This article is a lightly-edited summary of the key takeaways from our speakers’ appearance on our podcast, “The Shape of Work.” If you haven’t listened to our show yet, be sure to check it out here. These speakers have an incredible stable of startup experiences to draw from, the kind of stories that are unbelievably helpful for HR/people managers to hear.
On this episode of The Shape of Work podcast, we welcome Lavanya Gandi. Currently an HR professional, she has also worked in the fields of Sales and Account Management. She has worked with companies such as IPAC, Swiggy, and Zomato.
GUEST AT A GLANCE:
Name of the guest: Lavanya Gandi
What she does: Director of Human Resources at Dextara Digital.
Find her on LinkedIn.
Get Smart: “If any employee is taking a day off or time off, that should be respected. It comes culturally- it is different in different countries and different in different organizations.”
In this episode, you will get valuable insights into:
- The work culture of Zomato.
- Remote work and the changes it brought.
- The impact of remote work on work-life balance.
- Advice to founders/ people managers.
The work culture of Zomato:
Zomato has always made a point to hire the right talent. The organization ensures the perfect culture fit for all the employees. It prefers hiring people who believe in the values of Zomato before being a part of the team. Lavanya cherishes the compassion and acceptance Zomato shows. The company even attempted to find jobs for their employees who were laid off due to the pandemic.
Remote work and its impact on the work-life balance:
Lavanya’s current organization is quite flexible and open. They do require employees to be in the office. Lavanya further talks about the work-life balance blurred due to remote work. There are employees desperate to work from the office. However, people are adjusting to this new way of work now. Employees often face the stress of managing multiple things at one go. With remote work, the boundary of not reaching out to people apart from working hours is removed. Here is where the mental health implications come into the picture. Lavanya advises leaders to avoid these conversations.
She further says that employees should “pick up habits that don’t confine to a screen or technology.”
People should not be taken for granted.
The problem also persisted during the beginning of the lockdown. Plenty of people didn’t find a reason to take leaves. They would continue focusing on work every day. But some organizations realized the need to solve this. People need to take time-offs to refresh themselves. Constant work can make them monotonous.
Advice to the founders/ people managers:
Leaders need to learn to be more flexible and adaptable to situations, considering how the pandemic changed everything. Policies had to be reframed due to the changes in the way of work. They need to be empathetic towards their employees and focus on upskilling them. They should organize engagement programs for the employees for something different from what they are working on. Employees of similar interests (books, music, etc.) can also create clubs and interact.