This article has been contributed by Divya Mohindroo, Counselling Psychologist.
I feel women everywhere have felt a lot of pressure with fewer outlets to let out their stress as they try to bottle their emotions, always trying to create work home balance, taking care of their families ignoring their mental health which has resulted in a spike of many mental health issues, especially in recent times. I would suggest women think more practically rather than emotionally.
As a psychologist & a working woman, I would suggest that the FASTEST way to end your pain and suffering of any kind, especially with matters related to stress, anxiety, is to accept the reality of what is occurring, even if it feels bad. Many of the spiritual practices people engage in today are a mechanism of reality avoidance.
Small Daily Habits for a Healthier Life
When practically, reality is your only axis of power. Some simple daily steps that can help in creating balance for women in their professional & personal life are taking care of the four wheels of your existence –
Keep yourself hydrated well throughout the day this will help you release toxins, eat nutritious food by balancing your meals with home food & meals outside, doing 45 minutes of some form of exercise in which you sweat out your sorrows & release happy feel good hormones & the last which is the most important is maintain a healthy good sleep cycle try to sleep 8 hours.
A common question often asked is what to do if I can’t sleep well. One simple formula is to do a digital detox half an hour before you sleep & half an hour after getting up, instead replace it with journaling, reading a book or listening to some soothing music, which will create a relaxing effect. Also, another tip is not to use your bed for any other activity except sleeping. Make a zen corner in the house, which is a “me corner” solely dedicated to you for your work & relaxing time.
Professional Growth and Networking
Professionally, I would suggest starting to make a list of potential employers, researching about available opportunities and companies, and looking for avenues to upskill and even diversify into other sectors. Approach employers while being mentally prepared to describe their situation while pitching their candidature.
It is also important to network with friends, ex-bosses and colleagues to ease your situation & understand that many people like you are sailing in the same boat & every individual has their own set of problems, which is why self-pity is not a feeling to stay with.
All professionals should share their work responsibilities with colleagues at work and family members at home, which will help them not only be accountable but also feel light about their life and tasks in hand. All women should try & give themselves small incentives for little achievements at work & home. This will keep them motivated & less dissatisfied. Change happens quickly, transitions take time. Honor the time & space between no longer & not yet.
I don’t believe a woman should obsess over work-life balance; however, you can take steps to achieve it. Life is about growth and exploration, not achieving a stuck state of balance.
You have a certain time limit in this work to experience all that you imagine. Figuring out how to make the most out of your family, work and spirituality is your life’s purpose. Go do it. As women, we must understand when we are missing something in life.
You have basic needs like anyone else, and when they aren’t met, your body sends signals. Hunger, loneliness, exhaustion, thirst, and fear are all signals that something is missing and you need to act on it NOW. When you feel low, disinterested or that incomplete feeling. It’s a signal that you must take a step to move, embrace and extend your life in new ways. Instead of raising your voice, raise your hand.
Celebrating Womanhood Every Day
Don’t feel shy or underconfident, start volunteering, say yes to opportunities, sign up for new things & people, when you fall, just pick yourself up, fake a smile & move on. Eventually, you will gain confidence. Plan an ending time for your day. Your most productive days happen when you set a timeline for yourself.
You’ll bring an urgency and a focus to what you’re doing. The reason so many of us feel like we can never stop working and never unplug is that we rarely have a work-life boundary. Setting up a finishing time first thing in the morning will help set a deadline for the day. Let’s come to self-care, you deserve five minutes at least at the start of the day.
Before you start focusing on everything else in the morning, turn your attention inward. Spend five minutes quietly and develop something for yourself, whether it’s a journaling practice, expressing your gratitude or a meditation practice, or simply making a cup of coffee.
Spend some time, maybe 10 mins, in nature (walking barefoot on the grass or just taking in some sunlight, seeing flowers). If you can do that three or four days a week, you will have a fundamentally different experience because you put yourself first.
That’s achievable for every woman. Saying all this, I feel we as women are empowered & lucky that we can take care & nurture others. It’s a wonderful thing. We should celebrate ourselves, our small & big wins at home or work every day.
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. Ankit Malhotra, Founder, heyy,
The Indian mental health narrative has started to change from the “Hush-Hush” policy to a “Let’s Talk” approach, especially post-pandemic. While the need for mental health support had always been there, it took a pandemic to pedal push the accelerator towards realising this need to take care at a nation-wide level.
The deep seated “stigma” that plagues mental health in the Indian scenario is difficult to get uprooted by a single pandemic, thus, the impact this stigma still has on “adopting” mental health care support in the country cannot be overlooked.
Even though mental health needs are universal, there are no second thoughts about the fact that the pandemic has impacted the “working population” the most from the rest of the sections. 42% of employees remain stressed on a day-to-day basis and 1 out of 5 employees face a mental health issue at some point in their career trajectory. These figures have multiplied now due to changing lifestyles and evolving working scenarios. Juggling between offline-remote-hybrid work circumstances, have made life quite a struggle for both the employers and employees.
Startups in India are growing at a breakneck speed. By some estimates, we have 70,000+ startups in India employing more than a million employees. The average age of employees at startups is around 30 years. Means it employs some of the most ‘mental-health’ aware demographics in the country. For a startup to be successful long term, it is essential to understand the needs of this demographic at workplace and provide for it.
The push-pull of employee-employer needs
Staying engaged with employees
Frankly, its getting tough to understand how employee behavior is evolving over the last 2-3 years. Covid, global recession, war – are creating scenarios that are difficult to predict and put a HR-template on.
Inquire about employee’s wellbeing
In such a scenario, startups, due to their leaner and flatter structures, can stay more grounded and have their ears to the employee needs. Stay engaged with employees and inquire about their wellbeing more periodically. There would be numerous insights that will come out.
