Managing Employee Well-Being and Building the Right Culture with Sayan Bandyopadhyay

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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.

In this episode of The Shape of Work podcast, we welcome Sayan Bandyopadhyay, an HR professional working in this fraternity for approximately 16 years.


Name of the guest: Sayan Bandyopadhyay

What he does: AVP-HR (East) at HDFC Life.

Find him on LinkedIn.

Get Smart: “You cannot touch or see culture, but you can feel it every day when you go to work.”


In this episode, you will receive valuable insights into:

  1. Mental health can benefit companies in the longer run.
  2. Better meetings make better days.
  3. Culture as one of the intangibles of a workplace.
  4. Parameters set by HDFC Life while hiring.
  5. The concept of scientific hiring.
  6. Top innovations in the field of HR.


Mental health can benefit companies in the longer run:

In the last one and a half years, the importance of mental health has increased in leaps and bounds. It is receiving the attention it deserves.

Organizations need to find ways to maintain positivity. The employees need to feel good about who they are as a person. Mental health is a necessity, and every organization should deploy ways to ensure the same. Better mental health results in better employee productivity.

Better meetings make better days:

Meetings hold a significant amount of importance in organizations. In the corporate world, people have to work across different functions and hence need collaboration. However, Sayan explains why having meetings for the sake of it is not fruitful. It has to have a well-thought-out schedule and purpose. Teams need to analyze:

(1) the outcomes of the meeting.

(2) who should be present in the meeting.

The meeting should have a proper structure, discussion, and proper notes.

Culture as one of the intangibles of a workplace:

Culture decides an employee’s willingness and commitment towards the organization. A good culture drives the employee to go to the office every day, whereas a poor culture does the exact opposite. Sayan talks about the role of managers in setting this culture. For employees, it is the manager they communicate their tasks to. Hence, if the manager is helpful and positive, the employee will have a positive impression of the culture. Hence, managers need to have the correct conversations and build a culture of teamwork.

HDFC takes this element very seriously. Sayan calls it a ‘business of dealing with humans.’

They ensure that every person they hire is clear with the expectations the company has from them. The organization is ready to give inputs if an employee lacks technical skills. But employees choosing the wrong path can face strict action by the company. The company launches an engagement survey every year. Every manager not meeting the required feedback parameters is offered help to improve themselves. HDFC follows a structured process of feedback mechanism.

Parameters set by HDFC Life while hiring:

There are two sets of hirings in HDFC Life- frontline sales and managerial positions. The majority of hiring happens in the position of frontline sales. They conduct an elaborate personality cum attitude entrance test. They look at the personality, attitude, and decision-making process of the candidates. People coming from different organizations also hold a value system different from the same of HDFC Life. Sayan says that the company understands this well and looks at a broad value fit. However, they do not allow people who are willing to compromise their values and integrity for extra business. 

The concept of scientific hiring:

Using selection tools that align with the organizational philosophy is the concept behind scientific hiring. It is bound to give better results for the hiring process of any organization. A few categories are personality tools, aptitude tools, scientific-based tools, and more. These will help organizations categorize candidates and find the best fit for themselves.

Top innovations in the field of HR:

At one point in time, HR was only considered an administrator of a business. Today it has developed to become an integral part of the same.

Sayan explains how the field of HR has grown:

  1. HR in a business: The HR of an organization has to understand business as a business person. Only then can he/she be a true business partner.
  2. Learning space: Organizations have become confident with mobile/virtual learning. Moreover, it can be done at one’s own pace. Hence, HR has turned the learning process from a ‘learner-led model’ to an ‘employee-led model’.
  3. HR bots: With the incoming trend of HR bots, the role of an HR professional can be segregated. He/she can perform more important tasks within the organization.
  4. Usage of data: Data analytics is now a part of core decisions that HR professionals make. Be it predicting attrition, looking for talent, etc., usage of data analytics is highly beneficial.

Dhristi Shah

Hi, this is Dhristi, Content Writer and Editor at Springworks India. I am a keen learner and am passionate about everything related to writing.

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