore, there are more learning opportunities in a startup.
Startups are still experiencing different methods and are still required to add points in their briefs. Hence, everyone, there is experimenting with their own way and are self-taught people. Joining a startup can be stressful initially, especially if one’s job description is unclear.
One may also come under a lot of pressure to perform well when producing quality results. There is always an option for you to be creative and go out the way to try something valuable.
MNCs have already settled up startups and hence have their own way of working, rules, and regulations in place. They do not expect freshers to join them without undergoing the training session and a guide of their rules and regulation.
Hence, working at MNC can be like walking on a path made by someone else. The working culture of an MNC is disciplined but it does hold a number of opportunities for the freshers to learn.
Conclusion
As a Fresher, some stability and structure are required. Startups are more in sync with the work style of someone in their late 20s who can work with a bit of ambiguity. Thus, if you are an exceptional thinker and a creative person at heart, I would recommend a Startup that is a few years old and is just settling into its rhythm.
They will be able to provide you with just the right amount of freedom and structure needed to operate optimally. And at the end of it, go where your heart takes you. Because if it doesn’t fill your soul, it is bound to wash away sooner or later. Or if you think it will be tiresome to be a part of a startup, MNCs are always welcoming new people into their companies.
FAQs
Is it better to join a startup as a fresher?
If someone feels to explore a different side of the working patterns and is ready to take up the risk at the start of their career, then yes working at a startup as a fresher is a better option.
Is the MNC job secure?
Nothing can be guaranteed 100%. Hence, it will be false to say that MNC jobs are secure fully. But yes, they are secured till some length and can provide steady growth for the individual if they have the ability to surpass others.
Why MNC is not good for fresher?
Freshers working for any MNC have their dream position preselected before joining the company. But the actual time taken to achieve their dream can fall anywhere between 5-15 years or more. This is the biggest drawback why freshers should not work at MNC.
Does working for a startup look good on your resume?
Including the startup experience on the resume is always a good option to prefer irrespective of the startup’s present condition. Including it in your resume can showcase the ability and experience of work done in the past and provide many chances of creating a good impression on the leader.
Startup culture is a key element of most corporate organizations. Startup culture has received a lot of attention in recent times, which is because it plays a vital role in improving the overall experience at work and some are seamlessly integrating work into their life.
By fixing a startup culture, a company by itself can set an example for the employees which will create a base for supporting the work and improving the internal operations of the work. Applying this, makes the contribution more valuable and results in better personal satisfaction.
Since startups are often run by a small team working closely together, their “startup culture” is typically a reflection of the founding of the team’s passions and personalities. In most situations, every individual working in the startup usually contributes to the overall culture.
While culture can take several years to evolve passively some corporations have been able to change their culture reasonably quickly by specifying a new set of behaviors that are expected from their employees.
The common factor between corporates and startups is that their culture is the driving force of the organization. It includes how the employees of a certain company form and communicate ideas, how they behave, respond to customers, and bring themselves to work.
It is the reflection of what the company stands for and the working styles of the founders and employees, which is why startup culture is important in what makes a company successful and brings it to the list of best startups.
When someone talks about Startup Culture, it usually includes happy hours, unlimited PTOs, pet-friendly offices, ping pong tables, zen rooms, etc., which are beneficial for the startup employees, increases comfort, and spark creativity.
However adding benefits and perks isn’t enough to make a successful startup culture, many first-time startup founders struggle to define their culture from the beginning, only to realize its impact on the operational side of the business.
To thrive in the new decade entrepreneurs and founders have to know how to define and cultivate a startup culture according to their companies. Sometimes the right technology helps in making the vibrant culture easier to implement across geographical boundaries.
With the unprecedented times of the Covid-19, a variety of applications help employees to collaborate in a real-time, video conference, message, and work on the same version of documents from different parts of the world.
What a healthy work culture must contain
With people working across time zones and locations, it’s never been easier to reward and recognize great staff and projects. We think we have the right cultural guidelines in place but, like any startup, we know just how important it is to continue demonstrating the behaviors we want to instill throughout the business if we are to be successful.