Stay in touch with national / international trends & stay flexible
Moonlighting, flexible work arrangements, hybrid work are some of the new age working structures that are gaining traction with employees. Stay informed and staying flexible will go a long way
Wellbeing policies
No question asked mental health leaves, period leaves for women, mandatory time off from work, are some key initiatives that are creating really positive outcomes. At heyy, we have extended some of these since our inception, with very positive feedback from employees.
Leaders stay vulnerable and open to feedback
Culture where vulnerability is accepted, mistakes are welcome, grow faster as companies and innovate faster too. Flipkart is an example.
But what about mental health support that needs intervention?
It would be wrong to assume that the above interventions are enough when it comes to mental health care of employees. 1/3rd of the day is spent in office, and it becomes employer responsibility to take care of their folks.
Get professional help
Mental health and wellbeing support comes in various shapes and forms. Best care is the one that is preventive and can solve for issues before they become severe. heyy, is such service in the preventive care space.
Ask the right questions, and no white-washing please
In a lot of cases, startups have extended mental health services through partnerships with insurance players. Ask if these are being adopted enough. Industry EAP / Digital care adoption rates are less than 1% for employees. This is not enough when more than 42% of employees are under stress. heyy, is pioneering industry leading adoptions with human-first care and more than 15% adoption by employees.
End of the day, employees have to demand better services too. Staying tight-lipped will not help. In our experience, most of the HRs / companies are not exploring better solutions because employees are not demanding them enough. Startups give that freedom of expression that large enterprises can’t, employees should use that effectively.
Several pain points of “stigma”, “awareness issues”, “scalability” being discussed and to an extent addressed using AI-Bot led platforms, EAP solutions or Self-Care Apps. Majorly the reason for not having “enough” credible mental health care platforms specifically in the workplace scenario is the absence of this “human connect”.
Humans have always been the social animals that they have and in no way can an AI or standalone self-care replace the human touch to address as sensitive a concern as mental health. Also, the new age Indian startups, while thinking on the lines of making solutions available, need to broaden their horizon and think more preventative rather than interventive when addressing the need for mental health. That will be the game-changer. Having a “human-first, preventive model” that proves effectiveness of care is how the adoption of mental health support bolstering with light speed! While the “need to take care” should come from within, especially with mental health, a more proactive-high touch approach is what is required to make taking “mental health support” easy for an individual. Keeping it human-first, simple, affordable, proactive, preventative, and easily accessible in our approach. It may take many more startups like heyy, to combat this national overload of mental health need and extend care at a community level.
Conclusion
Mental health support for employees has always been needed. Employees need to speak up and demand better services. In our experience, most of the HRs / companies are not exploring better solutions because employees are not demanding them enough. Startups give that freedom of expression that large enterprises can’t, employees should use that effectively.
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.
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 article is contributed by Marut Bhardwaj – Country Head, Potential Project.
Compassion is the willingness to improve the lives of others around you.
Rather than merely providing the bare necessities to keep employees happy and productive so that the company can make more money, a compassionate leader wants to help them thrive. In addition to having a long-term vision, compassionate leadership requires wisdom in directing the organization towards a human way of working and taking necessary initiatives to guarantee employee well-being in the present moment.
Traditional business KPIs are no longer enough in an era of increasing healthcare awareness. India’s working-age population is rapidly approaching 500 million people. Each of these workers will expect that their employer will cover the majority of the costs of their own and their families’ medical care. What was formerly considered a nice-to-have perk by certain companies is now considered a must-have.
Since good healthcare is employees’ need, giving appropriate attention to employees’ physical and mental health, therefore, is a big part of compassionate leadership. Especially in this era, where yet another wave of the pandemic has clocked in, leaders have a critical role in helping their employees navigate the turbulence of COVID-19.
The importance of employee healthcare for organizations
Your employees’ health and well-being is not just helpful to them; it generates an efficient and productive working environment that benefits your organisation at large.
Health-related absenteeism and rising healthcare expenditures provide a persistent problem to companies. Employers in the United States, where health benefits are prevalent, pay $575 billion a year in health care expenditures due to poor employee health. Employee absenteeism, chronic ailments that limit production and workers’ compensation are all contributors to this expense.
To be clear, these absences are not solely a result of disease. Poor physical and mental health can lead to a host of problems, including high levels of stress and burnout, as well as a lack of motivation and enthusiasm on the part of employees. In 2019, the World Health Organization predicted that between 2012 and 2030, mental health disorders in India will cost the country a whopping $1.03 trillion in economic losses.
Thus, employee health and productivity are linked: Healthier minds and bodies lead to greater levels of optimism, originality, and drive. Care for your workers means:
Employees who feel cared for and valued
Increased motivation and fulfilment in the work place
What measures can leaders take to improve employee health
After the outbreak of the pandemic, many leaders have started including additional advantages at the workplace, such as primary healthcare, regular testing and wellness programmes. Leaders have realised that small changes can go a long way toward making the workplace a healthy and uplifting place to work. Here are some more measures they can employ in pursuit of the same goal:
Encouraging your staff to participate in health and wellness initiatives.
All facets of an employee’s health are considered in an integrated wellness programme, which can include PTO, focus workshops, yoga sessions. These programmes encompass physical, mental, as well as emotional health of the employees. Providing annual employee health screening tests to make your employees aware of underlying health issues and help them avoid larger health problems in the future is also a part of these initiatives.
Such initiatives can lead to an 80% enhancement in organisational performance if done correctly. Though these initiatives may appear more complex to integrate into the workplace, the expense of unhealthy personnel is ultimately a greater problem.
Build a culture of health
Encourage your employees to exercise on a regular basis. Motivate them to join jogging clubs, gain access to gyms and other facilities, or just make little daily decisions that benefit their health, such as taking the stairs instead of the elevator.
Provide enough room for your employees to breathe and be present. Access to natural light, comfortable office seats, and ergonomic workstations all help to keep your staff engaged and healthy.
Leaders must create a work environment that promotes mental health through compassionate leadership, frequent breaks, one-on-one conversations, and other such measures.
