Top 4 HR Trends You Must Follow in 2019

HR trends for 2019

As each day passes, corporates try to figure out ways to incorporate artificial intelligence into their systems. No doubt it saves time, money and effort but it also introduces a culture that supports and applies advanced technology for the betterment of its people. Basically, its employees. Talking about betterment of people in a corporate setting, it’s a no-brainer that we would think about recruiters. They hunt you down via LinkedIn, connect with you, call you down to the office for a quick chat, and help you get on board. Of course, only if they like you. Here, we discuss the Top 5 HR Trends for the not-so-far 2019 that is definitely going to make their corporate lives easier.

Top 4 HR Trends You Must Follow in 2019

  1. Automation through AI

    AI in HR

    If tech giants like Google, Amazon, Netflix and Facebook are aggressively investing in automation and artificial intelligence, then it must mean AI is serious business for the future. Great we are including it among the top HR trends for 2019.

    I agree that the sole purpose of investing is to achieve 10X ROI but hasn’t Google Maps, Alexa, and Siri made our lives convenient? We complain about data breach and intrusion but we give away the tiniest detail about our lives willingly. So, why not incorporate this in our HR trends?

    Like it or not, automated profile screening is the future. It will assist companies in two key areas: optimisation and targeting. In other words, the software will do the dirty work while simultaneously saving recruiters’ precious time. HR professionals will no longer be wasting time searching blindly for talent but focus their efforts on where they can find the next big talent.

    It’s true that people are concerned about being monitored by some machine algorithms but they only get better with time. In fact, it’s better for the candidates because this way, they can use specific key phrases to stand out. This gives the HR ample opportunity to save time on profile screening and personally meet the candidate to get to know them better. Interpersonal skills and communication aren’t going anywhere!

  2. Atypical Working

    Gear up for one of the most eagerly waited HR trends. We constantly talk about these progressive transitions but do little to do something about it. Many organisations have taken the initiative but we still have a long way to go.

    atypical working

    2.1 Flexibility

    The greatest artists say that they cannot fathom the idea of doing a typical ‘9 to 5’ job. Money doesn’t entice them and they want to follow their passion, live their dreams. But I have a severe disagreement here. Who said artists cannot be themselves and look for economic privileges at the same time?

    Business hotshots and millennials today are passionate creators, innovators, and problem solvers. They desperately want to break free from the typical ‘9 to 5’ rule because they function at their best when they have the creative freedom and flexibility in working hours. It perfectly aligns with the iconic saying by the Joker, “If you are good at something, never do it for free.”

    2.2 Less meetings

    Perfect example of the quote, ‘Time is money’ – Across the United States, over $25 million is wasted per day on unnecessary meetings. This results in a total of $37 billion for the year.

    There was a meme in social media that talks about the number of hours that we waste sitting in meetings. In the end, the person who bags the biggest pay-check is the ultimate decision maker. We don’t want to begin 2019 with the same pretense. So, before you share that calendar invite, think whether the meeting is really required or not. It’s always better to talk it out over a call or send a message on Slack. It’s convenient and well-documented.

    2.3 Efficiency over working hours

    Studies show that people who start and leave early turn out to be more productive in the long run than the ones who stay back in the office for longer hours. In fact, maintaining a proper work-life balance is going to become the norm across new-age companies. There’s a book named ‘Getting Things Done’ that suggests, “If it takes 2 minutes, then take 2 minutes.” The longer you take, the lower the output is going to be.

    2.4 Remote working

    There are so many startups and companies that provide an online platform for teachers and students to interact with each other, and for businesses and customers to conduct transactions and provide support. Now that we have the power of the internet, let’s make the best out of it. If you aren’t willing to trust your employees with remote working, you might be missing out on great talent sitting thousands of miles away from you. You never know.

  3. Hiring based on personality rather than qualification


    On the very first day of our corporate lives the VP of Sales & Product told the new joinees, “You are going to face the real world now. Leave your degrees at home before you come to work.” It was music to our ears, specially for those who had backlogs from their final semester. I can’t tell what an impact it had on me but it’s been 3 years that I am out of college and I haven’t felt the need of collecting my degree.