Successful startup culture in the following ways:
Lead by example and actively demonstrate the behaviors that are expected from the team.
Call out positive behaviors publicly, recognize and appreciate when someone does a good job.
Document our culture statement and workshop with our team to promote a shared goal.
Share the success metrics with the employees so they know the goal but also how we’re tracking towards those collective efforts.
Treat everything as an experiment, take the time to discuss and learn from failures while doubling down on the successes. Ultimately, we know that execution and delivery will determine our success but behind the scenes, our culture will be the driving force.
Importance of a Startup Culture in an Organization
In 2022, workplace culture will continue to be as important as or more important than products and services. More than ever, founders will need to prioritize defining company culture from the beginning before it’s too late. The investments of focus, time, and resources will pay off higher talent, better communication, increased productivity, and customer loyalty.
For startups, the impact of every team member’s attitude and productivity is exponential. Even simple cultural components, like a set of common values, can align workers under a single, identifiable banner.
According to Glassdoors 2019 mission and culture survey before applying for a job, nearly four in five employees and job seekers consider a company’s mission and culture. This is important because 65% of 18 to 35-year-olds are likely to culture over salary, that higher than any age demographic surveyed.
Employee’s preference for the work culture over the compensation in percentage
Workplace culture also affects the bottom line, even if a company manages to attract the best turnover, decreased motivation, and overall decreased productivity.
The importance of company culture is getting a lot of attention these days, especially in the startup world. Tech giants like Google have made a name for themselves by offering unique, sometimes luxurious benefits to their employees, while small offices are changing the rules of office culture with perks like unlimited vacation time and flexible hours.
In the 2019 Employee Engagement Report of TINYpulse, about 43% of the 25,000 employee respondents across 20 industries said that they would leave their companies even for a marginal hike because of weak company culture.
The importance of work culture
5 Ways to Improve Work Culture of an Organization
The startup culture of a workplace can be improved for better reasons. However, it can also get degraded if proper care is not taken of the work culture from time to time. Shared below is the 5 basic tips that can help in improving the work culture of a startup.
Giving importance to the mission of the company
The first step of making a company culture is to establish a clear set of priorities that align with the company’s overall goals. For example, Google’s mission statement is “Don’t be evil”. This applies at the corporate level, as the company strives to do as much good as possible, but also at an employee level.
Employees who keep their core mission at heart will be more likely to stick with it, helping the company stay on track with its identity and purpose. A company with a strong purpose may be able to encourage more individuals to buy into that purpose and complete the feedback loop.
Attract new talented employees
Every organization needs talented employees in order to succeed, but getting talented people to join the company can be challenging. The companies spend a lot posting job ads, hiring professional recruits, or head hunting at professional networking events, but sometimes this approach is easier for well-established companies as they already have a well-known name and brand.
Talented candidates are always picky about where they want to work and also expect more than higher salaries which is usually an office culture that matches their personalities.
Retaining employees
attracting and retaining employees
Finding new employees is good but training them and integrating them into your company takes time, costs money, and may lower overall morale. With a strong company culture that encourages people to come to work every day your retention numbers should go up because employee retention and company culture have a self-sustaining relationship.
The stronger your work culture is, the more likely it is for employees to stay loyal to the company, and while the more employees stick around the work culture will get stronger. The key is to find a core team of people who fit your culture perfectly, and keep them happy and consistent as your company grows.
Encouraging passion
Every company must have passionate employees as they are more productive, creative, and come up with innovative startup ideas. This can be achieved by giving people an ideal cultural environment in which to work is about more than just preventing them from quitting.
As per the study done on Glassdoor, 53% of employees stated that they will stay longer at their firm if they are appreciated
A good work culture can lead to employee satisfaction which makes them passionate about doing their job while also being invested and loyal to their works place. In a way, a company culture is a tool that keeps employees happy enough to produce their best work and that means the company can push new boundaries and tread new ground.
A Unique Brand Identity
Great internal startup culture can develop a distinguishing reputation for your brand, in an external context. Unique brands always have an edge over brands that blend in with the competition, so the stronger your culture is, the stronger your brand can perform.
