Workplace Dynamics with Kamal Karanth

How we fail the leaders we hire/promote? Some confessions!

What if you say in a job interview that the reason to leave the previous company is a "relationship breakdown with your ex-boss/team"?

Why isn't the women CXO needle moving beyond CHROs? How about CFOs?

Having a retention conversation after someone resigns... is it a waste of time? What's the enterprise philosophy of retention, if there's one. The best opportunity for a Supervisor is to do the right things for their people when they are working with them, not after they resign.

Large enterprises announcing layoffs often add-in severance packages to soften the situation at both sides of the table. This episode discusses if there's a severance package that's generous enough to reduce the sting of the sense of rejection that layoff comes with.

What motivates you the most at work? Is it Money? Affiliation? Achievement or Power? If it's Affiliation and Connection... what are you more connected to...? The Enterprise or Brand? Your Manager? Your team or peer group? Or your role?

What's your definition of Freedom at the workplace? Choice of work time, space, location, colleagues, bosses, tasks... and beyond.

Are company dinners with bosses and colleagues the time to connect with them or enjoy the meal? Are there official DOs and DONTs for informal lunch or dinner meetings with super bosses and colleagues? Should HRs also set out guidelines for the same?

If you know your colleague's salary and use it, is it a breach of confidentiality terms signed with your employer? What do you do if you get to know your colleague's salary or increment percentage or bonus amount? How can we get caught up with others' pay information?

A top reason for candidates dropping out of a recruitment funnel is the time taken for the hiring process. Is it the system or the process of meeting multiple candidates or unusually high number of rounds or something? Irrespective of the technicalities, isnt it the Hiring Manager who is to be blamed for inordinate delays causing candidates to dropout? Can Hiring Managers step forward and own up the control they have in the velocity of a hiring process?