Incorporate mindfulness into your wellness programmes
When it comes to a more comprehensive approach to your company’s employee health programme, mindfulness is a good place to begin.
Despite the fact that mindfulness isn’t difficult to develop or practise, it might be tough for novices to know where to begin. An ideal starting point is a company-sponsored course in mindfulness, meditation, or yoga.
It is possible to practise mindfulness in any setting, including a cubicle, a desk, or even a conference room. Leaders can also engage workers by including some mindfulness exercises into their next meeting or outing or directing them into some easy breathing exercises or yoga positions at the end or beginning of a meeting to help them focus.
Conclusion
It’s common for firms and organisations to be unsure of how to identify and cultivate a compassionate leadership style and workplace culture. By focusing on their employees’ most basic need – good health – they can kickstart the transformation to a compassionate workplace.
This article is contributed by Ms. Pritika Singh, CEO, Prayag Hospital & Research Pvt. Ltd.
Despite the sword of Covid-19 hanging above our head and living with our ‘new Normal’, 2021 saw some revolutionary change in the startup industry all over the world. Almost every industry experienced a boom in a number of successful startups throughout the year. In this run, India is not far away. In fact, the year 2021 turned out to be a substantial one for Indian start-ups and entrepreneurs. India saw a monumental rise of 46 businesses that achieved unicorn status. Out of the total, 95 unicorns so far in India, 44 achieved that status in 2021 only.
Women Entrepreneurs in India
This news deserves a massive celebration, and the fact that India now has 13 female unicorn founders, 8 of which joined the list in 2021, makes the deal even sweeter. The path paved and led by the likes of business stalwarts like Kiran Mazumdar Shaw (Chairperson of Biocon), Indra Nooyi (former Chairperson and Chief Executive Officer of PepsiCo.), and Falguni Nayyar (founder and CEO of Nykaa) is attracting more women business leaders to lead from the front and it is just the start.
Representation from names like Gazal Kalra (Founder of Rivigo), Ruchi Kalra (Founder of OfBusiness), Saritha Katikaneni (Founder of Zenoti), Ruchi Deepak (Founder of ACKO Insurance), Rashmi Verma (Founder of MapmyIndia), Garima Sawhney (Founder of Pristyn Care), Kavitha Subramaniam (Founder of Upstox), and Upasana Taku (Founder of MobiKwik), has proved that women entrepreneurs are here to stay. Not only that, but they are also shattering glass ceilings and carving a niche for themselves in industries like healthcare, science, and technology, the industries that are mostly populated and usually associated with men. These are still only the names of some female unicorn founders; thousands of stories are still untold of the women who are redefining businesses in these segments in their own way.
Struggles that Women Entrepreneurs Faces
The breakthrough of these women entrepreneurs is the much-needed silver lining, but this transformation is far from its completion yet. There is still a long way to go. And now that we are celebrating this breakthrough of sorts, it makes sense to underline the hardships and struggles that woman entrepreneurs face at large.
Societal Challenges
The societal design has kept women from stepping out of their homes and taking professional responsibility for the longest time. Despite all being said and done, when a woman eventually steps out of her home to work, her journey is quite distinguished from their male counterparts. Literary legends like Maya Angelou have also raised such issues of motherhood, marriage, and the challenges of being a working woman in society. Men have the liberty of switching off from their work after and before office hours, but sadly, women are devoid of that option. When a lady chooses to work at a job or a business, they meet an exclusive set of challenges. These include taking care of the home as well as their professional responsibilities. Such systematic design ends up burdening women even more instead of liberating them. There is always this added onus of striking a work-life balance and navigating home and office responsibilities onto these women. Despite all challenges, if we are witnessing so many women entrepreneurs and leaders on the rise, it proves that they excel at tackling them.
Less of Capital
When it comes to women founders, discrimination still exists in the form of the financial aid that they receive. Though women have proved themselves time and again to be as capable as their male counterparts in all respects in terms of businesses, the investors still find it difficult to believe they can lead an organization and this disbelief often leads to diminishing funds.
Reduced Support and Mentorship
Support from advisors and mentors always proves to be effective when it comes to business. However, as far as the women founders are concerned, they were still underprivileged in terms of the support they receives from advisors. According to the last survey, over 48% of the female entrepreneurs stated that the lack of support was prominent during their career and this lack of advisors restrained their growth massively.
Lack of Networking Opportunities
Women are always underestimated in every section of society even in this very millennia that we are living. This is why they seem to be forever lacking in networking opportunities and are always kept aside from their male counterparts. A proper network in the field of business or rather the lack of it can certainly set two persons wide apart.
Pressure from All Sides
Time and again, the debate surfaces that a woman has to work twice as much as their male peers to attain even remotely comparable recognition, remuneration, and other perks. They must prove them constantly, which pushes them to work harder. As a result, they have no other option but to give their best every single day. Women also excel at taking criticism and feedback. They are also better at multi-tasking, listening, and observing. Such qualities combine to make these women excel at their work in several aspects.
Women Leaders in Different Sectors
It is the result of these qualities, perseverance, and passion that has established these ladies as leaders. Today, women are breaking the barriers of traditional moulds and making their names in medicine, technology, healthcare, and science. The women are now redefining the rules of the game. Better yet, they are even deciding the new rules by themselves.
The camaraderie amongst the female workforce and a commitment to supporting each other is what’s helping them emerge out as the real champions. A doctor, lawyer, scientist, teacher, entrepreneur, or any role, the ladies are here to stay and lead the game from the front. We should not be surprised if 2022 presents 30 female unicorn founders instead of the current 13, especially since we have witnessed the event once.
Conclusion
It doesn’t matter what type of industry it is going to be, women leaders are going to conquer them all and they have already started to spread their wings in almost all of them. It’s just the beginning of something great and we will witness the rise of some of the greatest women entrepreneurs in the coming years. Here, one thing is for sure that the women, as they are and always have been on the receiving end of the brunt, will be coming out as more seasoned and indomitable players in the long run.