    And it’s true. Your work defines you. But unfortunately, we are asked to focus on grades and CGPA since childhood but little mention of real-life projects. Yes, a highly qualified candidate will have great insights but not always great enough to get things done. You need engineers, developers and programmers to design & improve products and handle the back-end but to make your business grow, you need street start individuals who can talk, who have a personality and can make your product reach the masses with conviction. You need people with a personality, who will be the right cultural/potential fit and not someone with a mere college tag.

  4. People Analytics

    Amazon is so smart that it is predicting all of its customers behaviour. It is using advanced predictive analytics to determine patterns and predict which customer will buy which product around what time so that it can transport that product to its nearest warehouse. This is enabling customers to receive 1-day delivery (which is the best example of customer-centricity and ease) and also making Jeff Bezos rich.

    Imagine the kind of impact people analytics is going to have on your employees and their performance. The analytics tool is going to understand your employees more than you can ever understand them; possibly more than your employees even understand themselves. The management will be able to assign projects to the employees based on their skill set. In a way it will eliminate unconscious bias and measure the output accordingly. In fact, plans to implement data and create a people analytics database has jumped from the usual 10-15% of companies to a majority of 69%.

    People analytics won’t just be limited to business numbers but will cater to the emotions of employees as well. Just like physical well-being, mental well-being too is important to build a performance driven employee.

    people analytics

    Having said that, employees will have to be trained to understand the data and follow the analysis with complete understanding. Some may find it challenging to see the data beyond the surface-level. But it only gets better with time. That’s why we keep working on HR trends to better the experience.

Making it all work in 2019

We know, it’s an HR’s job to attract and acquire the best talent. However, it takes exceptional people skills to manage people. Especially in this rat race where the generation potentially remains indisposed to connect with one another.

As a result, in between all the hustle and bustle, it’s comforting to know that someone is there to listen. Automation and artificial intelligence will help HRs focus more on managing the people and helping them stay engaged and committed. It can be distressing for employees when they are unable to meet targets. Or when they do the hard-work but someone else receives the acknowledgement. Likewise, there are many such cultural challenges that an organisation has to overcome. And revised HR trends only help us get better.

peopleHum is helping the management as well as the employees be on the same page.

With peopleHum, the HR can simplify the candidate screening process through automation, managers can schedule meetings, set goals for the team, track the performance of each team member and acknowledge top performers. In the end, it becomes a lot easier to follow the process and work on necessary transitions.

We can witness that the change in HR trends is happening gradually and that’s good. Nobody likes sudden change anyway. Let’s hope that these upcoming  HR trends give a fresh start to 2019.

Feel free to reach out to us know more & we will connect you with the experts!

Perseverance Is Key – 3 Real Life Stories To Get Inspired

perseverance is key

There’s a difference between a toxic environment and difficult environment. A toxic environment is a plunge while a difficult environment is an opportunity. More like, an opportunity to discover the light at the end of the tunnel through perseverance.

How do you really differentiate between the two environments? The best way to look at it is by taking some inspiration from real-life stories.

perseverance is key

Here is the story of 3 extraordinary people whose perseverance is inspiring and contributing to the world in infinite ways-

Satya Nadella

Satya Nadella wasn’t born with a net worth of $85 million. It isn’t his luck that he is the CEO of a tech giant.

He joined Microsoft in 1992 and it took him 22 years to work for a position that was cultivated by Bill Gates. He pioneered the ‘Cloud Computing’ division of Microsoft and has written about his success and struggle in the much appreciated autobiography ‘Hit Refresh’.

Robyn Denholm

Robyn’s parents owned a local service station which ignited her interest in finance and cars. She served in multiple executive roles for more than 10 years to have enough domain and industry experience to become the COO and CFO of Tesla.

After years of experience into accounting, finance, and operations, she’s now a Chairman at Tesla. 

Howard Schultz

Howard was born to a poor family and was the only one to attend college through a sports scholarship. He started his career in the late 1970s, joined Starbucks in 1982 and after 6 years, bought and transformed Starbucks into the juggernaut it is today. 

It was a revolutionary method of expansion, a game changer for the beverage industry. I am not too fond of coffee but who can say no to Starbucks?

