Pulivarthi Group (PG)

𝑰𝒔 𝒀𝒐𝒖𝒓 𝑻𝒆𝒂𝒎’𝒔 𝑷𝒓𝒐𝒅𝒖𝒄𝒕𝒊𝒗𝒊𝒕𝒚 𝑩𝒆𝒊𝒏𝒈 𝑯𝒂𝒎𝒑𝒆𝒓𝒆𝒅 𝒃𝒚 𝑻𝒆𝒄𝒉 𝑾𝒐𝒆𝒔? As hiring managers, we rely heavily on technology to empower our teams, streamline processes, and ensure productivity. But what happens when the tech itself starts to fail us? Recently, I’ve noticed a troubling trend: • More frequent server crashes • Persistent glitches that never seem to get fixed • Random hiccups that disrupt workflows, only to resolve themselves moments later These issues don’t just cause frustration—they slow down productivity and impact the morale of teams who feel they can’t do their best work due to unreliable tools. 𝑰𝒔 𝑻𝒉𝒊𝒔 𝒂 𝑾𝒊𝒅𝒆𝒓 𝑻𝒓𝒆𝒏𝒅? After speaking with colleagues and peers at other companies, it seems this isn’t an isolated issue. Whether it’s underinvestment in IT, overburdened infrastructure, or rapid software rollouts that prioritize speed over stability, technology appears to be faltering in ways that are directly affecting teams across industries. 𝑯𝒐𝒘 𝑪𝒂𝒏 𝑯𝒊𝒓𝒊𝒏𝒈 𝑴𝒂𝒏𝒂𝒈𝒆𝒓𝒔 𝑨𝒅𝒅𝒓𝒆𝒔𝒔 𝑻𝒉𝒊𝒔? 1. Advocate for IT Improvements: • Make the case to leadership that reliable technology is a direct driver of team productivity. 2. Leverage Feedback Loops: • Encourage your team to report recurring issues to help identify patterns and prioritize fixes. 3. Explore Automation Tools: • Consider software that reduces dependency on manual systems and offsets tech inefficiencies. 4. Recruit Specialized Talent: • Work with IT to hire roles focused on optimizing infrastructure and maintaining system stability. 𝑹𝒆𝒎𝒆𝒎𝒃𝒆𝒓: Technology should be an enabler, not a bottleneck. Addressing these issues head-on ensures your team can focus on what truly matters—driving results and achieving success. 𝑭𝒐𝒓 𝑯𝒊𝒓𝒊𝒏𝒈 𝑻𝒐𝒑 𝑻𝒂𝒍𝒆𝒏𝒕, 𝑩𝒐𝒐𝒌 𝒂 𝑴𝒆𝒆𝒕𝒊𝒏𝒈: [https://lnkd.in/gdb2taUJ] #PulivarthiGroup #HiringManagers #TechnologyChallenges #WorkplaceProductivity

𝑵𝒆𝒘 𝑱𝒐𝒃, 𝑴𝒊𝒙𝒆𝒅 𝑭𝒆𝒆𝒍𝒊𝒏𝒈𝒔: 𝑫𝒆𝒂𝒍𝒊𝒏𝒈 𝒘𝒊𝒕𝒉 𝑬𝒂𝒓𝒍𝒚 𝑫𝒆𝒑𝒓𝒆𝒔𝒔𝒊𝒐𝒏 Starting a new job is supposed to feel exciting, but what happens when it doesn’t? For many first-time employees, especially in demanding fields like software development, the transition can feel overwhelming. If you’re dealing with long hours, a draining commute, and fading ambitions, it’s time to reassess and take action. 