ARJUN KADAM’s Post

#employeerelations The Significance of Long Service Awards. Recently, I and about 7 other colleagues received long service awards at a beautiful all staff event. This is a practice not unique to one organization. It is very common around the world to felicitate long serving staff. This is an important event not only for the recipients, but also for the company. How? 1.     A good place to work: A long service award also means that the company is a good place to work and that employees have stayed for a long time. If it is a toxic, dull workplace, employee turnover will be great. There is a reason for staff to stay longer. Work environment , supportive managers, psychological safety are just some of them. 2.     A good employer: A good employer knows how to retain talent. A person serving 5+, 10+ or 20+ says a lot about the employer. Compensations and benefits (rewards) are probably good at this company. 3.     Career prospects: When the company offers ways to climb up the career ladder, this is another reason to stay. Very rarely does one person stay in one role. If there is room for growth and the company encourages and supports employees to grow and develop, it is a place worth staying at. 4.     Inspirational: When long serving employees are felicitated, the new joiners are motivated to commit themselves stay longer and be recognized. This helps the company to retain good talent. 5.     Appreciation: for committed staff, it is not only monetary rewards that encourages them, but also the appreciation from the company. Each individual knows how long they have worked in the company. But a felicitation ceremony with citations being read out as to how they have made exceptional contributions, well that motivates the employees to give back more to the company.   ( Please leave your thoughts below)

What if Departures Were More Than Just Goodbyes, But Masterclasses in Disguise? 🌟 As we bid farewell to our esteemed colleague, I can't help but reflect on the missed opportunity in our traditional departure process. Throughout my career, I've never received a farewell email that truly celebrates a departing colleague's achievements and the impact they've had on our company's growth. 🔔 Isn't it time we changed that narrative? Imagine a "Departing Wisdom" session where the individual leaving the company generously shares their victories, hard-earned lessons, and invaluable insights from their journey with us. It's about turning these farewells into powerful learning experiences for everyone involved. This would also instill a sense of gratitude and fulfilment in the individual for acknowledging his contribution! Now this makes me curious 🤔 🤔 Do you believe fostering open communication and knowledge transfer during departures could benefit our entire organization? Share your thoughts in the comments! Let's rewrite the script on departures and celebrate the invaluable contributions of our departing colleagues openly and proudly. #Transparency #LearningFromLegends #EmployeeAppreciation #LearningOpportunities

A Farewell with a Missing Piece: The Story of Emma and the Incomplete Thank You Once, in a bustling company with many departments, there was an employee named Emma who had dedicated five years of her life to the organization. Emma had been a cornerstone in her team, always going the extra mile and bringing positivity to every project. As her time at the company came to an end, her manager decided to present her with a thank-you certificate to recognize her hard work and contributions. Emma's manager reached out to the HR department to request a certificate template, expecting to find one easily available. However, to their dismay, they discovered that the company did not have a standardized thank-you certificate cadre. Each department had its own approach to recognition, and there was no uniform template for such occasions. Undeterred, the manager took it upon themselves to create a simple certificate using a basic template they found online. The result was a rather plain document with generic wording that lacked the personalized touch Emma truly deserved. On Emma's last day, the company gathered for a small farewell gathering. The certificate was presented with sincere words of appreciation. While the gesture was heartfelt, the certificate itself felt somewhat lackluster compared to the significant impact Emma had made over the years. The lack of a dedicated cadre for thank-you certificates left a gap that couldn't be filled with a one-size-fits-all approach. As Emma left the company, she was touched by the kind words and the effort to acknowledge her contributions. Yet, a small part of her felt disappointed by the impersonal certificate. It was a reminder that, despite the company's numerous achievements and impressive projects, it lacked a meaningful and consistent way to recognize the individual efforts of its employees. In the end, Emma's departure was marked by a bittersweet feeling. The company had missed an opportunity to make her farewell truly special, highlighting the importance of having a well-thought-out recognition system that honors employees in a way that reflects their true value. The story served as a poignant lesson for the company: that recognition should be as personalized and meaningful as the contributions it seeks to honor. - #EmployeeRecognition - #Farewell - #ThankYou - #EmployeeAppreciation - #WorkplaceCulture - #RecognitionMatters - #HRBestPractices - #Leadership - #EmployeeEngagement - #WorkplaceEthics