Years of perseverance

Notice the position from which they started their career and the number of years it took them to reach where they are today. They realised the potential of technology and automation and decided to employ it to make our lives better.

perseverance at work

3 things that I couldn’t help but think about when I was reading about their journey-

  1. We don’t know if they were always appreciated for taking an initiative or were given credit for an idea.
  2. We also don’t know if they were given what they deserved each time.
  3. Did their managers always agree with them? No. Howard Schultz quit his job because of this but did he give up on his idea? Again. No.

People like these are stubborn. No matter what, they don’t want to give up. They will do whatever it takes but what they won’t do is quit. More like, they don’t believe in short cuts. Short cuts will never reap results for a long-lasting success.

If you want to be at the top, first of all you have to be not afraid to get their alone. And in order to get there, you have to make sure that you keep going. That’s what leaders do.

How do we spot leaders?

As a matter of fact, it is not that difficult to spot great people. They have an aura that speaks for them because they never conceal it. They let it open for others so that they can learn from what they see. In fact, they-

  • Don’t run at the first sign of danger
  • Look at a challenge as an opportunity to grow
  • Speak their mind with confidence and sincerity
  • Want to lead a team and see it grow

They realise that no matter what they have to be persistent because perseverance is what differentiates them. Further, it makes them stand out from the rest of the crowd. Perseverance it what helps them go miles.

It’s okay to take time because it does take time.

Assuming the position that leaders are in today, it definitely took them many sleepless nights. Nothing happens overnight. And no, I am not saying that appreciation and recognition are not important. Neither do I support the idea of working extra long hours. In fact, we have advanced into a world where technology is ensuring that you get your due credit.

peopleHum has tapped into this technology such that you know your goals, timelines, KPIs, and accomplishments. It is automated and highly analytical to help you keep up with this data-driven corporate world. In fact, you can identify goal completion percentage and how engaged and mindful your employees are. Hence, guide them through their journey of both personal and professional development.

perseverance will take you miles

To make the most of it, all you have to do is believe in perseverance. Be smart, a risk taker, a game changer. Take inspiration from someone’s success and learnings from their struggle and failure. Break the rules if you have to but never make excuses because not everyone is born with a silver spoon in their mouth.

It’s alright to take time. It’s even okay to go on a break if you have to as long as you are able to find the right motivation. Seek help, take suggestions, ask for advice. Keep working.

And therefore, never quit.

Try the peopleHum platform – 1 month free trial

6 Ways To Retain Your Top Performers Using Deep Learning

retain top performers

To lose a smart, dedicated employee is as toxic for an organisation as to retain an unfaithful, lethargic employee.

A revolutionary idea requires revolutionary talent. People who can challenge set norms and see beyond the realm of possibility. Getting people who buy in and give it their all requires special care and nurturing. This is where key talent can go above and beyond as a group because the right 20 can make a bigger impact than 200.

But how do you know who’s going to stick and who’s going to flee at the first sign of danger? HR and behavioural analytics has now advanced where objective data can support your gut notions. How do you go about nurturing such employees? Here are some tips and tricks to do so!

Begin by getting to know your employees

The good ones-

  1. Crave knowledge & learnings
  2. Love to take risks
  3. Want to take charge
  4. Won’t always agree with you
  5. Don’t mind stretching
  6. Embrace challenges
  7. Never make excuses
  8. Have a can do attitude

How to retain them?

retain good employees

  1. Nurture them

    Let them free and let them experiment. Be open to their ideas and give them space and support to work. The support is essential for them to feel motivated. Don’t try to manage them too much for the result since it’s the passion and the commitment that count when exploring new territory. Let them learn on their own by trusting them with responsibilities. That’s what they crave.

  2. Engage them

    If you are conducting a leadership meeting, ask them to be a part of it. Encourage them to participate in discussions. Support and engage them for their ideas. Give them a soap box to drive their passion and beliefs through others. You never know what brilliance you may witness.

  3. Ask them what’s new

    Converse with them on ideas and change the world notions. If they want to implement a new marketing or design idea, talk to them about it. Encourage them to think, mould them to become active thinkers. In fact, don’t limit this to a professional discussion. Ask them about their family, their friends. Share your experiences from vacations so that they can share theirs as well. Be helpful, supportive and good listeners to what they have to say. Focus more on the substance than style

  4. Give them ownership

    When they come up with an idea, don’t delegate it to some other senior leader right away. Let them try it out by themselves and always be available so that they can reach out to you at the time of need. Empower them to experience how it feels like to lead. When they think and work on their own, they learn better. The easiest way to enforce accountability and responsibility is to ask them what do they need and how can you help.