𝑾𝒉𝒂𝒕’𝒔 𝒉𝒂𝒑𝒑𝒆𝒏𝒊𝒏𝒈? • 𝑭𝒆𝒆𝒍𝒊𝒏𝒈 𝒅𝒓𝒂𝒊𝒏𝒆𝒅: A 7-to-6 schedule, including commute, is tough for anyone. For a new grad, it can crush motivation. • 𝑨𝒎𝒃𝒊𝒕𝒊𝒐𝒏𝒔 𝒂𝒓𝒆 𝒇𝒂𝒅𝒊𝒏𝒈: The grind can leave little time or energy for dreams and personal growth. • 𝑬𝒎𝒐𝒕𝒊𝒐𝒏𝒂𝒍 𝒐𝒗𝒆𝒓𝒍𝒐𝒂𝒅: Burnout and frustration can create a sense of dread about the future. 𝑾𝒉𝒂𝒕 𝒄𝒂𝒏 𝒚𝒐𝒖 𝒅𝒐? 1. 𝑨𝒅𝒋𝒖𝒔𝒕 𝒀𝒐𝒖𝒓 𝑬𝒙𝒑𝒆𝒄𝒕𝒂𝒕𝒊𝒐𝒏𝒔 The first few months in any job are tough. Give yourself grace and recognize that growth takes time. 2. 𝑷𝒓𝒊𝒐𝒓𝒊𝒕𝒊𝒛𝒆 𝒀𝒐𝒖𝒓 𝑻𝒊𝒎𝒆 Find small windows to focus on personal goals. Progress is progress, no matter how slow. 3. 𝑪𝒓𝒆𝒂𝒕𝒆 𝑴𝒂𝒏𝒂𝒈𝒆𝒂𝒃𝒍𝒆 𝑹𝒐𝒖𝒕𝒊𝒏𝒆𝒔 Use your commute for self-improvement: listen to podcasts, audiobooks, or plan your day. 4. 𝑻𝒂𝒍𝒌 𝑨𝒃𝒐𝒖𝒕 𝑰𝒕 Open up to someone you trust—friends, mentors, or even colleagues who’ve been in your shoes. 5. 𝑺𝒆𝒆𝒌 𝑷𝒓𝒐𝒇𝒆𝒔𝒔𝒊𝒐𝒏𝒂𝒍 𝑯𝒆𝒍𝒑 If the feelings persist, consider therapy or counseling to gain perspective and tools to manage. 𝑹𝒆𝒎𝒆𝒎𝒃𝒆𝒓 You’re not alone, and your ambitions don’t have to take a backseat. This job might just be a stepping stone on your journey. 𝑭𝒐𝒓 𝑯𝒊𝒓𝒊𝒏𝒈 𝑻𝒐𝒑 𝑻𝒂𝒍𝒆𝒏𝒕, 𝑩𝒐𝒐𝒌 𝒂 𝑴𝒆𝒆𝒕𝒊𝒏𝒈: [https://lnkd.in/gdb2taUJ] #Recruitment #TalentAcquisition #PulivarthiGroup

𝑾𝒉𝒂𝒕’𝒔 𝑻𝒉𝒆 𝑩𝒆𝒔𝒕 𝒂𝒏𝒅 𝑾𝒐𝒓𝒔𝒕 𝑷𝒂𝒓𝒕 𝒐𝒇 𝑾𝒐𝒓𝒌𝒊𝒏𝒈 𝒊𝒏 𝑯𝑹? HR professionals, we know you wear a lot of hats—strategist, mediator, recruiter, and sometimes even therapist! But every role has its ups and downs. What makes you smile, and what keeps you up at night? 𝑳𝒐𝒗𝒆 𝒊𝒕: • 𝑪𝒐𝒏𝒏𝒆𝒄𝒕𝒊𝒏𝒈 𝒑𝒆𝒐𝒑𝒍𝒆 𝒘𝒊𝒕𝒉 𝒕𝒉𝒆𝒊𝒓 𝒅𝒓𝒆𝒂𝒎 𝒋𝒐𝒃𝒔 • 𝑴𝒂𝒌𝒊𝒏𝒈 𝒑𝒐𝒔𝒊𝒕𝒊𝒗𝒆 𝒊𝒎𝒑𝒂𝒄𝒕 𝒕𝒉𝒓𝒐𝒖𝒈𝒉 𝒄𝒉𝒂𝒏𝒈𝒆 • 𝑾𝒐𝒓𝒌𝒊𝒏𝒈 𝒂𝒔 𝒕𝒉𝒆 𝒉𝒆𝒂𝒓𝒕 𝒐𝒇 𝒂 𝒄𝒐𝒎𝒑𝒂𝒏𝒚 𝑳𝒆𝒂𝒗𝒆 𝒊𝒕: • 𝑻𝒉𝒆 “𝒔𝒉𝒂𝒅𝒐𝒘 𝑯𝑹” 𝒓𝒐𝒍𝒆 (handling blame) • 𝑫𝒆𝒂𝒍𝒊𝒏𝒈 𝒘𝒊𝒕𝒉 𝒄𝒉𝒂𝒍𝒍𝒆𝒏𝒈𝒊𝒏𝒈 𝒆𝒎𝒑𝒍𝒐𝒚𝒆𝒆 𝒊𝒔𝒔𝒖𝒆𝒔 • 𝑬𝒏𝒅𝒍𝒆𝒔𝒔 𝒑𝒂𝒑𝒆𝒓𝒘𝒐𝒓𝒌 Let us know your HR story! 𝑭𝒐𝒓 𝑯𝒊𝒓𝒊𝒏𝒈 𝑻𝒐𝒑 𝑻𝒂𝒍𝒆𝒏𝒕, 𝑩𝒐𝒐𝒌 𝒂 𝑴𝒆𝒆𝒕𝒊𝒏𝒈: [https://lnkd.in/gdb2taUJ] #Recruitment #TalentAcquisition #PulivarthiGroup

𝑯𝒐𝒘 𝑫𝒐 𝒀𝒐𝒖 𝑭𝒆𝒆𝒍 𝑨𝒃𝒐𝒖𝒕 𝑰𝒏𝒄𝒍𝒖𝒅𝒊𝒏𝒈 𝑺𝒂𝒍𝒂𝒓𝒚 𝑰𝒏𝒇𝒐 𝑰𝒏 𝑱𝒐𝒃 𝑫𝒆𝒔𝒄𝒓𝒊𝒑𝒕𝒊𝒐𝒏𝒔? It’s a question that divides opinions: Should salary ranges be included in job descriptions? Here’s the argument: • For Transparency: Candidates appreciate knowing upfront if a role aligns with their expectations. It saves time for both the hiring manager and applicants. • Against It: Some employers worry it might limit flexibility during negotiations or create internal tensions with existing employees. 𝑭𝒓𝒐𝒎 𝑯𝒊𝒓𝒊𝒏𝒈 𝑴𝒂𝒏𝒂𝒈𝒆𝒓𝒔’ 𝑷𝒆𝒓𝒔𝒑𝒆𝒄𝒕𝒊𝒗𝒆: 1. Does it attract better-fit candidates? • Salary transparency can bring in applicants who align more closely with the role’s expectations. 