On this episode of The Shape of Work podcast, we interacted with Pratik Raj, the Senior HR Business Partner at Flipkart.
Pratik talks about finding his way to being a Human Resources professional, structuring a successful internship programme at Flipkart, and managing teams.
In addition to some actionable tips for best on-boarding experience, he talks about building a successful recognition framework and establishing a culture of employee engagement.
EPISODE HIGHLIGHTS:
Significance of internships for better exposure:
An internship is a pedagogy of the practical exposure every individual requires. Pratik feels that the major problem lies in the fact that our education system relies on theory. To solve the complex issues of the industry, one needs to have holistic experiences. Theoretical learnings do not offer this exposure.
There are multiple opportunities for organizations and academies to collaborate and offer students to work in the corporate world. These are the same set of individuals who are going to join these organizations in a few years. Thus the organizations are investing in them a little prior to enhancing the larger talent ecosystem.
Factors to be considered in the onboarding process:
The virtual world has brought in many challenges in the workspace. Pratik talks about the onboarding process in his company. In the first three to six months of a new employee, whatever they bring to the table irrespective of their skillset is considered very important. They should feel psychological safety within themselves. It brings in the belongingness and their interest in the organization’s growth. He further mentions that the onboarding starts as soon as the paper is signed.
Pratik talks about the mix of centralized and decentralized measures in the process. One cannot have a specific checklist regarding the things to be done. From a central onboarding perspective, there are things that companies can help the employees assimilate, for example, some systems, structures, etc. These are some of the processes his organization focuses on that will help ensure that everything is pleasing for the employee. All these things should be completed before joining or within the first week of joining.
One of the problems which Pratik personally picked up was the feedback they received from the employees after attempting everything. The employees do not feel that they know their peers even after months of working. That is where the role of a people manager comes into the picture. They need to ensure that the employees receive a platform where everyone is connected.
How can employee engagement increase productivity?
Pratik shares his personal learnings for this topic. Employee engagement is extremely important for the performance of a business. It is a function of the overall culture of the company. Pratik feels it is totally based on the way the company treats its employees. Several initiatives are being run in different organizations, and they are working out well. Concepts of employee wellness and no meeting hours can be included here.
Thus the leaders in the organization must have empathy for these employees. Pratik feels that these factors have been considered effectively in the organization. One of the most important things is making work meaningful and not just an input-output matrix.
Follow Pratik Raj on LinkedIn
Produced by: Priya Bhatt
Podcast host: Yashwanth Jembige
BONUS: Here is A Comprehensive Guide to Employee Recognition for understanding the detailed benefits of employee recognition and ways to practice it.