Why Farewells Matter in the Workplace Saying goodbye is never easy, but farewells play a significant role in an employee’s journey. Whether someone is moving on to a new opportunity or retiring, a farewell is not just a formality – it’s a chance to celebrate their contributions, acknowledge their growth, and show appreciation for the time and effort they’ve invested. For the team, it provides closure, an opportunity to reflect on shared successes, and strengthens a sense of community. It’s also a reminder that relationships go beyond the workplace, creating lasting bonds and memories. A well-thought-out farewell sends a powerful message: You were valued here, and your work mattered. That kind of recognition stays with people long after they’ve left, inspiring them in their future endeavors and leaving a positive impact on both the individual and the company. Let’s continue to honor those who have contributed to our professional journeys with warmth and gratitude. 🌟 All The Best Bharat Kapse 😊 #Farewell #EmployeeRecognition #Gratitude #Teamwork

The Often Overlooked Importance of a First Impression. Today marked the beginning of my journey as a Technical Accountant with the Lincolnshire Community Health Services NHS Trust, it’s given me pause for thought and some things to reflect on. Having been in this field for a while, I’ve walked into many different work environments, but today felt different in a way I wasn’t expecting. Whenever we hear the term "induction" we collectively groan; there's always the cringey ice-breaker exercise (today was no different) but then came the welcome from Karen Dunderdale (the group CEO) which stood out—her words weren’t just routine or scripted, they carried a genuine sense of purpose and a realistic vision which wasn't riddled with flowery language; this is what we want to do and this is how we are going to do it. That mentality resonated with me. It’s not often you walk away from an induction these days feeling inspired, and yet that’s exactly what happened today. Equally, being welcomed by three team members who took the time to sit with me over lunch made the day feel more personal, more human. It’s those small acts of inclusion that remind you how important team culture is in any organisation. I’m looking forward to seeing how this role unfolds and contributing to the work ahead in a place that already feels supportive. #NewChapter #ProfessionalGrowth #TeamCulture #ThoughtfulLeadership #LCHS

🎉 Celebrating 1 Year of Fun at Work with Personal Assistant Zee! 🎉 I cannot believe it's been a whole year since we welcomed Zenaida Pilapil, into the In-House Lawyers Leadership Ltd family. Time flies when you're having fun, and boy, have we had our fair share! In the spirit of this fantastic milestone, I want to take a moment to remind everyone just how important it is to infuse a little fun into our workdays. Work should be more than just tasks and deadlines, it should be a place where we build connections, share laughs, and create memories that last a lifetime. 🌟 Why Have Fun at Work? Embracing a positive and enjoyable atmosphere at work has countless benefits. It boosts morale, increases productivity, and fosters a sense of camaraderie among team members. Plus, let's face it, who wouldn't want to look forward to coming into the office (or logging onto that virtual meeting) each day? 🎈 Celebrating Our 1-Year Workiversary with Zee! Zenaida Pilapil To commemorate this special occasion, I've put together a snap shot of how we inject fun to have a stress free strategy day this year. From impromptu dance-offs to team-building adventures, it's a testament to the incredible bond we've built together. 🎊 One of our Major Values is FUN ! We believe that a happy team is a productive team. Check out the video below, ⬇️ ⬇️ to see just how we roll at The In-House Lawyers Leadership Coach. 🚀 Let's Keep the Fun Going! As we look back on an amazing year with Zee by our side, let's continue to make the In-House Lawyers Leadership Coach a place where work and fun go hand in hand. Share your favourite moments, tag your work buddies, and let's create even more memories in the years to come! Remember, when work is fun, every day is a celebration. Here's to another year of growth, success, and, of course, plenty of laughter! #WorkFun #AnniversaryCelebration #TeamSpirit #Workiversary #ZeeAtOne