2. Does it limit negotiation flexibility? • While ranges can set expectations, they might restrict negotiation wiggle room for exceptional candidates. 3. Does it improve trust? • Many candidates value transparency and see salary inclusion as a sign of a progressive, trustworthy employer. 𝑻𝒉𝒆 𝑩𝒊𝒈𝒈𝒆𝒓 𝑸𝒆𝒒𝒖𝒂𝒍𝒊𝒕𝒚 𝑨𝒓𝒈𝒖𝒎𝒆𝒏𝒕: Including salary in job descriptions can help reduce pay gaps by leveling the playing field for all candidates, regardless of their negotiation skills. 𝑭𝒐𝒓 𝑯𝒊𝒓𝒊𝒏𝒈 𝑻𝒐𝒑 𝑻𝒂𝒍𝒆𝒏𝒕, 𝑩𝒐𝒐𝒌 𝒂 𝑴𝒆𝒆𝒕𝒊𝒏𝒈: [https://lnkd.in/gdb2taUJ] #PulivarthiGroup #SalaryTransparency #HiringManagers #TalentAcquisition #JobPostings

𝑾𝒊𝒍𝒍 𝑷𝒓𝒐𝒈𝒓𝒂𝒎𝒎𝒊𝒏𝒈 𝑬𝒙𝒊𝒔𝒕 𝒊𝒏 10 𝒀𝒆𝒂𝒓𝒔? The rapid evolution of AI has sparked a profound question: will coding as we know it survive in the next decade? Let’s draw parallels from history to explore this intriguing possibility. 𝑳𝒆𝒔𝒔𝒐𝒏𝒔 𝑭𝒓𝒐𝒎 𝑪𝒉𝒆𝒔𝒔 Remember how Grandmasters once dominated chess until IBM’s Deep Blue shifted the balance? Fast forward, chess engines like Stockfish now outperform any human. Could coding face a similar disruption with AI? Take GPT’s leap as an example: • GPT-4: Scored 11% in Codeforces initially. • O1 Model: Achieved an astonishing 93% in competitive coding within months. 𝑨 𝑵𝒆𝒘 𝑨𝒈𝒆 𝒐𝒇 𝑷𝒓𝒐𝒈𝒓𝒂𝒎𝒎𝒊𝒏𝒈 As AI agents become autonomous, repetitive coding tasks are being rapidly automated. But does this mean coding jobs will vanish? Not entirely. Instead, we’re likely to see: • Shift to Higher-Level Problem Solving: Developers might focus on system design, ethics, and managing multi-agent AI systems. • Emergence of Hybrid Roles: AI will assist coding, while humans will supervise, fine-tune, and innovate. • New Career Opportunities: AI trainers, ethicists, and multi-agent coordinators could become key roles. 𝑻𝒉𝒆 𝑪𝒂𝒔𝒆 𝒇𝒐𝒓 𝑯𝒖𝒎𝒂𝒏 𝑰𝒏𝒈𝒆𝒏𝒖𝒊𝒕𝒚 Despite AI’s rise, humans have unique strengths: • Creativity: Machines may excel at logic but struggle with out-of-the-box solutions. • Empathy and Ethics: AI lacks the moral compass humans bring to software design. • Human-Centric Problem Solving: Context, culture, and intuition remain human domains. 𝑭𝒐𝒓 𝑯𝒊𝒓𝒊𝒏𝒈 𝑻𝒐𝒑 𝑻𝒂𝒍𝒆𝒏𝒕, 𝑩𝒐𝒐𝒌 𝒂 𝑴𝒆𝒆𝒕𝒊𝒏𝒈: https://lnkd.in/gdb2taUJ #ProgrammingFuture #AIRevolution #Recruitment #TalentAcquisition #PulivarthiGroup

