Vividhta Diversity Experts

According to a Gallup survey, 51% of employees are not engaged at work, which certainly is a huge problem. And when there is an increase of disengaged employees within the organization, it is likely going to hurt you more in the long run. 1. Dropping Productivity Your once highly engaged employees might be losing their productivity, which is a clear sign that they are going towards the road of disengagement. This can become a severe concern for any organization in the long run. 2. Drop-in Quality of Work Another sign of a disengaged employee is that they produce work, but it is not up to the desired level. They underperform and are very casual about it. They often provide less output and never come up with their problems resulting in errors in their job. 3. Employees Going Quiet If you see an employee suddenly going quiet all of a sudden, then it is a clear sign that the employee is disengaged. There are chances that they might pull out of conversations and stay gloomy in their own sp

You know what’s more difficult than finding top talent ? Retaining them. Employee turnover is an issue for all organizations, especially for small businesses or startups. Even top companies are burdened with the headache of high turnover rates. Employee turnover is simply the percentage of employees in an organization that leaves and is replaced with new employees. This is of course calculated as a function of a period of time. Here are a few ways in which you can tackle. 1. Analyze The most important step? Yes. The most underrated step? Yes. People usually underestimate the importance of properly analyzing a problem and jump straight to solving them. Yes, it is important to get to the solving part as soon as possible 2. Giving preference to EQ Emotional Quotient of your employees is a crucial factor for the smooth functioning of your organization. Employee turnover rates shoot up in organizations where there are high instances of workplace conflicts. Higher EQ translates into bette

Everyone harbors unconscious prejudice. The trick is gaining enough insight to prevent it from affecting who you hire and how you treat people. Skin color, gender and age are generally what people think of when they consider biases, but individuals can harbor unconscious prejudice about characteristics including Height and weight, Introversion and extroversion, Marital and parental status, Disability status etc. All of these characteristics and many others can imperceptibly influence everything from who gets interviewed to who gets hired to who gets fired. They can affect the way people are mentored, how employees socialize with one another, who is given plum assignments and promotions, and much more. Which is why a growing number of corporations offer training programs aimed at rooting out hidden biases. Here are a few tips for Avoiding Biased Behavior: Increase purposeful mentoring and coaching - Sponsor people who are not like you. Be proactive about recognizing people’