Company culture is more than a brand, too, and it’s more than just a great series of benefits that are provided to the employees. It’s the combination of environmental, atmospheric, and practical conditions that keeps your company and more than just a bunch of individuals who happen to work in the same physical space.
Conclusion
Work culture or the startup culture is not a new topic to learn about. However, in the past few years, the discussion on the work culture and its effect on startup success have seen taking place. This is because for almost many startups, having a better work culture was never pondered over.
Irrespective of the earlier negligence, it is the right time now to learn more about work culture and the ways it can be improved for better productivity of employees indirectly resulting in a success of a startup.
FAQs
What is meant by work culture?
Work culture stands for the ethics and morals of the workplace individuals. It also indirectly defines the organization’s value.
Why is work culture so important?
Work culture directly or indirectly affects the working pattern of each employee. Having a satisfactory work culture can provide better yield from employees which will eventually contribute to the success ladder of the organization. Failing to provide better work culture will also have an adverse effect on the organization’s value. Hence, work culture is an important aspect to give attention to.
Why is culture important in a team?
The team is required to work with each other cordially. Having a team member with unfit work culture will eventually create a distance among team members. Once the team members drift apart from each other no better work response can be expected from the team due to un-cooperative people. Hence, having a culture is also essential in the team.
What is the Difference Between Startup Culture and Corporate Culture?
A startup environment is typically a fast-paced culture in which creativity and communication are valued. Startup culture is often perceived as being less formal than that of a corporate environment and usually puts less emphasis on hierarchy within teams.
Job seekers have long been drawn to remote jobs because they provide flexibility in the form of greater personal and professional control over their private lives and careers. With the start of Covid-19, when people got confined to their homes, they want for Remote work increased. With the situation due to the virus, companies started offering Remote work refers to work that is being done by individuals who are not in the same physical place but still work effectively and productively on the same projects.
Remote work is about location, ‘flexible hours’ focuses on determining your schedule. Getting remote work is not tough there are many jobs available in the market. One of the advantages of remote work is that you’re able to handle most of what life throws at you—including the moments that might have previously put your job at risk.
One of the biggest benefits of remote work is reducing costs. It Improved work-life balance. Also increased productivity and cross-team collaboration. The considerable benefit of working from home is having access to a broader range of job opportunities that aren’t limited by geographic location. In this article, we will talk about some websites from where you can get remote work and the pros and cons of remote working. So, let’s get started.
FlexJobs was created in 2007 to provide a trusted, more effective, friendly, and overall better way to find professional remote and flexible jobs. FlexJobs has more than 50 job categories featuring telecommuting and remote work opportunities at every career stage. These include freelance projects, part-time jobs, and full-time remote work. The FlexJobs Team is dedicated to helping people find remote and flexible jobs.
Benefits of FlexJobs
It has over 29979 jobs from 5697 companies to choose from.
Remote and flexible jobs in 50 career categories can be found.
All the companies and the jobs are hand screened by the FlexJobs team to avoid any kind of scam.
Upwork is a great place to find more clients, and to run and grow your own business. Upwork is a global platform where businesses and independent professionals connect remotely. Freedom to work on ideal projects. On Upwork, you run your own business and choose your clients and projects. Just complete your profile and they will highlight ideal jobs. Also, search for projects, and respond to client invitations. They provide a wide variety and high pay. Clients are now posting jobs in hundreds of high-paying skill categories, paying top prices for great work. The greater the success you have on projects, the more likely you are to get hired by clients that use Upwork.
Benefits of Upwork
Upwork takes pride to be backed by payment protection for job seekers.
Upwork offers higher-paying jobs to job seekers.
You get hired quickly with the help of Upwork as most of the time employers want to start with the job quickly.
Indeed
Indeed Logo
Indeed.com is a job board that aggregates postings from many sources, allowing users to search for specific positions. You can also upload your resume to let employers looking for remote employees to find you. The main aim of Indeed is to help get people jobs and over 10000 employees are working to achieve that aim. Indeed strives to cultivate an inclusive workplace where all people feel comfortable being themselves in a safe and supportive environment.