𝑾𝒉𝒆𝒏 𝑫𝒐 𝒀𝒐𝒖 𝑫𝒆𝒄𝒊𝒅𝒆 𝑰𝒕’𝒔 𝑻𝒊𝒎𝒆 𝒕𝒐 𝑳𝒆𝒕 𝑺𝒐𝒎𝒆𝒐𝒏𝒆 𝑮𝒐? As a business owner or hiring manager, there’s no tougher decision than determining whether to let a team member go—especially when the situation isn’t black and white. Take this scenario: • You have an employee who is reliable, rarely late, and brings in significant revenue. Clients love her, and she knows the job inside and out. • But: She has become complacent, struggles with criticism, and creates tension with other team members. Complaints from coworkers are piling up, and morale is declining. The question is: Do you fire her, knowing how hard good help is to find, or keep her and risk damaging team dynamics? 𝑾𝒉𝒆𝒏 𝑻𝒉𝒆 𝑪𝒐𝒏𝒔 𝑶𝒖𝒕𝒘𝒆𝒊𝒈𝒉 𝑻𝒉𝒆 𝑷𝒓𝒐𝒔 1. Team Morale: • A toxic employee can undermine the team’s overall productivity and motivation, even if they perform well in certain aspects. 2. Resistance to Feedback: • If someone takes every critique as a personal attack and doesn’t grow, their behavior is unlikely to improve. 3. Trust Issues: • When employees feel they must monitor or avoid working with someone, it creates stress and mistrust across the organization. 𝑯𝒐𝒘 𝑯𝒊𝒓𝒊𝒏𝒈 𝑴𝒂𝒏𝒂𝒈𝒆𝒓𝒔 𝑪𝒂𝒏 𝑨𝒑𝒑𝒓𝒐𝒂𝒄𝒉 𝑻𝒉𝒊𝒔: 1. Conduct a Final, Honest Conversation: • Be transparent about the behaviors that need to change. Skip the “compliment sandwich” and focus on actionable improvements. 2. Phase Them Out Strategically: • If you’re worried about immediate impact, consider gradually reducing their responsibilities while preparing to hire and onboard a replacement. 3. Prioritize Team Cohesion: • A high-performing individual isn’t worth the cost if they’re bringing the entire team down. A harmonious team will always outperform one filled with tension. 4. Own the Mistakes: • Reflect on how this situation evolved and use it to create stronger systems for performance management and feedback moving forward. 𝑻𝒉𝒆 𝑳𝒐𝒏𝒈-𝑻𝒆𝒓𝒎 𝑷𝒆𝒓𝒔𝒑𝒆𝒄𝒕𝒊𝒗𝒆: Letting someone go is never easy, but when the cons consistently outweigh the pros, it’s often the best decision for the business and the team. Addressing this now not only alleviates immediate stress but also sets a standard for accountability and teamwork in the long run. 𝑭𝒐𝒓 𝑯𝒊𝒓𝒊𝒏𝒈 𝑻𝒐𝒑 𝑻𝒂𝒍𝒆𝒏𝒕, 𝑩𝒐𝒐𝒌 𝒂 𝑴𝒆𝒆𝒕𝒊𝒏𝒈: [https://lnkd.in/gdb2taUJ] #PulivarthiGroup #HiringChallenges #TeamManagement #LeadershipDecisions