FAQ
Who is the Most Successful Woman Entrepreneur in India?
Vandana Luthra, the founder of VLCC is said to be one of the most successful woman entrepreneurs in India.
Who is the First Woman Entrepreneur in India?
Kalpana Saroj is said to be the first woman entrepreneur in India. She is the Chairperson of Kamani Tubes.
Who is the Youngest Female Entrepreneur in India?
Aditi Gupta, the founder of Menstrupedia is one of the youngest female entrepreneurs in India.
How many unicorns in India have Women Entrepreneurs?
Currently, around 13 unicorns in India have women entrepreneurs leading them.
Which Indian startup achieved its unicorn status in 2021 and is led by a woman?
OfBusiness is a startup that joined the unicorn club in 2021 and is led by a woman.
A workplace is where we spend one-third (8 hours) of our day which is more time than we do spend at home. Every company focuses on productivity. There are some milestones that people have to go to make work successful and tangible. Deadlines are key areas that have to be met in order to measure success. Some managers put unnecessary pressure on employees like extending working hours. Ideally, this cannot be a parameter to measure success and effectiveness. Motivated employees always remain positive and the opposite is demoralizing.
According to a survey, 75% of the reasons people quit come down to their managers. As the boss, you need to have the capacity to monitor each and every employee. When you realize some funny character in an employee, make a quick action and attend to their attitude. As an employer, have you noticed that your employees have started to withdraw? Reduce stress by observing the following tips on how to Inspire Employees to Work.
Flexibility in working hours should be encouraged to Inspire Employees to Work. Office time and personal time must blend. Keeping people at work throughout does not increase productivity at all instead employees get burnout. Flexibility makes employees work to achieve set targets within the specified time. After work, they get to attend to their personal issues effectively thus creating a work-life balance.
Set time for Break
Human beings are made to concentrate up to a certain period. Downtime for employees is very vital. Making employees work without break is unhealthy and production will be less. Burnout is eradicated when employees get time to be out of their desks for a cup of tea or water. Fresh ideas are conceived while being outside a normal work environment.
Structured Meetings
As an employer, avoid overwhelming employees with unnecessary meetings. It is a very terrible situation when people attend meetings just for the sake of culture. Meetings are made for updating and getting ideas from each other so organize an effective meeting only. Avoid wasting the time of employees, by organising unnecessary meetings.
Transparency
Information sharing is very crucial in a company. Employees are just like investors and they expect such treatment. Let them be at par with information, transparency makes employees attach and have passion with the company and also helps in winning their trust.
Develop Work Schedule
It is very tiresome to work blindly. This brings a lot of confusion when you’re trying to deliver the work. Work schedule helps in planning for activities. This is the only way to track and prioritize information. Allocation of tasks is done effectively. Teamwork is embraced, as people involved will understand work dynamics and work cordially and not based on fear.
Work as a Family
Despite the workplace bringing people together from various backgrounds, employees feel honored and respected when they are treated as a family. This is a place where we are driven by a common goal. Give employees your back just like any other member of your family. Stand with them and don’t let anybody abuse them. This is a very important point on how to inspire employees to work.
Treat Employees Equally
In a working environment, understand that no one is special than the other. Management should be concerned about everybody and not some hence productivity. When there is a difference in a workforce, teamwork will not be guaranteed and therefore the workforce will be split, which will in return be a hindrance. Favouritism brings discouragements among employees and brings division among employees.
Capacity Building
It is a very embarrassing situation when employees don’t know what to do. You always feel out of place and feel frustrated. It raises morale when you train employees to understand their work better. Proper work can be done with confidence only.
Provide Right Tools for Work
Most of the bosses demand much from employees while they know very well they have not equipped employees with tools. Employees feel harassed. Provide them with adequate and functional tools to facilitate their work. Tasks and deadlines will be met on time.
Participatory Approach
People are always allergic to changes imposed on them. Learn to engage employees in the decision-making process. For example, based on the kind of work that you do, get to know how people feel about the sitting arrangement. Get feedback from them, harmonize their concerns, and definitely this way, you will be able to address their needs better.
How to Retain Employees in an Organization
Every business or company needs employees to run effectively and meet its business needs. However, hiring new employees can become a tasking job causing levels of frustration to rise and hindering the progress especially when the company has just started. Thus, every company should learn Employee retention strategies in retaining its employee base.
Here, we bring you employee retention strategies and how you can inspire your employee so that they are satisfied and content with their work.
Create a Healthy Work Environment
This is one of the best Employee retention strategies for any company. As a start-up, there is a lot of work pressure on the employee to meet deadlines and make faster progress; however, employees tend to make mistakes under pressure. When such situations arise, make sure to not criticize or pressurize the employee by reprimanding him; instead, help them to become more efficient in their work.
Transparency
Maintain an office policy where everyone works with a clear knowledge of all the things going on in the company and is treated equally on all fronts. This is also one factor in employee retention strategies. All employees should be able to put forth their ideas and suggestions regarding anything. This gives an employee the sense of being involved and the more involved a person is, the more likely he is to stay.
Rewards
Your workplace is like your second home, hence, treat your employees like family. Give them occasional rewards on their success or any big achievement that the company makes, this will help in Employee retention strategies. Give them yearly treats that are personalized for them like providing them with a paid holiday or some complimentary leaves and gifts that they would like. Incentives may also be a good way to encourage employees, although gifts have a better impact in keeping them happy.
Do Leave and Staying Interviews
If you are unable to understand, why employees are leaving, ask them. Your human resource team can arrange a leaving interview for every person that is quitting their jobs and you can take their feedback to improve your companies’ policies. It helps in Employee retention strategies for your startup or business. Apart from this, you can hold interviews of the loyal employees asking them the reasons for their stays and what did they like about the company and what would make them leave. Assess all the feedback and improve yourself.