  5. Take them out sometimes

    This is a totally personal decision that you have to make but great leaders want to spend more time with great employees. Similarly, if you are a great leader, then your team would look up to you and would want to know you more. Get to know them and about their personalities. As a result, they will have a sense of belongingness and they would want to work for you for long.

  6. Celebrate success and reward them

    When they succeed make sure that the world knows about it. Celebrate their success with their teams. Ensure that they feel valued, recognised and rewarded with better work and more compensation. You will see that they take pride in responsibilities than remuneration. Reinforce their behaviour so that the message also resonates through the rest of the organisation. Hence, it will become easy to retain them.

retain great performers

If you are building a high performance team with talented individuals, then a platform to craft the journey will go a long way to contributing to your success. peopleHum was built exactly for this purpose.

  • Using the ‘Hire Right’ section of the platform, you can hire the right kind of committed individuals into your organisation. The platform uses new-age technology and analytics to identify and evaluate on characteristics that work.
  • Engage the talent right with engagement cycles like surveys, polls, an ideation platform, rewards and recognition and an honesty box so you can hear what your employees have to say.
  • Set goals, measure performance the right way and schedule an engagement cycle with one-on-ones to go a long way to motivate and retain your top performers.

So, let peopleHum do the hard work for you so you have the liberty to strategise and organise things better at your workplace.

Try it out on your own! We are currently offering a 3 month trial of our Performance Management module for you to close Q4 successfully so you can schedule a free demo for the platform.

Performance Management – A New, Effective & Efficient Way To Do It

engaging your employees at work

One of the most stressful times in the lives of leaders is judging and getting performance management right. It is inherently subjective and ridden with inaccuracies and biases. Moreover, the concept of continuous evaluation sounds exciting but it’s difficult to implement.

Here are some performance management stats for you:

  • Only 8% companies believe that their performance management process is highly effective in driving business value.
  • On the other hand, a mere 58% say it’s not an effective use of time.
  • 45% HR leaders do not think annual performance reviews are an accurate appraisal for employee’s work.
  • 69% employees say they would work harder if they felt their efforts were better recognised.
  • Companies that implement regular employee feedback have turnover rates that are 14.9% lower than for employees who receive no feedback.
  • 92% respondents agreed with the assertion, “Negative (redirecting) feedback, if delivered appropriately, is effective at improving performance.”
  • Managers who received feedback on their strengths showed 8.9% greater profitability.
  • 1 in 5 employees are not confident that their manager will provide regular, constructive feedback.
  • 43% highly engaged employees receive feedback at least once a week.

Now that we understand the consequence of having a broken performance evaluation process, let’s look at how we can make it stress-free and easy to implement. Can technology help?


Platforms like peopleHum are designed to make the entire process more objective, effective, and efficient with the following modules-


When you set prior goals for your team then it becomes easier for everyone to align together. Otherwise, it becomes nothing less than chaotic and a heated discussion.

peopleHum provides a Goals module to set up goals at the organisation, team, and individual level. As a result, you can identify and assign goals, link them to the performance evaluation process, and measure their impact. Get a heat-map on which teams and individuals are achieving their goals and hitting the mark.

engaging your employees at work

Performance Evaluation

peopleHum provides a full-fledged performance evaluation module for conducting both ad-hoc and timed evaluations in a recurring cycle.

  1. Set up your performance management templates
  2. Perform evaluations for:
    1. 360 degree feedback
    2. Self-assessment
    3. Leadership
    4. External
  3. Link goals and assign weights to each
  4. Create distributions for teams and individuals
  5. Schedule meetings with reminders
  6. Measure and trend performance over cycles
  7. See your best-performing teams and individuals at the click of a button
  8. Measure individual and team sentiment using MINDFULNESS indicators

So, to put this into perspective, 300 people can complete their evaluations in 4 days at an average of 9 people providing full, uninhibited 360-degree feedback.

peopleHum is one of the few platforms that gives you deep HR analytics as well as machine learning to measure sentiment and mindfulness. Hence, these indicators are important for crafting realignments, recognition, training, mentoring, and exits.


peopleHum provides an intuitive way to track the one-on-one that follows the performance evaluation. So, you conduct, document, track, trace, and trend all in one place.