𝑯𝒐𝒘 𝑫𝒐 𝒀𝒐𝒖 𝑯𝒂𝒏𝒅𝒍𝒆 𝑻𝒆𝒂𝒎 𝑻𝒓𝒂𝒏𝒔𝒇𝒆𝒓𝒔 𝑻𝒉𝒂𝒕 𝑫𝒐𝒏’𝒕 𝑭𝒊𝒕? As a hiring manager, team dynamics are one of the most critical aspects of maintaining productivity and morale. But what happens when an employee from another team is transferred to yours and begins struggling to adjust? Here’s the scenario: • An Associate-level employee is moved to my team after mixed performance on her previous team. • She’s overqualified on paper but makes avoidable mistakes, struggles with basic tasks, and drops the ball on responsibilities she volunteers for. • Meanwhile, my Assistant-level employee (with half her experience) is taking on more responsibility to cover for her, which is causing stress. The concerning part? The Associate works hard but spends late hours catching up because she struggles to complete tasks during the day. 𝑻𝒉𝒆 𝑪𝒉𝒂𝒍𝒍𝒆𝒏𝒈𝒆𝒔 1. Communication Issues: Unread emails, missed deadlines, and attempts to “fly under the radar.” 2. Team Dynamics: Stress is building for the Assistant-level employee, who feels the need to overcompensate. 3. Leadership’s Intentions: It feels like this transfer was a “last chance” situation, and the Associate’s performance is falling short. 𝑴𝒚 𝑪𝒐𝒏𝒄𝒆𝒓𝒏: After two months, it’s becoming clear this isn’t a good fit. I want to give the Associate a fair chance, but the ongoing issues are affecting the rest of the team and our productivity. 𝑯𝒐𝒘 𝑯𝒊𝒓𝒊𝒏𝒈 𝑴𝒂𝒏𝒂𝒈𝒆𝒓𝒔 𝑪𝒂𝒏 𝑨𝒑𝒑𝒓𝒐𝒂𝒄𝒉 𝑻𝒉𝒊𝒔: 1. Set Clear Expectations: • Reiterate key responsibilities and address specific behaviors that need to change (e.g., missed tasks, unread emails). 2. Track Progress: • Develop short-term goals to gauge improvement and have a concrete way to assess performance. 3. Assess Team Impact: • If the Associate’s issues continue to burden the rest of the team, it may be time to discuss next steps with leadership. 4. Work Collaboratively with Leadership: • Openly discuss whether this “last chance” arrangement is sustainable or if hiring a replacement would be more effective. 𝑪𝒂𝒓𝒆𝒆𝒓 𝑹𝒆𝒇𝒍𝒆𝒄𝒕𝒊𝒐𝒏: Team transfers are often seen as opportunities to refresh an employee’s trajectory. But when the transfer disrupts team dynamics and performance, leadership must be willing to re-evaluate the decision and prioritize the team’s overall success. 𝑭𝒐𝒓 𝑯𝒊𝒓𝒊𝒏𝒈 𝑻𝒐𝒑 𝑻𝒂𝒍𝒆𝒏𝒕, 𝑩𝒐𝒐𝒌 𝒂 𝑴𝒆𝒆𝒕𝒊𝒏𝒈: [https://lnkd.in/gdb2taUJ] #PulivarthiGroup #HiringManagers #TeamManagement #LeadershipChallenges #TalentOptimization