Provide Them With Small Perks
Give your employees some facilities to improve their lives so they can work better. A complimentary transport service or free lunch would work wonders. This will give a boost to employees and help in Employee retention strategies. Some paid leaves can also be given in order to make the employees loyal. The money spent on these things will be way less than the money spent on recruiting and training new employees which is not only a waste of money but time as well.
Hire smartly
While hiring employees make it a point to know whether that person is actually suitable to work in the company’s environment or not. Every company has a different culture and discussing that culture with the employee can go a long way to get an idea of whether the person will be suitable or not.
Keep a Tab on Everything
Even though start-up co-founders get really busy after the successful take-off of the company they should take out some time to check how the company is working. Recruiting a management team is not enough, founders need to look at every department and know whether the work environment is good or not. Sometimes, this can bring unexpected things in the light which can be corrected only by the bosses.
Respect the Work-Life Balance
Your employees have a life outside work and that should be respected. The employee works for the company during office hours but working beyond that is their own choice. So don’t make employees do more than they have signed for. This is one of the most important factors for employee retention strategies. Yes, there can be times when you need them to work a little extra but that should not become a daily routine because an environment like that will drive people a way to look for jobs that provide flexible working hours.
How to Keep Employees Happy and Motivated
Are you a small business owner? Do you wish to improve the office environment? The key to a successful business is to keep employees happy. It has been proven that a person is most productive when they are happy. So if you have a happy task force chances are high that your company will make tremendous progress. Keeping Employees Happy is of the utmost importance to your company and here are some ways to keep them happy.
Help Your Employees Feel Valued
If your employee is doing a good job appreciating their effort is very important. Thank them for the work they have put in and make them feel that you value their contribution. There goes a lot into doing some work, and giving appreciation might not be a big deal for you but will surely make your employee’s day. This will make him want to work harder and better. If something goes wrong, do not punish or be harsh on them. They are adults and know that they have made a mistake. Help them correct their fault or give them some extra time to mend their mistakes. Also making efforts to know the employee and be humble to them. An occasional small talk about their family and their kids will make the employee feel as if they are important.
Positive Atmosphere
Try to create a positive atmosphere in your office. The workspace should enough room for your employees to walk and move. There should also be spaces for your employees to interact with each other or relax while taking a break. A dark and congested office will never improve the work environment. Place some greenery around the office. Let some fresh sunlight come in so that people feel recharged. Also, change your air filters and get the office cleaned regularly. A clean environment is sure to make a person feel more relaxed and will help in keeping employees happy.
Involve Them
Involve your employees in everything. Take opinions on every topic. They should know what business the company is doing and how their work is affecting the company. You can set up regular employees meetings for the exchange of ideas. The meeting should not be excessively serious and all work. It should have a light environment and everyone should be given a chance to share their thoughts and opinions any topics. This will make them feel more involved in the company matter and give them a feeling that they have a responsibility to hold. This is one of the most important points to Keep Employees Happy.
Let Them Work at Their Own Ease
With so much technological advancement you do not have to follow the old ways and lock your employees up in an office. Let them do their work at their own ease. If they have an emergency, let them work from the comforts of their houses. If they are completing their work, it is not necessary for you to constantly have them in front of your eyes.
Give Them Time off Work
If your employee has been doing a good job all year giving them an extended vacation is not bad. If they are a good employee, they will make sure that they complete their pending work on time. This has another advantage. The other employees will see this and want to work hard and earn their own perks.
Encourage Them to Stay Fit
A fit person is always a happy person. This does not mean that you need to tell your employees to go to the gym every day and lift weights. All you need to do is motivate them. You can build tennis or football or basketball court in your office. Or you can have an indoor gaming area where your employees can come and ease out the stress and also get some exercise. This will keep the endorphins in their body running and in turn, it will help Keep employees Happy.
Conclusion
As a leader, you should act as a role model. Employees would always imitate your actions. Show concern to employees by responding to their needs on time. Appreciate them by celebrating their achievements and where applicable give incentives. All this enhances production and inspires employees to work. Good employees are the backbone of the company and retaining them will go a long way in making the business a success, hence, keep these points in mind to maintain the smooth progress of the company.
FAQs
How you can motivate your employees?
To motivate your employees, you should praise them, treat them with respect, don’t be impartial, and try to listen to their concerns.
What are the best retention strategies?
Provide your employee’s growth opportunities. Engage with your employees, reward them for their work and be impartial.
What is the key to employee retention?
The main points to do is to provide job satisfaction to the employee and keep them engaged, that is how you can retain your employees.
This article is contributed by the multiple couple entrepreneurs.
Work life balance harmony in the life of an entrepreneur is one of the big challenges they face. Differentiating between work and life becomes difficult for entrepreneurs. And when we talk about Couple Entrepreneurs, where both of them are building the same startup, it is quite interesting to know their management to get a proper work-life balance. Building and successfully running a business together and maintaining work-life relationships are equally important.
StartupTalky took the initiative to know how couple entrepreneurs manages their work-life relationships. Let’s take a look at some of the startups founded by couples and their view on managing personal & business relationship.
Zypp Electric | Founders: Akash Gupta & Rashi Agarwal
Zypp Electric Founders | Akash Gupta & Rashi Agarwal
Entrepreneur couples are usually busy 24×7 in building their ventures. Most of the time, the work becomes life and personal life goes for a complete toss. However, at the same time, they enjoy and value the time spent together at work and in their personal lives, where they can learn, solve problems, and discuss strategies together.
Rashi and I, we both try to balance our work-life relationship by taking 2-3 days off at least once in 6 months and planning a trip together to a new destination which helps us unwind, recharge and realize that we have a couple life apart from work too. We also try to make sure that we watch movies, TV series together as part of our couple goals.
We are residing in a scenario where the global corporate community is evolving on the startup culture successfully! Startups are independent and flourish through the actions and efforts put in by the entrepreneurs in constructing them from scratch. While being on a similar note let us address the qualities that couples who start startups share. Studies do present mixed reviews on this one but let us view this in a positive light.
