seachange for HR by NewCampus

Designing rewards is an iterative process. 🍵 During our community event last month, Aayush Sikhwal (Global Total Rewards Lead) emphasised the critical importance of effective communication when it comes to rewards design from an HR perspective. To stay informed about these insightful events, we encourage you to join the community — Link in comments.

During a recent team trip with NewCampus, we took a moment to reflect on how we can create a valuable and engaging space for our community friends. 💗 While we’re still brainstorming, we want to create regular opportunities for you to share your thoughts and shape the community activities. Your feedback is important to us, and we want to make sure our community grows in a way that meets your needs!

In what ways can situational leadership impact team performance and morale? 🍊 The ability to adapt your leadership style to meet the unique needs of your team is more crucial than ever. Together with Aaron Chan, CPC (Co-Founder at Absolute Possibilities), we’ll look into the principles of situational leadership, explore how people builders can assess team dynamics, identify individual strengths, and build a culture of growth. 🗓 30 October 2024 ⏰ 5 PM SGT / 4 PM JKT 🎟 Link to join in the comments!

We are excited to extend a warm welcome to our new seachange for HR members this week! 🍊 Thảo Nguyễn, Director of Talent at Enlab Software Sneha Chhabria, HR Manager at Splore Laura Jong, CHRP, Talent Acquisition Manager at McEasy Trang P., Recruitment Manager at Hyperion360 — seachange is a community for HR professionals at SEA startups, past and present. By helping HR professionals get support and stay effective — our vision is to power Southeast Asia’s tech & innovation ecosystem with stronger people & culture systems. Link to join in comments.

For our September event, we unpacked ESOP, a topic many were interested in! 📕 We were lucky to have Aayush Sikhwal share his experience in creating ESOP for different company needs. Here's what we learned: - Creating an equity plan takes time and may need adjustments. Good communication and legal protection are important throughout. - How equity is given out depends on the company's growth stage. New companies usually start carefully, while more established ones use a planned approach. - It's better to focus on explaining ESOP to a specific group of employees rather than everyone at once. We encourage everyone to join the ongoing conversation and share your experiences — Link in comments.

“Change requires us to make a conscious effort.” In our previous seachange workshop, we were excited to have Guzmán González (Operations and Change Lead at form-three) share his insights and experience in scaling sustainably. One of the key takeaways from Guzman's talk was the critical importance of taking change one step at a time. This concept challenges us to dig deeper into our organisational practices and reassess our approach to transformation. By breaking down large-scale changes into smaller, manageable steps, we can create a more sustainable and less overwhelming process. This methodical approach not only allows for better adaptation but also provides opportunities to learn and adjust along the way. It emphasises the need for patience and persistence in our change initiatives, recognising that lasting transformation often requires a series of well-planned, incremental adjustments rather than abrupt, sweeping alterations. 🌟 Exciting news: We’ll be having another workshop with the seachange community next month! Keep yourself updated by joining the seachange for HR community — Link in comments!

“It’s all about forging that links with L&D and performance as a core L&D strategy as early as possible.” 📝 In our previous seachange circle, Jason Jocson (Head of People and Culture at etaily) discussed the critical topic of securing leadership buy-in for L&D initiatives. He emphasised that no matter how comprehensive or well-designed our training initiatives, plans, or calendars may be, without the wholehearted support and endorsement from leadership and management, these ambitious projects risk remaining merely theoretical. We encourage everyone to join the ongoing conversation and share your own experiences — Link in comments!

We are excited to extend a warm welcome to our new seachange for HR members this week! 🍊 Kurniawan Wicaksono, Organization & Citizen Development at MarkPlus Albertus Christian, Regional Head of HR at Cove Kim Ng, Associate Director, Total Rewards at Aspire Charlene Goh, People Operations & Payroll at Menyala Aloysius Lin (IHRP - CP), Manager, People & Culture at GetGo Laura Pasaribu, People Manager at Aspire Arnold Sigisa, Head of People at Nuri Global Chloe, Senior People Strategy Associate at Glints — seachange is a community for HR professionals at SEA startups, past and present. By helping HR professionals get support and stay effective — our vision is to power Southeast Asia’s tech & innovation ecosystem with stronger people & culture systems. Link to join in comments.

“Culture is a strong differentiator.” In our previous circle event, we invited Sarah Ho (Director, Rewards, Org Development and People Services at Carousell) to chat about C&B. She shared valuable insights on the critical role that company culture plays in employee satisfaction and engagement, emphasising its importance beyond traditional reward systems. A strong company culture is key to keeping employees happy and motivated. It gives people a sense of belonging, purpose, and a positive workplace. We encourage everyone to join the ongoing conversation and share your own experiences — Link in comments.

Employee Stock Ownership Plans (ESOPs) are gaining popularity among startups and tech companies in SEA. How might we design this to fit our organisation culture and goals? 🍊 Together with Aayush Sikhwal (Global Total Rewards Lead), we’ll have a casual lunch-and-learn session on this topic: 🗓 24 September 2024 ⏰ 5 PM SGT / 4 PM JKT 🎟 Link to join in the comments!