Kirti Bajaj

Understanding what is assertiveness is and when and where to use it is the most important key. As beyond work your own reputation gets on stake if not careful. Assertive nature make you a more confident and a strong leader, but it's a hair thin line between aggression and attitude if not balanced well. Be agile in your approach with your clients but do not compromise the values.

In my perspective an open communication with the team at work and family back home is important. This will help you balance your priorities as per the timelines and do not forget to seek support, both at personal and professional end for a happy closure to the day

Trust is the strongest pillar when it comes to human relationships among them. If we do not trust the team or the leader then success looks distorted, especially for a team (HR) which is the backbone of the organization; as it aligns the employees to a common firm-wide strategy and goal. To bring the momentum of trust back into the game, the below few pointers can be helpful: 1. There should be 1-1 meetings on a weekly or bi-monthly basis, to understand their strengths and weaknesses, and their current performance. What kind of challenges they are facing among themselves or with the stakeholders? 2. Encourage peer-peer connect 3. Weekly team connect This should work to re-mold the psychological barriers of trust in their minds.

I believe the recepie for worklife balance is very unique to every individual. It all depends upon our priorities and choices Be it setting boundries or effective delegation. It's a crucial balance we need to initiate as an HR consultant.

In my experience education model is ever-evolving hence to keep pace with the future, it is important to be part of a - -Professional network -Read blogs -Join a new updated version of the HR course, from a good training institute -Stay connected and updated in person and virtually with your industry peers. But before we go through the above it is integral to one's growth to do a self-assessment, as to which particular area of HR you want to upgrade your knowledge. HR as a vertical is huge and step-by-step you must cover this upgraded journey of yours.

Performance evaluation can be made more engaging by following the below activities: 1. A clear goal setting should be done by the employee at the beginning of the review year, the same needs to be acknowledged by the manager. 2. Goals can be visited by the manager along with the employee every month or once in a quarter, if the employee is running behind or facing a challenge then the goals need to be revisited, and closed. 3. Monthly performance (check-in) conversations between the employee and the manager can give a real-time check of how the progress is going ahead. 4. Introducing performance coaching can greatly help the employee to keep his goals aligned with the strategy of the organization.