Same workday cycle – startups in their early days have no fixed timings or schedule as one has to put in all their time, effort, heart, and soul into its making. The same workplace and working hours gives the couple an added benefit to be on the same work cycle even while working for longer durations or through vague timings.
Aligned passions – couples who build a startup together are committed to similar elements and are compatible in their thought processes which in turn reinforces their communication, connection and boosts the growth of their startup.
Complimentary relationship – while the couple does not have to acquire the same skills, their creative differences can complement one another and they can work over their respective domains in the startup. They can give their best shot where their specialization lies.
Working the negatives – building a startup from scratch is no joke and it is nearly impossible that two people, even though a couple, would blatantly accept whatever the other one proposes and hence a couple constructs their professional relationship with the same patience and compassion in the way they built their own relationship. Since they are well aware of each other’s choices and recognize each other’s differences it becomes easier for them to respect the other one’s judgment and make space for it.
The difficult discussions – when a couple works together towards creating something substantial for themselves they realize the value of putting the other life decisions on hold which can be taken care of later in life.
In the contemporary world, entrepreneur couples are setting newfound goals for all the couples around them. With the hustle and bustle of the entrepreneurial work life and long hours they are managing to balance their professional and personal life with a bang!
Some significant factors that lead to this work-life balance:
Set boundaries in the boardroom and the bedroom – when the couple is working, even if at different offices, it is necessary to set boundaries when it comes to professional talks and personal talks. One must keep the two separate in order to maintain a healthy relationship and respect for their personal space.
Time management – the right management of time is the key to success in life whether it is in personal life or in professional life. Couples must discuss and divide their time as per the requirements of their home, partner and their official needs. You must plan your week beforehand and fit in some personal time exclusively for each other.
Clarity on finances– with the busy schedule of one’s life, couples often forget to discuss the crucial matters that affect their personal lives. One such matter is the finance. A detailed discussion and agreement on the expenditure, budget and vacations is a must to avoid any disagreements in the future.
Keep the spark alive – while being busy with work do not forget the small things that laid the foundation of your partnership. It is not about fetching the stars, all about the little gestures. Surprise each other with each other’s favorite things, make time for movie dates or watch a season together, run small errands for one another and just keep the love alive in the best possible ways!
Be supportive – any relationship progresses on the love, respect, and support, that the partners give one another. While a million things go wrong on the professional front, at least the partners should be sure of having each other’s support through their darkest days.
Patience is the key– in the midst of the heavy days, practice to remain patient and calm with your partner. Not every day the sky shines bright and you must remember that as a couple. Do not lose your temper together on each other, it is not you vs. the other, it is always you both vs. the problem. Try to find solutions to disagreements rather than fueling them with ego and harsh words.
Zymrat is an Innovation-led D2C Performance Wear Brand dedicated to creating world-class athleisure wear products for the Indian audience.
Ujjawal Asthana, Co-Founder & CEO, Zymrat:
I started Zymrat with Ankita while we were dating and got married while taking this journey together. The decision was very simple for us, if we can trust each other with our lives, we can trust each other with our dream. To be honest, I am at a point where I cannot imagine anyone else as my co-founder. Through all the highs and lows, doing a startup together is nothing less than bringing up a baby together. I consider myself lucky to have met my co-founder and wife through the common interest of fitness and building a brand. Zymrat is not only allowing us to live our dream of building a world-leading performance wear brand out of India, but it is also allowing us as a couple to spend the maximum amount of time together doing what we love and cherish. From getting the first order to spending sleepless nights shipping 1000s out of our 2bhk flat, to raising funds, to building a dream team, we have done it all and we continue to do it. If both partners share a common goal and are equally passionate about the journey, the joy and the depth of the relationship reaches unprecedented levels. I wouldn’t do it any other way.
Ankita Riva, Co-Founder & COO, Zymrat:
Ujjawal and I are married, and we are also building Zymrat together. Zymrat is an innovation-led D2C performance wear brand, and we make world-beating products for everyday athletes. Our vision for Zymrat is audacious and I am actually glad that we are doing it together. Entrepreneurship is a long road, an emotional roller coaster I’d say, and co-founders play a crucial role in each other’s lives, and if they are related to each other then the role becomes even more critical. The journey of entrepreneurship is so demanding, deep, enriching and satisfying that eventually, the line between work and life starts blurring out. If you are into it together as a couple, then you care more about each others’ physical and mental health than merely thinking about work-life balance, while still having eyes set on the vision. Turning off the laptop for a couple of hours every day, ensuring that you are having dinner together every day, going out on a date night every now and then are a few great ways to keep life balanced. If you have a common interest outside of work then that interest automatically takes care of the balance. In our case, hitting the gym together whenever we can keep doing wonders.
The Nestery | Founders: T S Viswanathan & Vaishnavi Rangarajan
The Nestery Founders | T S Viswanathan & Vaishnavi Rangarajan
The Nestery is a Context-led Vertical Marketplace focused on Helping Modern Indian Parents to discover and pick up the right products just when they need them.
We actually almost don’t manage. Pandemic however has been somewhat of a blessing in disguise because we’re able to sort of work from home and as a result, you know, at least we are physically present at home while you know our six-year-old attends school and lives her life. In terms of as a couple, it’s actually good for us because we know each other for over 12 years and we’ve been married for a good 10 And it’s been a good experience because when it comes to work, we have very different roles and responsibilities. So there is no stepping over each others’ toes. But sometimes, yes, living and working in the same space for 24 hours by 365 can get overwhelming. I know, for example, TSV goes for playing poker. He has a set of friends with whom he goes out and meets every weekend. I am on the other hand, like 100% homebody if you just let me be I will be home alone. And so that’s really helpful manage work in life.