In fact, the platform will provide you a great opportunity to interact with your team on a regular basis that too without fail. It helps you be consistent and fair with your team’s performance.

performance management at work


Try out peopleHum for your annual cycle now for free that too, at no obligations. What do you have to lose? Deloitte measured the impact of its performance across 90,000 people with 2 million person hours spent across each cycle and found it to be inactive. Are you doing the same? Therefore, it’s time to use new age Human resources approaches with the best that technology has to offer to simplify your process.

If you would like to get in touch with us, we can schedule a free demo for you. The session would be with our Customer Solutions Engineer, who will walk you through the entire platform. Even if you apply for a free trial you wouldn’t have to worry because the platform is efficient overall.

Moreover, there is a lot to experiment and learn about the platform. You will get to try new features and enable your team to discover new ways in which they can meet their set targets.

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3 Distractions that are Halting You at Work

Success comes to those who remain unaffected by distractions.

Funny how there’s an ‘easily’ in the sentence. The ideator of the saying probably knew that there will come a time like this – a world filled with distractions.

I was watching this video where the lady suggested something like, “Recent studies show that the US economy is bleeding $650 million every year due to distractions at work.”

Now that’s a huge amount and I am not sure how much truth lies in this research. What I do know is that these 3 distractions are killing your productive work hours. Let’s face the reality.

It’s time.


  1. Your phone above all distractions

    71 Whatsapp notifications, 110 unread emails, 47 text messages, 53 slack pings – at times it feels like our lives revolve around these numbers. And it’s great actually, in a way. Communication has become so much more efficient and easy. But do we need all of this when we have 100 tasks to complete? Not really.

    A distracted mind cannot focus. It is better to cut off from the world and complete a work in 1 hour if it actually needs only 1 hour. You will save so much time that you can use on building some skills or catching up with your parents and friends.

  2. Your social media accounts

    You will hate me for this but there are times when your social media account becomes a total buzzkill. Photos of your friends chilling on a vacation, your peers from school getting a promotion, your fourth cousin getting engaged and you are just sitting and looking, wondering what went wrong with your life. All this while you are supposed to submit a report, or render data or ideate for a campaign. (Probably that’s what’s going wrong?)

    I may sound like an old sage but we all lead different lives. Social media is for sharing your experiences and thoughts, to engage better, to connect better. I myself do social media every now and then but it’s all cool as long as you are getting the work done and meeting deadlines!

  3. Your buddies

    “Hey! I have a question”, “Hey there! Can you please complete my task first”, “Hey let’s go for a break, I’m exhausted!”

    When it’s about work, you conduct one-on-ones. When it’s about a break, you take one when you need one, not when everybody else needs one. You can crack this by prioritising your time and being on schedule. Time IS important and there’s no way out.

I won’t say getting rid of distractions is easy, that’s how they become distractions in the first place. In my opinion, it’s normal to have a few distractions at work or life in general. It is a healthy escape from the usual. The trick is to be able to snap back in when required, like having candy but knowing not to have more than 2 (okay, maybe 5).

If you feel you get easily distracted at work or that your employees lack respect towards time, there is an easy way to get things back on track. peopleHum is a diversified employee engagement platform that not only saves you valuable time but also encourages collaboration and integrity at your workplace. While companies cannot do anything

A team that works together adds more value to your organisation than great minds working distinctly. Get the hum @peopleHum, register today for a free demo!

The Hummer @peopleHum

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Future essentials 11 : Which innovations will dominate in future?

innovations that will dominate in the future

The list is quite clear at this point. Unless there is a radical shift or further innovations.

The journey has been road mapped and technology evolution has been incremental. The pace of change and the connectedness seems to be strong and it just feels that tectonic shifts are happening.

There are 8 key foundational elements or trends that will impact a whole slew of how we work and how we live.