Benefits of Indeed
Indeed allows the job seekers to build their CV online with help of their Resume Builder
All the job alerts for jobs are provided to the job seekers through their email.
Indeed is very easy to use as it provides a Google-like search engine, through which one can look for jobs.
Jobspresso
Jobspresso Logo
Jobspresso is a website that provides you with an opportunity to find remote work. Jobspresso is an established remote work job board trusted by some of the world’s top startups and remote companies, such as WordPress, Zapier, and Trello. It is a site offering some job opportunities in design, development, marketing, support, writing, and project management, these are some sectors that get benefits by making their employees work from home.
Benefits of Jobspresso
All the jobs that are uploaded on the website are legitimate as the companies and jobs are screened by the team of Jobspresso to be sure of their authenticity.
Jobspresso is completely free for those who are seeking remote jobs.
A wide range of employers is looking for job seekers on this website.
Fiverr
Fiverr Logo
Fiverr is a company built on the model of listing temporary work positions. Freelancers work in a variety of workplaces, ranging from home to office. Fiverr serves as an e-commerce platform for freelancers & companies to sell their services by using their gigs. The gig is an advertisement for services.
Benefits of Fiverr
Lots of job possibilities for job seekers.
High earning is possible with Fiverr.
Fiverr provides great payment security.
Pros of Having Remote Jobs
Remote Jobs are now the new trend, they provide some benefits that make people want to get remote work. Some of those benefits are:
You don’t have to wait in traffic for hours to get to your workplace.
Work according to your own schedule.
You can work from anywhere even while travelling as long as you have your laptop and internet.
You can enjoy your own personal time as well as family times as you get to work from home.
You can work without any distractions that you might face while working onsite.
Cons of Having Remote Jobs
Remote work has some disadvantages as well, some of which are:
One can feel lonely and isolated while remote working, as you are away from the typical hustling and bustling of the office environment and culture.
One can get distracted at home due to cries of babies, ringing of doorbells or any other household work.
Communication gaps between colleagues.
The Internet connection can be a problem while working.
Conclusion
If you have decided to work remotely, getting remote jobs won’t be an issue. With the sword Covid still hanging on our heads, companies are still offering remote jobs. Working from home has become a new trend and this trend is not going to end anytime. People look for flexibility and working remotely offer them that, so it’s quite normal that job seekers nowadays look for an option where they can work remotely.
FAQs
What is meant by working remotely?
Working remotely is all about working from a preferred location of an employee instead of a proper office.
Is remote means work from home?
Remote work means working from anywhere apart from office.
What are some top websites to look for remote works?
Some of the top websites to look for remote works are:
The article is contributed by Jaya Jha, Chief Product Officer, MoEVing.
During recent years, we have witnessed some of the most encouraging signs for women in entrepreneurship, with 2021 being the year when the most number of women-led startups turned unicorns (8 out of 46 unicorns in 2021 were led by women), but there’s a lot more progress to be made. For instance, female workforce participation in our country remains among the lowest in South Asia at about 20% (as against about 56% among men), as per the Periodic Labour Force Survey. Even at startups helmed by the younger generations, these numbers don’t get any better. While less than 15% of all entrepreneurs in the country are women, the number of women at the senior level or even as employees in startups, especially in technology companies, remains abysmal. With this reality, we witness companies actively looking to hire diverse talent, which is a positive first step. The biggest question to address here is, how can employers make their workplaces fit for their female employees to thrive? The answer to this includes a manifold effort at levelling the playing field.
The common association with startups around the world remains the ‘hustle’ culture propounded by many male founders, who set their own working hours, many times late into the midnight hours, and whose colleagues are mostly men who live similar lifestyles. This culture of youngsters extending their college life only signifies a lack of empathy for not just different gender workforce but also older employees with families.
Instead, what startups need in order to allow all their employees of all genders to grow is promoting a good work ethic, responsibility and flexibility. Setting minimal processes and bureaucracy can help startups make each of their employees stronger and more confident in what they bring to the table. With minimal processes, it takes a responsible team member to get things done efficiently — which is one of the ways of supporting women and people with family responsibilities to thrive.