Naina and Prateek Ruhail, Co-founders of Vanity Wagon – India’s first and largest clean beauty marketplace, tied knot in 2012 and have a 2- years old daughter. They being the youngest clean market entrepreneurs in the country, have onboarded mammoth brands like MamaEarth, Juicy Chemistry, Daughter Earth, Blossom Kochhar Aroma Magic to name a few out of their 105 brands client portfolio since the inception of the brand in 2018. With the launching of this platform, they aim to establish an incomparable and yet trending e-commerce platform with a concept of clean beauty.
The couple has grown the brand multifold in these years. The annual turnover of Vanity Wagon for the previous financial year is USD 0.75 Mn and have clocked close to 35k orders, average ticket size of USD 14 till date of a value of USD 0.5 Mn. Since 2019-20, revenue upsurged by 5 times. With an aim to become the largest selling clean beauty portal in the country, they have grown the workforce from 12 (pre-covid) to 22 (post-covid). VW’s monthly users have risen from 30k to over 1lac now and the affiliate network has now reached a remarkable 500-member team from 98 in March 2020.
Working as a couple has a lot of pros, much over the cons. Naina and Prateek understand each other well and that allows them to collaborate well. Also, as a couple they can freely be the devil’s advocate at times, allowing themselves to arrive at the right decision together.
Talking about the secret of managing perfect work-life balance, Naina says, “it’s a lot about respecting and caring for each other and while we work together, we make sure we detach from our work for a few hours when we are home, helping us build some amazing memories and enjoying our time together.”
For entrepreneurs, perfect work-life balance is a mirage. There is no such thing as a balance when you love your partner and what you do professionally together. It’s a full-fledged mental fixation. Giving “time” is significantly less crucial than paying attention. You may spend all of your spare time with someone, but if you’re not mentally present or making an effort to improve as a partner and lover for your spouse, you’re squandering your time.
While it’s unrealistic to expect you to leave work at the office once you get home, you may make an effort to turn off work conversation for a period of time in order to be present for your family. Make it a point to schedule time for yourselves on a regular basis. Both the partners individually need to find out their passion areas and devote time towards it. Outside of the company, and even outside of our marriage, couples have their own lives. Make an effort to keep up with the activities that offer you joy and allow you to escape from the demands of everyday life. Also set aside time to spend together, putting business discussions on hold. It’s critical to recognize that your marriage is precious and takes precedence over your business. You’ll have a better understanding and relationship with your partner if you both share that mindset.
The line between work and personal life is frequently blurred, and that’s fine. The commonality of your core values should allow you to work incredibly well together. Everything boils down to your belief system and if that is aligned, your relationship and business will thrive.
The Baker’s Dozen | Founders: Aditi Handa & Sneh Jain
The Baker’s Dozen Founders | Aditi Handa & Sneh Jain
Working with your life partner is like an exciting roller coaster ride and luckily we have managed it well so far. In our opinion, for any entrepreneur, work life balance doesn’t really exist, especially at the initial stage of work. The passion for work, the product, the business is so high that moving away from it is like being away from your comfort and happy zone. The same applies for Couple-preneurs. We both are passionate about our work and thus having a supportive family environment helps concentrate on work in a way where the lack of work life balance isn’t too much of a problem.
However within a few years couples do tend to want some time away from the business and concentrate on their personal priorities whether as a couple or as individuals. In our case the rule we had placed was that we won’t discuss work on Sundays. Sunday’s were earmarked for personal and family priorities. Apart from that, if we talk about stress levels and how to cope with it, then I think the stress levels are very high for Couple-preneurs. But the trick for this is one’s perspective towards a situation. The same stressful situation can be looked at from a lens that motivates and makes you happy.
Inspired by the love of consumers towards local handicrafts as well as the functionality of bags in this active, bohemian, solo, and nomadic lifestyle, Zouk aims to support and encourage good Indian craftsmanship and handicrafts, to keep India’s culture alive for future generations and combine them with modern functionality. The dynamic husband-and-wife duo of IIM Ahemdabad graduates – Disha Singh and Pradeep Krishnakumar, founded Zouk in June 2016 and it has been growing ever since. The idea behind Zouk was to promote the local craftsmanship of India so that the upcoming generations are always closer to the Indian roots and also help the majority of Indian women in the workforce who wear traditional ethnic attires to work. The brand is a Proudly Indian,PETA certified, Vegan and Cruelty-free D2C brand. The brand plans to expand overseas by Financial Year ’23.
As founders, we are the ever-optimists. While we are typically wired in 24×7 on building Zouk, we have better control over our schedules. We also connect with our teams on a weekly basis to align on their team’s priorities and solve any of their blockers. A big part of how we can manage work and life is thanks to our team. They drive most of the execution and hence allow us to think about strategic pieces.
Everyone knows that an amazing team can change the company’s growth trajectory. What’s not said often is that a great team can do wonders to the health and wellbeing of the founders.
ESDS | Piyush Somani & Komal Somani
ESDS Founders | Piyush Somani & Komal Somani
Piyush Somani is the Chairman and MD of ESDS Software Solution Ltd. and Komal Somani is CMO and Whole Time Director at ESDS Software Solution Ltd.
One of the partners has to be a silent observer. What that means is that one of the Entrepreneur doesn’t react at all and are committed to watch everything and discuss on everything and decide on things jointly. If there’s no consensus between both of you, avoid taking that decision unless the consensus is built. Couple Entrepreneurs cannot force their individual decision on each other, that’s the secret to have true partnership with your better half.
Tarrakki | Founders: Saumya Shah & Shaily Shah
Tarrakki Founders | Saumya Shah & Shaily Shah
Building a start-up from scratch is very stressful and sometimes it impacts personal relationships. But it is definitely a good experience to have my partner Shaily Shah, Co-Founder of tarrakki in this journey along with me since the inception of tarrakki. We get to learn new things in the process each day (personally and professionally)while working and it adds alot of value to our work. I personally believe that having clear boundaries between personal and professional life is the key. Another key learning is to know when to switch off from the work and avoid the natural temptation of working 24*7. Also, working together brings up it’s own set of challenges, so it’s important to find strengths in joint wins along the way. However, it is a good experience to have the life partner also be the business partner and together we are game for any challenges that come our way be it at a personal or professional capacity.