  1. Mobile, digital assistants and bots
  2. iOT
  3. RPA
  4. Conversational commerce
  5. 3D printing
  6. Drones
  7. Smart devices
  8. Autonomous vehicles


Early morning

  • You get up in the morning to alarms set on your personal home assistant
  • Talk with your personal digital assistant for schedules for the day
  • Your iOT smart sensor has coffee ready for you beforehand
  • Your personal digital assistant keeps your shower ready and clothes segregated because of the choices you have fed into it before
  • iOT driven smart kitchen cooks breakfast for you again based on pre-schedule tasks or choices fed on your personal digital assistant
  • Your personal digital assistant is smart enough to track your movements, start your automobile to warm it up before you reach it, wash and launder your clothes for tomorrow, order groceries to fill up the refrigerator online and pay for it and ensure that your smart home is in lockdown mode

On your way to work

  • As your autonomous vehicle drives you to work your GPS will track you
  • You catch up on the news or plan for the day sitting in your car without looking up or paying attention to the road
  • Curated, personalised content is available to you to review on your drive over and keep yourself updated
  • You are reminded that you forgot to order a gift for your significant other in just a couple of days
  • When you login to the online store,  you will be offered options based on your personalised choices and previous buying history, your personal digital assistant will automatically select the product, schedule it and pay for it while drones make the deliveries to a product drop area on your balcony

Connecting your personal and professional lives

  • Your personal digital assistant will connect with your professional digital assistant at work. Similar to your spouse connecting with your admin to check on your whereabouts and schedules
  • It will keep a track on your schedules, to-dos, notes, reminders, meetings, travel bookings and other things that you will speak in into the device
  • It will notify your personal digital assistant when you leave office
  • Your work requiring physical manufacturing aspects is totally iOT driven. It has sensors for production schedules, it’s instantly scalable, error proof, makes decisions on quality and manages the assembly line. Certainly, it is self healing so that work is never stopped and machines are constantly humming
  • RPA driven bots intelligently handle your customer service, support, marketing, HR, financial and other internal functions to support your burgeoning business
  • You review content from the creative team, send your feedback on the new commerce interface your company is launching, review reports from data that are automatically collected from all systems, processes and platforms and are available in real-time via your BI enabled software in the cloud.
  • Your office has no data centres, it’s all in the cloud, technology and machine learning integrated everything and it works based on pre-set rules that you have laid down sometime back to run your enterprise

Back home

  • Your washer dryer broke down. As a result, your personal digital assistant sent the request for the faulty and after that, printed it while you were away
  • Your personal digital assistant requested for a home service plumber to visit you during the day
  • The assistant prepares your dinner, sets the temperature, pre-schedules your favourite movie on the TV
  • Your digital assistant sets the bed temperature and firmness before you retire for the night because that’s how you like it

Sounds real? Feels like life will be too easy? Such is the beauty of innovations. There is a disruptive shift just around the corner. However, we need to solve a lot of issues covered in previous blogs before we get to this stage of innovations. Stay tuned for more.

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Future essentials 10 – Is Digital Disruption bringing the death of Liberal Democracy?

How many of us have wondered about the trend reversals? Where we were basking in the glory of liberal democracies to suddenly encounter Brexit. And the election of Donald Trump as President. Were we surprised? “Whoa – did not see that one coming!” Analysts, pollsters, digital experts suddenly started looking like the lost useless.

Liberal was suddenly out. Welcome the conservative!

It surprisingly has a lot to do with technology. Also, the ability to make decisions. All of this, despite the failure of predictive technology or algorithms. They are still in its infancy in predicting poll results. The ‘haves’ in the last couple of decades have worked with quality data. Hence, better decisions were made. The ‘have nots’ don’t have the same access to data. Hence, are not able to decide better.

disruptions in the digital world

Digital trend reversal

The swing in trend had been looking in our face. And we were looking at our shoes. So hindsight being 20-20, what exactly was going on? What did technology have to do with it? The concepts of political power and economic power formed the Western democracies. Decentralisation of these powers at the citizen-level has been failing. Mostly in the distribution of wealth and opportunity. Therefore, it has created the middle class rut. A social structure where the bell curve ruled. The (fat) middle class was the dominant class that the politicians catered to.

The middle class always remained in the middle. Since there were always guard rails of  fear, insecurities, what-ifs that were fed to us. Stories, media and television told you to think before you step out. Since you are so comfortable now. You don’t become the top 1% earning a salary, period. So the trick was to stop believing in the drivel. It is fed to us to only keep us content.

