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The Last Impression

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  The Last Impression: Why Offboarding Process Matters More Than You Think Companies do everything in their power to create a glamorous initial impression of their new hire, welcome packs, buddy programs, orientation classes, emotional introductions, etc, all aimed at making a new employee feel unique and interested in the company on the first day. However, despite all the focus on the onboarding process, the final impression, the way an employee leaves, is often an administrative issue. To a lot of companies offboarding is a list of forms, passwords and an exit interview. This irresponsible oversight is an expensive one. The ineffectively handled offboarding process may cause a reputational, cultural, and even financial harm (Lakshmanan, 2024) . In the age of the Internet, when the reputation of an employer is created on a high profile by means of such sources as Glassdoor and LinkedIn, even one unpleasant experience during an exit can reverberate much beyond the former employ...
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Talent Hoarding

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  Why “Talent Hoarding” Is Killing the Company and How HR Can Stop It Agility has now proved to be the most treasured asset of companies in a business world that is speedy, uncertain and in a state of consistent reinvention (Tran et al., 2024) . To be competitive, organisations should be in a position to mobilize talent quickly, cross-functional teams as well as addressing emerging issues. However, talent hoarding is a mute killer of agility to many firms. Talent hoarding is a situation where managers intentionally or unintentionally deny their highly performing employees a chance to venture into new prospects of the organisation (Morel, 2023) . They can postpone internal promotion or demotivate applicants to apply to other positions or even indirectly challenge the willingness of an employee to be promoted. Though this behaviour can be easily explained by the need to defend short-term team performance, it eventually harms the overall health of the organization, stalls growth...
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Rethinking Ambition

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  Why Gen Z Is 'Quiet Quitting' the Corporate Ladder for a 'Soft Life' The old view of career ambition has been focused on the upward climb of the corporate ladder, earning executive designations and responsibility. Nonetheless, this outlook is shifting with the generation Z is in the workforce. According to recent data, quite a significant number of young workers are refusing to promote or get new duties, which is often called quiet quitting (Westover, 2024). It does not imply a quitting of the job, but it is about creating limits and only doing the minimum of essential work, without adding some extraneous and uncompensated labor (Jayatissa, 2023). Such change is not always caused by time-out and lack of ambition. Rather, it can be seen as the reconsideration of priorities where individual welfare, personal autonomy, and work-life balance are put forward (Reddy et al., 2024). They are openly adopting a sustainable method towards career and life. Watch this vi...
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Navigating the Radical Transparency

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  Navigating the Radical Transparency: When Openness Becomes Oversharing The idea behind radical transparency is based on the organizational behavior theory, and it focuses on open flow of information to establish trust, accountability, and engagement (Gino, 2017). It questions the traditional hierarchical communication, in which decisions have a habit of being made behind closed doors. In the psychological safety framework that Edmondson (2019) developed, transparency fosters trust by decreasing the level of uncertainty and facilitating employee involvement without perceiving any judgment (Ito et al., 2021). Transparency is also advocated by participative management theory, which implies that the engagement of employees in decision-making will increase the level of commitment and output (Hamel and Zanini, 2020). Firms such as Bridgewater Associates under the leadership of Ray Dalio have notoriously enacted radical transparency that has seen meeting notes, feedback, and perfo...
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