AKS Clothing | Founders: Nidhi Yadav & Satpal Yadav
AKS Clothing Founders | Nidhi Yadav & Satpal Yadav
Apart from operating a business properly and economically, a couple who decides to start and grow a business together must achieve that delicate work-life balance that is important for one’s mental health. Many couples operating startups have discovered that setting out ‘personal time’ for one other and their families have helped build relationships while simultaneously growing the business.
It has become difficult for people to distinguish between personal and professional time. And it’s considerably more complicated when the employees are a couple, and it’s even more complex when the pair is an entrepreneur.
Maintaining a healthy level of communication with your spouse is essential when working together. Your professional and personal relationships may suffer if you wind up tiptoeing around one other. It is critical to communicate clearly. Clarify which role you’re speaking from if you’re dissatisfied with something as a coworker but not as a spouse. Failure to do so will result in a great deal of avoidable strife.
A successful professional connection is predicated on a successful personal relationship. You can’t have peace at work, and at home, you can’t have war, so all you can do is prioritize your connection. Even if you see each other every day during the week, you should schedule a date night for the weekend. This will maintain your personal relationship on top of things while also providing you with a vacation from any business-related stressors.
When you’re at work, though, it’s essential to maintain a professional relationship. If you don’t do so, your emotions will get in the way of making complex business decisions. Treat your spouse as if they were a coworker. Make every significant choice as a team while still acknowledging your particular abilities.
Nidhi Yadav: My spouse Satpal and I always set aside ‘personal time’ for each other and our family, which has helped us strengthen our relationship while developing our business. Every weekend we plan a dinner or lunch date and go shopping or picnics along with our family. We always prefer having at least one meal of a day together and make sure to spare some time out of our busy schedule for our daughter.
I believe maintaining a healthy level of communication with your partner is essential when working together, and always keep our professional and personal affairs away from each other and communicate whenever we have any issue.
This article is contributed by multiple Startup founders from different fields.
It is very likely that in your entrepreneurial journey, you will find a need for a mentor and somehow will get yourself one as well. They will guide you, advise you, cheer you, inspire you, and will give you confidence when you are in dire need of some. Apart from all these benefits, there are other benefits of having a mentor as well.
In this article, we will talk about how having a mentor really helps us. Some of the successful entrepreneurs shared their views on this topic. Let’s take a look.
Manav Shah | Founder, Eduvacancy
Personally, my mentor helps me in maintaining a work-life balance. I have learned the concept of not burning out from my mentor. It is extremely critical to take small breaks and explore life. This really helps me personally as it allows me time to think and retrospect in general about various critical decisions I have made in the past and the ones I need to make. Also, the idea of taking time off and analysing situations is something that my mentor has taught me. My mentor has taught me the importance to devote time to any sports or physical activity, which in turn has led to a more focused and productive daily output for me.
While professionally, my mentor has been a pillar of strength for me. He guides and helps me in making challenging decisions. More importantly, he has taught me the value of evaluating every decision I make. Through the concept evaluation, I measure and track the number of accurate decisions I make. This helps me to understand what worked for my startup and what dint. He helps me in setting the right culture in my organization. If you want to achieve the scale, it is extremely important to set the right culture. An important aspect my mentor continuously teaches me is to respect and accept every idea.
Kunal Ahirwar | CEO & Co-Founder, Earnvestt Technologies
Tanul and Kruti have been pivotal in our growth as a team, our company, and our personal growth for each and every one of us. They have given us a thought process, a methodology for building and tracking our progress. They have given us important interventions and helped us correct course whenever needed.
Utkarsh Gupta | Managing Director, Ramagya Mart
A mentor is not a teacher but a guide and is present with me at every business decision juncture involving resources. Resource today means time, money, and people. My mentor is like a listening wall to me; a sounding board that has a talking back ability with data, rationale, and logic.
Someone that can point the positives and negatives, be strong enough to tell you this will work and this won’t. It is someone who is in a position to tell you with facts and figures if what you are doing will act like a boomerang. It is someone that tells you let’s do it; we are in it to win it. I am blessed to have a mentor that makes everything look so effortless and easy. Due to such mentoring, I am at peace personally and professionally.
Neha Indoria | Co-Founder, Boingg!
Professionally, speaking to folks who have experience in a specific field of business/ have faced similar problems in a different business helps one get ideas to navigate the problem & find creative solutions. Personally, it’s just a great motivating factor. When overwhelmed with a problem, being able to talk to someone who tells you that they have been there and seen similar problems elsewhere, and tells you that you are not alone and that this too shall pass.
As we bring our whole selves to work every day, the lines between professional and personally, get blurred sometimes. In personal lives, one chooses to seek out the ones who know us deeply. Usually the teachers or professors from student lives. Professionally also, the investors also keep you real. They call you out when something is not right and at the same time, they are also the wind beneath a founder’s wings. They also add great value in connecting you with the right people, helping you build a roadmap and provide a safe sounding board. Also considering that there are Gen-Z in the workforce who bring a completely different mindset, reverse mentoring can also help massively. I reach out to the youngsters in the organisation from time to time.
Ritesh Ujjwal | CEO & Co-Founder, Kofluence
Mentors contribute in multiple ways and it can be contextual or acting as sounding board or to help clarify the thoughts. The sample case in point is let’s say, you’ve successfully travelled a journey from 0 to 1 and you need guidance to get from 1 to 10. Mentors who have chartered the path (Need not be from the same industry) will be instrumental in helping understand the big picture, provide guidance on approach and key levers along with risks.
Conclusion
Apart from all these benefits, mentors can help in other things as well. Entrepreneurs will definitely realise that when they decide to get a mentor for themselves. When you have a mentor, not only if they give you advise regarding your business but they will also help you in creating a proper work-life balance.
Varun Bhardwaj