Getting Women Employees in Early Stage
Women cannot be just token representatives in a startup, which often happens when diversity is more of an afterthought for companies. In order to make a workplace truly inclusive, it is important to have female employees in senior positions right from an early stage of the company. This not only helps women have more role models but also shapes the company’s growth, decisions and policies in a manner that takes all employees into purview. While having more female representation in leadership roles is not a silver bullet, it definitely helps the cause of supporting women employees to grow in their career trajectories.
It is also crucial for both men and women in senior management roles to be conscious of their biases while hiring – such as putting down a female candidate who’s had a career break over a male candidate. In fact, during my career spanning 15 years as a Product Manager, some of the best hires I have made were women with career breaks who had the potential and passion to give their best. Even at MoEVing, our first few tech hires were women and we are proud to have several women on our product team as well as in the company leadership.
Supporting Both Men & Women in Achieving Work-Life Balance
We have been witnessing the current work from home routines adding a lot more onto women’s plates around the world, with women shouldering more responsibilities when it comes to family and household work. So, unless men start stepping back from their workplaces in order to step up for their female partners to fulfil their familial responsibilities, supporting women will only be lip service. We need to normalise men availing their paternity leaves so that women going on maternity leaves are not seen as a hindrance to their careers.
It is interconnected that when we support male employees of a startup in achieving their work-life balance, we also in turn support female employees at other startups achieve the same. Work policies should be aimed at supporting all employees to achieve this balance, instead of leaving women disadvantaged at growing in their roles at work because of household or familial responsibilities.
Closing the Gender Pay Gap
Women’s way of working is often infantilised in startups as women often do not negotiate as much for their salaries, compared to men who are aggressive at it. This aggressiveness at negotiating for salaries or a raise has been made a virtue out of, resulting in several women not being paid what they are worth. As of 2020, women globally earned just 81 cents of every dollar earned by men, with the pandemic worsening the situation as a Deloitte ‘Women at Work’ report found.
To bridge this gap requires managers and startups to identify and value women employees for their performance. It requires companies to think about getting women on board right from the moment they start to lay their foundations and pay them what they rightly deserve.
The top executives of a company are some of the most important people for their business. The CEOs, CFOS and other executives are actually responsible for the overall success of a company, all the significant decisions are taken by them and they are the people that keep the business together. However, we all know ‘Teamwork makes the dream work.’ Apart from the executives being the brain of the company, the employees are also the heart and a business needs both for their survival.
An employee can be said to be the most important asset of an organization, they are the ones with whose help the proper functioning of a business can happen. Although, they are the subordinates of the top executives they are as important as them. Plus the executive’s behaviour in real life shows their actual character; their behaviour makes them the person they are. Recently, a few actions of some top executives with people of lower rank have created big controversies and they are on the end of receiving backlashes. Companies are surely suffering because of that, images of those companies are crumbling down and investors are now in turmoil about who to trust and who to not.
Therefore Investors now have decided to launch investigations to examine the behaviour of founders, CEOs and other executives of a startup in their daily lives. In this article, we will find out what has led to this situation and how investigations are conducted. So without any further ado, let’s get started.
“The way your employees feel is the way your customers will feel. And if your employees don’t feel valued, neither will your customers.” -Sybil F. Stershic
This entire situation started when an audio clip of Ashneer Grover, the co-founder of BharatPe was seen doing rounds on social media where it can be heard that Grover is insulting, threatening and abusing a bank employee. Although the co-founder of BharatPe denied the accusation, Kotak has decided to take legal action against Grover for hurling abuses and using inappropriate language while communicating with the bank’s employee.
A few days later an email exchange between Hashjit Sethi of Sequoia India came up where again Grover was seen using abuses while conversing with the former. Post this scenario, Ashneer Grover decided to take a leave of absence for two months.
Similar Past Incidents
The case of Ashneer Grover was not the first one and it is certainly not going to be the last, as similar incidents are surfacing recently. As we dwell deeper, there are instances where these types of the same situations have occurred in the past. Some of the incidents are:
The former CEO of Flipkart, Binny Bansal shocks the world when he resigns from his position after he faced allegations of serious personal misconduct in 2018, an investigation was conducted followed by the allegations.