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CONGRATULATE THEN LET GO GRACEFULLY As Harvard Business Review states it, “No matter how hard you try to create a supportive and fulfilling workplace, the day will come when you find out that a valued employee is thinking of leaving or has already accepted an offer outside the firm. “ I have proven this to be true in my almost 8 years of managing people in the workplace since I was an Audit Senior 2 in SGV back in 2015. You may be asking what I would usually do, so here’s something for you to read through: 1. Ask/Revisit the person’s concern and he/she future aspirations. By doing so, you are creating a mutually open environment where you will both find ways to address them. Don’t impose your leading practices on him/her but rather let him/her reflect how he/she has driven his/her career and experiences towards achieving desired goals. 2. If he/she feels he/she is not making enough in terms of salary and you believe this is something outside your scope, elevate the concern to those who can address the salary matter. Further, let him/her reflect whether he/she has already gained a strong skillset and got exposed to engagements or projects where he/she can get enough mentoring or if he/she hasn’t yet, introduce him/her to building the same before he/she finally decides to leave. If people recognize that support, he/she might end up staying when you have always been committed to help him/her get there. 3. If despite providing advice and letting him/her know where you want to see him/her in the future within the organization and he/she still decides to leave, show your full support. At the end of the day, he/she has to be accountable for his/her own risks and rewards. Just create/maintain a healthy connection by bidding him/her with your well-wishes and gratefulness for his/her contribution. Furthermore, it not always about convincing people to stay. If you believe you have strategically and impacfully done your part for everyone’s personal and career development, it’s never gonna cause you an arm and leg to CONGRATULATE THEN LET GO GRACEFULLY! 😊 Feel free to share your insights on how you do/did your part as a Manager/Leader or if not, how was your experience when you left your previous organization? I’d be happy to learn from you! 😊 #MisterWriteStyle #WhatIsMyStoryToday #Letgo #Support #Graceful #Grateful

Hi people! We are approaching the halfway point of the year and I believe most organizations should have completely dispensed with Q1 2024 reporting, as we have in my organization. So. Currently dealing with post meeting deliverables, which led me to mull over proceedings at our last few board meetings across the Group, particularly in terms of board dynamics and the role of the Company Secretary in facilitating board synergy. I had a few thoughts and so- this post was meant to delve a little bit into that. However, I wanted to speak as practically as possible, based on my own experiences. This led me to reflect over my journey so far, the organizations I have worked with, various boards I have had the opportunity to serve, the board rooms I've been in, people I've met & meetings I’ve had the honor of attending, knowledge I’ve gained and shared, the capacity I have built. And now- my post is about gratitude and the importance of ‘paying it forward’. Whatever surface I have scratched so far, I was able to, on the backs of those that came before me. My supervisors, line managers, and now, Directors over the course of my career have one common denominator: they were intentional in my training. And in turn, I have (at least tried) to be intentional in training and/or mentoring my own juniors over the years, which by the grace of God is yielding fruit today. I guess my charge to us today is: how intentional have we been, in replicating ourselves in others? What is the impact we have made in our time, so far? Food for thought, as we go into the new work week & a new month. It is not enough to be a star performer, you must also influence, encourage, and teach those that come after you, to be stars in their own right! Have a great week.

‘Smooth sea never made skilled sailor’ Last month I celebrated my 1 year anniversary in the organisation. When I join the organisation, my superior did alert to me that I can’t expect the path to be beds of roses. There are so much to be done. For me challenges and issues are path of the career growth and personal development. When I stepped into the organisation, I could see the moral/motivation was low and they already had a staff turnover of atleast 50%. Nevertheless, one thing I knew, we are down and, the only way now is going up. I took the initiative to reach out to ground level and understand the challenges and issues. While things can’t be turned around within a day, I promised the employees, that I shall help them to grow and make it happy working environment but only if they are ready to step outside their comfort zone. While most finance manger, will say bring me the profit and I shall give you the perks. I practised other way round. Once you make employees happy, they shall make the customers happy and profit shall automatically flow in. Throughout the year, various task/initiatives was taken. 1. Sending employees for training/upskilling 2. Expose to professional accounting bodies 3. Enhancement of monthly staff engagement activities 4. Restructuring of salary scale 5. Betterment of employee benefits …to list few While I did had many resistance from peers/managementw as they were reluctant for change. Common statement: - ‘ we have been doing this for past decades, just continue the same’, - ‘ all this has a cost, which will impact our profit’ - ‘ if the staff don’t like the company let them go’ I had to wear ‘bullet proof’ jacket before facing them. But I mentioned to them, what’s your uniqueness or reason for them to work in the organisation? Till you can’t find answer, we can’t retain quality talents. Effort builds while excuses kills. Now I’m happy that , the staff turnaround has been reduced to less than 5%. Employees started to believe in the management and contribute ideas. Strong leader faces the challenges and embrace it. I’m strong.