What failed? What succeeded?

Liberal democracy failed to change when it needed to change. Being liberal also gave unequal opportunities to the ambitious, hardworking, wealthy and privileged. Only to expand their spheres of influence further. Socialism lost since the centralised model of digital information storage. The post world war II era was not the most efficient to make decisions. It couldn’t impact all people in a country.

Liberal democracy however is struggling. It has lost the edge as technology is better able to centralise and analyse. The advent of machine learning has replaced rote or manual tasks. Even some basic cognitive skills in the future, the transformation and the turmoil is set to get more acute. The struggles between government and organisations sitting on citizen’s digital data will continue. More controls will be placed on large corporates like Google, Facebook and others. How they comply vs how much regular citizens pressurise their governments is something to wonder. The strife shall decide the future. It will however be a ‘winner takes all’.

Ensure that your organisation is a winner.

Get the Hum! Schedule a demo & try peopleHum today.

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Effective one-on-ones make all the difference

one on one is effective

While the world is revolving around the idea of automating mundane tasks, I sat down one day to figure out what humans will do after automation takes the next big leap. Do we ideate, plan, and strategise or is that not enough? If you ask me what more we can do, I’d say there’s this one inconspicuous yet effective factor that determines the core culture of an organisation.

Yes, you got me – interpersonal communication.

To ensure that your employees meet tight deadlines with vigour and enthusiasm (without thinking to quit), you have to conduct effective one-on-ones with them. You have to open up to them so that they can open up to you.


If you follow these 5 strategies, I’m sure your team output will increase in quality –

  1. Make it look easy

    Everyone knows how infamous one-on-ones are in raising anger and angst. So, why not make the process super chill and calm? Ask your team members what’s new in their personal lives and smoothly transition your way into their professional lives by asking about any challenges, new ideas, insights, or company feedback.

    Don’t cancel but reschedule the meet-up if required. Do not entertain calls or emails, give your complete attention to your team members. To make things lighter, conduct these sessions at cafes, where there is enough breathing space.

  2. Focus on broad performance standards

    Micromanagement, in my personal view, should be forbidden. Great managers and great leaders never micromanage. Instead, they pull their team up with them so that everybody can see the broader picture.

    If you want to truly judge your team’s performance then study about them before going for the meet-up. Research about what they did on an entire project rather than what they didn’t do on one particular day. As a result, your team will feel a lot more encouraged.

  3. Encourage a habit of innovation

    The lead ideates and the team executes – do NOT live by this antiquated theory. Everybody in your team is there for a reason and they are the ones whom you can trust. If they have been involved in the system for long enough, set them free. Let them come up with ideas – good, bad, or worse – appreciate the good ones, refine the bad ones, and point out reasons why the worse ones won’t work.

    Never suppress innovation. Big shot businessmen never supported the idea that shoes would ever sell online but look where we are today. In other words, you never know.

  4. Set effective goals for the next meet-up

    Always have questions for the current meet-up and goals set for the next one. This will keep your team engaged and give them a chance to look forward to upcoming sessions.

    Encourage them to ask questions to make it a 2-way conversation. Ask them about the current book that they are reading, suggest must-read books to them. Keep them thinking and on their toes, that’s what keeps your business going.

  5. Focus on ‘us’

    Remove the I’s from your speech and focus on the team, focus on ‘we’ & ‘us’. This is the only motivation that they need to go the extra mile, bring in quality referrals, and stay with you to build the business.


In conclusion, I am not saying it’s easy however, in the long run it’s going to be the major driving force to encourage your team. Therefore, we can make robots and machines to do the ordinary tasks because to do the extraordinary, we still need humans!

Above all, the beauty of peopleHum is that that enables you to engage and grow your employees in an effective way. Create an open and collaborative environment within peopleHum to bounce ideas, schedule one-on-ones, run appraisal cycles, view hiring insights, and more!

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Future essentials 9 – Corporates, governments & individuals – A Polygamy

corporates along with governments and individuals

Let’s go a little bit socio-political before we get to corporates.

There is a fallacy in our governing systems.

Corporates are in bed with the government. Governments control corporates with taxation and industry incentives. Corporates try to mollify the government with political campaign funds. Because they don’t want governments to destroy their business. As a result, governments call hotshot business honchos for sham hearings but never penalise them.