𝑾𝒉𝒆𝒏 𝑭𝒊𝒏𝒂𝒍 𝑰𝒏𝒕𝒆𝒓𝒗𝒊𝒆𝒘 𝑭𝒆𝒆𝒅𝒃𝒂𝒄𝒌 𝑳𝒆𝒂𝒗𝒆𝒔 𝒀𝒐𝒖 𝑾𝒐𝒏𝒅𝒆𝒓𝒊𝒏𝒈… Navigating the uncertainty of final-round interview feedback can feel like decoding a puzzle. You’ve had a great conversation, but the email response leaves you second-guessing: “Regardless of the outcome, I wish you the best of luck in your career. You have a bright future.” Is this a polite rejection or just a standard reply? Let’s break it down: 𝑲𝒆𝒚 𝑺𝒊𝒈𝒏𝒂𝒍𝒔 𝒊𝒏 𝒕𝒉𝒆 𝑭𝒆𝒆𝒅𝒃𝒂𝒄𝒌: 1️⃣ “Regardless of the outcome…” • Likely indicates no final decision has been made yet. 2️⃣ “I wish you the best of luck in your career…” • Could be a neutral statement, but it often implies they’re considering other candidates. 3️⃣ Tone • A formal yet encouraging tone keeps the door open, but it’s not definitive either way. 𝑾𝒉𝒂𝒕 𝑺𝒉𝒐𝒖𝒍𝒅 𝒀𝒐𝒖 𝑫𝒐? 🔹 Stay Positive: Avoid overanalyzing; decisions take time. 🔹 Follow Up Professionally: Express your continued interest and gratitude. 🔹 Keep Applying Elsewhere: Never put all your eggs in one basket. 𝑭𝒖𝒕𝒖𝒓𝒆-𝑷𝒓𝒐𝒐𝒇 𝒀𝒐𝒖𝒓 𝑪𝒂𝒓𝒆𝒆𝒓 Every interview, regardless of the outcome, is a stepping stone. Use the experience to refine your approach and build stronger connections. 𝑭𝒐𝒓 𝑯𝒊𝒓𝒊𝒏𝒈 𝑻𝒐𝒑 𝑻𝒂𝒍𝒆𝒏𝒕, 𝑩𝒐𝒐𝒌 𝒂 𝑴𝒆𝒆𝒕𝒊𝒏𝒈: https://lnkd.in/gdb2taUJ #CareerGuidance #InterviewTips #Recruitment #TalentAcquisition #PulivarthiGroup

𝑨𝒓𝒆 𝑨𝒕𝒕𝒆𝒏𝒅𝒂𝒏𝒄𝒆 𝑰𝒔𝒔𝒖𝒆𝒔 𝑯𝒊𝒈𝒉𝒍𝒊𝒈𝒉𝒕𝒊𝒏𝒈 𝑮𝒂𝒑𝒔 𝒊𝒏 𝑾𝒐𝒓𝒌𝒇𝒍𝒐𝒘? As a hiring manager, balancing your team’s productivity with individual challenges can be tricky. Take this scenario: An employee frequently arrives late or calls out due to personal reasons that were either avoidable or known well in advance. Instead of asking, “Can I come in late?” they simply state, “I’m coming in late,” leaving others to cover the gaps. For small teams, this doesn’t just cause frustration—it exposes critical gaps in efficiency and workload distribution. 𝑾𝒉𝒂𝒕 𝑫𝒐𝒆𝒔 𝑻𝒉𝒊𝒔 𝑺𝒂𝒚 𝑨𝒃𝒐𝒖𝒕 𝒀𝒐𝒖𝒓 𝑻𝒆𝒂𝒎? 1. Are you over-reliant on one or two individuals? • A single absence shouldn’t derail the team. If it does, you might need additional support or redundancy in key roles. 2. Do you need better processes? • When personal situations affect work, having clear communication policies ensures accountability while maintaining team cohesion. 3. Does this highlight a hiring need? • If small disruptions are putting stress on your team, it may be time to evaluate if you need to add a team member to balance the workload. 𝑯𝒐𝒘 𝑯𝒊𝒓𝒊𝒏𝒈 𝑴𝒂𝒏𝒂𝒈𝒆𝒓𝒔 𝑪𝒂𝒏 𝑨𝒅𝒅𝒓𝒆𝒔𝒔 𝑻𝒉𝒊𝒔: 1. Have open discussions with the team. • Understand challenges, set clear expectations, and reinforce accountability. 