In 2018, ICICI Bank’s then CEO and managing director Chanda Kochhar faced allegations of nepotism and multiple agency probes against her, this situation led to her quitting her job.
Another instance happened when Manu Sawhney, the CEO of ICC was instructed to go on leave when an investigation by a UK based agency happened where it shows his behavioural misconduct. He was allegedly behaved arrogantly and was firing employees without any proper reason plus he was also bullying many staff members. This led to an investigation and he was asked to go on leave.
In 2022, fashion E-commerce site, Zilingo suspended Ankiti Bose, the Chief executive and Indian founder of the E-commerce site for some alleged irregularities in the accounting part of the company. This has led to her suspension which is valid till 5th May 2022.
Why Investors are Investigating Top Executives?
The step was taken after the controversial situation of BharatPe’s Co-founder Ashneer Grover arose. Investors are now concerned so they are taking the help of investigating firms and forensic teams of known accounting companies to conduct an investigation on the behaviours of top executives. These things are done to make sure:
There will be no controversies regarding their behaviour which may lead to a bad image of the startup.
To decrease the chances of fraud-related issues in the company in the future.
Misbehaviour of top executives is actually a red flag for the investors that things might go wrong in the near future if they carry on with their behaviour. If a wrong executive is hired, it will harm the brand image of the company.
What Are the Important Things Investigators Are Investing?
A person behaviour’s toward their subordinates or the people who are of lesser rank shows the actual personality of a person. A startup depends on the hard work and the passion that can be found in the executives but its image also depends on the character of the key executives. The work culture of a company is extremely important. The key things of executives that are getting investigated are:
Their behaviour with their subordinates.
Their social media behaviour and if they are getting into petty arguments that are not necessary.
If they have any illegal substances with them or consume them.
If there is any traffic violation done by them.
Conclusion
Just because someone is in a higher position doesn’t mean that they have the right to misbehave with others. Being humble and kind is never a mistake; in fact, it gives a safe feeling to your subordinates that they are in the right company. Toxic culture will only lead to bad performance as well as a bad image of the . also helps in strengthening the brand image of the company.
FAQs
Why are investors investigating top executives?
After the Ashneer Grover controversy, many investors were worried about getting their brand image tarnished which led them to investigate top execs’ behaviour.
What are the things investigators are investing against the top executives?
Investors are hiring firms to investigate the behaviour of founders and top executives on social media and their behaviour towards their employees.
Attributed to Mr. Gautam Saraf, CHRO at Ferns N Petals
The command over the domain, sense of unflinching responsibility, diligence and brilliance are among the prominent skills that every person aspires to acquire to succeed at the workplace. There is no denial of the fact that they play a crucial role in shaping one’s career and become the measure to know how swiftly the person would scale the corporate ladder. But over the course of the evolution of the work culture across the globe, some interpersonal abilities have emerged as dominant forces leading the path of progress of a person. Among these aptitudes, internal networking capability has become a major quality having the power to take the person to the zenith.
Internal networking, a process of reaching out to and building relationships with co-workers within the company, has emerged as an inevitable skill for employees to grab prominent positions in the organisation. It acts as a crucial factor behind perception developed among colleagues that goes a long way when it comes to promotion and team building. Managers are unlikely to develop a good team and get the required support as leaders if they don’t have a camaraderie with team members. On the other hand, communication with team members can do wonders. Employees who invest time in knowing and communicating with their colleagues understand what talent they possess and what their co-workers. This very understanding ultimately helps in distributing tasks and accomplishing personal and organizational goals.
The work environment turns into an enjoyable one if employees are connected with one another. The networking among workers from different departments makes them understand the business better that ultimately results in enhanced satisfaction and performance. Such employees come into notice of the senior management that with further assessment tries to comprehend their potential to handle a role with higher responsibilities. Upon proving further eligibility and winning the trust of the management, they get easy promotions as companies perpetually look for personnel who can fill a more critical position. And most of the time, they become successful in the role.