A circular helix for corporates

People work at corporates for their livelihood. Corporates allocate work to people and judge them on performance. Progressive corporates depend on the people and appease them. Collective bargaining and unionism is dead. Likewise, the people are busy leading their own personal lives that there isn’t enough time or energy to focus on such matters.

Governments are elected of the people, for the people, by the people. They are created to serve the people. Governments depend on the support of the people to survive. In turn governments lay down laws and policies that govern people. If people don’t like the government, they vote the ruling elite out of power.

This seems like a circular helix that does not have a power centre. In fact, it looks like there is no escape but somehow the loopholes are creeping in.


corporates, governments and individuals

Expectations Vs Reality

Seems like the founding fathers did not anticipate the rise of the corporate world. There is a fallacy in democratic-capitalist alliance because there is no clear power centre. They did not think through liberty and equality well.

Capitalism driven democracy is not perfect but this 3 way polygamous relationship is headed for a breakup. For years the liberal-socio system has been trying to provide for passive management and has really not succeeded with equalisation of opportunity and rewards with the people. Corporates have recognised this and stepped into people’s lives. In addition, we can say that individuals are more product, service and market aware now than politically aware.

And the winner is… Reality

There was a colloquial saying growing up. You make the bottom rung in life and become the worker if you get an A grade in class. A businessman & direct the worker if you are a middler B. And a politician and control the businessman if you are bottom of the class C a grader. Lack of meritocracy and achievement has lead to a fallacy in the system.

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Is Quantifying Performance a Problem?

Performance management is one of the most critical essentials for a sustainable business. Employees have high expectations in terms of ratings, career growth, and a matching compensation. Leader’s angst is even higher in trying to be fair and balanced.

Performance management evokes memories of pain among leaders, who are not sure about their decisions. I haven’t come across a single process where unexpected impulsions haven’t occurred. The Leadership often discusses loss of talent or people walking away during the evaluation.

What have we come to?

It seems like we will always have a riddled process. The issues will not let us be accurate. Maybe there’s no way to discuss Plan B before Plan A has been finalised. This is an unfortunate circumstance in most organisations.

For instance, fast-growing tech companies situated at hub locations, consulting, high talent, high compensation companies. Even the organisations staffed with younger talent feel this pain more acutely as compared to the others.  

Being humans our careers are filled with emotion, subjectivity, angst, and dissatisfaction. Consequently, they affect the quality and speed of decision-making.

The current processes tend to be subjective and evasive. Biases creep in and create a culture that does not bode well in the long term.

importance of performance management

Taking a look at a possible solution…

How do we look at performance management to make the process more accurate? There are some performance management round tables that begin with, “Joe in 2012…”

Hold on.

We are in 2018 and the year of evaluation is 2018. What Joe did in 2012 is not relevant in 2018. This is a sure sign of association and allegiance bias. Organisations try hard to line up SMART goals.

S – Specific

M – Measurable

A – Attainable

R – Relevant

T – Timely

But subjectivity creeps in and the end result turns out to be anything but smart. How then do we focus on such matters?

Additionally, the bell curve has messed up with most evaluations and compensation platforms. Statistical science and natural phenomena sounded exciting in the beginning. But organisations soon realised that years of implementing the bell curve had left the groups disoriented & disheartened. The bar was being set so high that it wasn’t even visible. Likewise, forcing someone to be rated a 2 when they clearly are a 3 shifted the problem to horse trading. Most organisations, therefore, are moving away from the bell curve.

Making performance management a norm

Frequent meetings put too much pressure. Therefore, many organisation started conducting a yearly process. However, the rate of change in market conditions, business plans and the need to respond faster have thrown notions of the yearly review out of the window. Continuous performance evaluation is now the norm and the need.

New age platforms are catering to the new age needs in performance management, like peopleHum.

Find out how the Nurture pillar of peopleHum can add value. It helps in increasing effectiveness, accuracy, and speed to your performance management process. Conduct One-on-Ones, set goals, and implement continuous feedback cycles. The ones that are objective and driven by the latest advances in machine learning.

Help save valuable time, money, and resources by automating. You could measure everything you need to achieve a more aligned and integrated workplace. Bring the Future of Work to your workplace today with peopleHum!

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