2. Assess gaps in your team’s structure. • Is the workload balanced? Does your team have enough support to function smoothly during unexpected absences? 3. Partner with HR or recruiters to find the right fit. • Filling the right gaps now can prevent recurring issues later, boosting long-term team efficiency. 𝑨𝒕 𝑻𝒉𝒆 𝑬𝒏𝒅 𝑶𝒇 𝑻𝒉𝒆 𝑫𝒂𝒚… Lateness or absences aren’t just inconveniences—they’re signals of inefficiencies in team structure or processes. Addressing these challenges head-on, whether through improved communication or strategic hiring, will set your team up for success. 𝑭𝒐𝒓 𝑯𝒊𝒓𝒊𝒏𝒈 𝑻𝒐𝒑 𝑻𝒂𝒍𝒆𝒏𝒕, 𝑩𝒐𝒐𝒌 𝒂 𝑴𝒆𝒆𝒕𝒊𝒏𝒈: [https://lnkd.in/gdb2taUJ] #PulivarthiGroup #TeamManagement #HiringSolutions #WorkplaceEfficiency #Leadership

𝑯𝒐𝒘 𝒕𝒐 𝑺𝒕𝒐𝒑 𝑬𝒎𝒑𝒍𝒐𝒚𝒆𝒆 𝑻𝒖𝒓𝒏𝒐𝒗𝒆𝒓: 𝑻𝒊𝒑𝒔 𝑻𝒉𝒂𝒕 𝑾𝒐𝒓𝒌 Throwing money at the problem? It’s not working. Employee retention isn’t just about offering a bigger paycheck—it’s about creating an environment where people feel valued, supported, and challenged. 𝑾𝒉𝒚 𝒀𝒐𝒖𝒓 𝑬𝒎𝒑𝒍𝒐𝒚𝒆𝒆𝒔 𝑨𝒓𝒆 𝑳𝒆𝒂𝒗𝒊𝒏𝒈 1. Lack of Growth Opportunities: Employees, especially in tech roles, leave when they don’t see a clear path for career advancement. 2. Burnout: Customer support can be emotionally taxing. Without proper breaks or support, employees quickly feel drained. 3. Misaligned Expectations: New hires might realize the job isn’t what they expected, leading to quick exits. 4. Company Culture: Salary can’t compensate for a toxic or unsupportive workplace. 𝑻𝒊𝒑𝒔 𝑻𝒐 𝑩𝒐𝒐𝒔𝒕 𝑹𝒆𝒕𝒆𝒏𝒕𝒊𝒐𝒏 1. 𝑮𝒓𝒐𝒘𝒕𝒉 & 𝑫𝒆𝒗𝒆𝒍𝒐𝒑𝒎𝒆𝒏𝒕 • Provide clear paths for promotions or lateral moves into different departments. • Offer access to training, certifications, and mentorship programs. 2. 𝑭𝒐𝒔𝒕𝒆𝒓 𝑨 𝑺𝒖𝒑𝒑𝒐𝒓𝒕𝒊𝒗𝒆 𝑪𝒖𝒍𝒕𝒖𝒓𝒆 • Celebrate achievements and milestones. • Regularly check in with employees to address concerns. 3. 𝑬𝒏𝒉𝒂𝒏𝒄𝒆 𝑾𝒐𝒓𝒌𝒑𝒍𝒂𝒄𝒆 𝑭𝒍𝒆𝒙𝒊𝒃𝒊𝒍𝒊𝒕𝒚 • Consider offering remote work options or flexible schedules. 4. 𝑯𝒆𝒂𝒍𝒕𝒉 & 𝑾𝒆𝒍𝒍-𝑩𝒆𝒊𝒏𝒈 • Introduce wellness initiatives like stress management workshops or fitness programs. 𝑭𝒐𝒐𝒅 𝑭𝒐𝒓 𝑻𝒉𝒐𝒖𝒈𝒉𝒕 It’s not just about attracting talent; it’s about creating an environment where they want to stay. Beyond compensation, employees need purpose, growth, and recognition. 𝑭𝒐𝒓 𝑯𝒊𝒓𝒊𝒏𝒈 𝑻𝒐𝒑 𝑻𝒂𝒍𝒆𝒏𝒕, 𝑩𝒐𝒐𝒌 𝒂 𝑴𝒆𝒆𝒕𝒊𝒏𝒈: https://lnkd.in/gdb2taUJ #Recruitment #TalentAcquisition #EmployeeRetention