Networking in Team by Communicating
Communication skill that is closely connected to the growth of an individual within an organization can be improved significantly by giving attention to internal networking. This is an obvious fact. A better communication ability for an employee is inevitable to give a swift push to the career and successfully execute the responsibilities given by the management. Connected employees make the internal communication of the organisation more efficacious and productive. It facilitates in finding the solutions to the most complex and tiring issues related to business, assisting the realisation of the collective goals. Overall, frequent employee communication boosts the company culture and encourage employees to ensure optimum output.
For companies, it’s a cumbersome task to keep the employees excited throughout the day, but it’s an absolute necessity in order to ensure quality products and services to the consumers. On the other hand, motivation helps the employees in finding the best and easiest way to attain the targets without compromising on the quality of work. A good rapport with co-workers helps employees in collaborating and drawing out the best while acting on a particular task. One can imagine the reduction in challenges after working together with experienced and talented team members. Here, the credit goes to internal networking skills. Internal networking promotes development of great ideas to gathering insights into other function, understand industry interface better and be more open to learning functional roles. Collaboration in between departments, mentoring and career development is what we seek out of this.
Owing to an ever-increasing competition in the market, companies today require to perpetually innovate with products and services being provided to the consumers. At the same time, it is extremely important for employees to remain innovative and try making difference throughout their careers to create ample opportunities in the organization. Regular communication with co-workers not only builds a tenacious bond among them but also promotes the exchange of ideas and knowledge that ultimately enhances the creative abilities of the personnel involved. Hence, having internal networks can work as a prominent factor of growth within the organization.
With enhanced internal networks, the workplace becomes a home that eventually results in happiness, satisfaction, and prosperity. It subtly develops the abilities required to thrive in the organization. Employees utilize all their capabilities to ensure a steady expansion of the company as well as their personal progress. This very pursuit encourages employee advocacy that is harnessing the potentials of the external associations of the staffers. It is not only advantageous for the company but for the employees as well; it assists in making the existing bonds firm while checking the opportunities. It further stimulates the creation of an efficient network of people.
At a time when hybrid work model, which is a mix of onsite and offsite working is flourishing, the networking skill has become even more important. In the work model, many employees work from remote stations, thus coordination with them is vital to get the work done. For coordination, it is important to have a good rapport among co-workers so that they can make concerted effort to accomplish a task. Apart from that, on the personal level, it proves one’s ability to take up leadership role in getting the task completed while developing confidence in colleagues who are not present in person.
In developing a robust internal networking skill among employees, employers can play a key role. They can adopt a lot of encouraging practices to help employees develop the skill. Creating a supportive work environment, planning fun activities, planning for outings and fostering inter-departmental relations are some of the measures employers can adopt to enhance internal skills of the workforce. On the other hand, employees must take part in every activity or meeting of the company.
A good internal connection increases the likelihood of an employee staying longer with the company that cultivates trust among senior leadership making them look for an elevated profile for the person. On the other hand, staying with a company for a longer period makes the employee understand every detail of the business, enabling him to contribute to the evolution of the organization efficiently while generating more opportunities for career advancement. This very sense of involvement makes them feel empowered; they aspire to grab a certain level of decision-making autonomy in the company to achieve massive objectives. Apart from that, it helps them to be free from worries associated with jobs such as insecurity. Instead of losing employees, HR leaders can use the power of cross company social connections to help employees develop passion and purpose in their workplace to maintain a stronger rapport with the colleagues.
Conclusion
In a nutshell, connections and relationships with co-workers within the organisation is the fundamental element of attainment and growth. To establish such connections that sustain for a long time, employees need to work with assiduousness on their communication and internal networking aptitudes. It’s a time tested fact that employees are good at communicating their opinion to others and listening to their feedback make strong relations with colleagues of all ranks. Everyone appreciates people who are mature, skillful and open to positive and negative responses. The human resources departments of companies today come up with ideas and team-building exercises that aid every employee significantly to establish a friendship with others. It is quintessential today, and every employee must involve in activities and office atmosphere to build alliances to reach the apex in the organisation.
Kinnary Nensee
