@Dipali Pallai In your opinion, what do most startups get wrong while setting up their people management processes for the first time? What is some important HR-related advice that you actively give to companies you work with to avoid these mistakes?

@Dipali Pallai Thank you so much for spending your time with us here and sharing your insights with everyone 🙌 And thanks everyone for all of the great questions!

set the channel topic: The next AMA session with Harish Kumar Bhamidipati, Co-Founder of Choose to Thinq will happen on June 9, 2022 (Thursday) --> 8 am to 8 pm. Watch this space for the following announcement.

Hello everyone 👋 The playbook from our AMA session #7 is out! Do give it a read. Here's what we discussed with our guest, @Dipali Pallai - Independent HR Consultant (Ex- NephroPlus and Fabindia) 👇 1️⃣ Balancing Compensation and Benefits to improve the employee experience 2️⃣ A must-do list of tasks when either a merger or an acquisition happens 3️⃣ How to approach cultural assimilation and integration? 4️⃣ Sourcing tools apart from LinkedIn, Angelist or Indeed 5️⃣ What do most startups get wrong while setting up their people management processes for the first time? 6️⃣ HR tools suggestions for small companies (less than 20 people) Feel free to provide your feedback on the playbook. Find it insightful? Share it with your fellow HR/People Ops folks 💙

Hey everyone (<!channel>), I’m excited to share that Harish Kumar Bhamidipati (@Harish Bhamidipati)- Co-Founder of 'Choose To Thinq' will be joining us on Thursday (June 9, tomorrow) for the next AMA session. There are two ways to get your questions answered by Harish: 1. Join us live during the session from 8 a.m to 8 p.m. on Jun 9, Thursday (tomorrow) and ask your questions 2. Leave your questions in the #expert-ama channel below already so that Harish can answer them tomorrow You might want to ask Harish questions about👇 ✅ Culture and People Strategy practice Harish helps companies define, drive, and sustain their culture by building a culture manifesto, orchestrating a culture diet, culture water-cooler and formalising culture Playbooks. ✅ Anything and everything else! As an experienced people ops leader, Harish has seen it all. As with all ask me anything sessions, fire away with your questions about any HR/People Ops topics. Looking forward to seeing your questions 💥 @Harish Bhamidipati over to you. Thanks so much for agreeing to be here for the AMA 🙌

@Harish Bhamidipati Interested to hear how you have seen companies successfully drive a culture of accountability and drive for results.

Our member, Raksha posted her question for you in a different channel. So, I'm reposting it here: https://theshapeofwork.slack.com/archives/C02U3M4GE4W/p1654689632618619?thread_ts=1654614151.893669&amp;cid=C02U3M4GE4W

@Harish Bhamidipati Starting at the beginning to build up culture and engagement. What can companies do that can be a big hit in the early stages?

@Harish Bhamidipati Reposting one more question here https://theshapeofwork.slack.com/archives/C02UCLJ8J5A/p1654739365772229?thread_ts=1654671664.002279&amp;channel=C02UCLJ8J5A&amp;message_ts=1654739365.772229

Hey everyone. Here is a recap of how the sessions work. Feel free to post your questions below! 🙌

@Harish Bhamidipati would love to hear your take on it: Stigmas related to mental health are slowly being overcome, and companies are expected to support their employees’ mental health. What do you think is the future of work when it comes to this aspect of employee well-being?

Thank you Harish for doing this AMA. I want to know one thing. When we have a screening/first round of call with candidates during recruiting, what is a good way to tell them about our culture or how do we sell the role (in a good way) Generally these calls are of short duration and mostly the candidates are interested to know only about the salary package, work from home or office, or very few other things. When you are in an early stage startup, the money aspect might not be on your side. It's not that we don't want to pay, but the expected hikes that I am getting in response are way too much and we are losing good candidates only because of this. What could be a way out from here? Or alternatively, what could be a better way to have a screening call?

@Harish Bhamidipati Thank you so much for spending your time with us here and sharing such great insights with everyone 🙌 And thanks to everyone for all of the great questions! 🙌

It was a pleasure and a privilege. Great questions from everyone. Gave me an opportunity to think and ruminate over many aspects of org building. Thanks for giving me this opportunity, @

How do we interview/assess for high agency? (ie ownership, commitment to work) especially for <2 years experience

What do you think about org design? How does one go about it? When should you start thinking about it consciously?

Re: OKRs / goals - what is your opinion? are OKRs an overkill or do they help in giving clarity to employees? It seems like a lot of work to start and then drive adoption but at the same time it seems like a solution for everyone to have transparency in their goals

How to maintain the company culture remotely as you grow? @Harish Bhamidipati

What are some of the ways to let people go for performance so the person does not feel surprised? Is there a playbook?

@Harish Bhamidipati What are some ways except offsite that companies can use to build camaraderie among it's employees?

set the channel topic: Guest experts will answer your HR and People Ops questions. 🗓️ Watch this space for the date of our next Ask Me Anything Session

set the channel topic: The next AMA session with Pavani Gajendra, People Operations Manager at Rad, (Ex- Vahan Inc, Accenture and HP) is going to happen on June 23, 2022 (Thursday) --> 8 am to 8 pm. Watch this space for the following announcement.

Hello everyone(<!channel>) 👋 The playbook from our AMA session #8 is out! Do give it a read. Here's what we discussed with our guest, Harish Kumar Bhamidipati (@Harish Bhamidipati)-> Co-Founder of 'Choose To Thinq' 👇 1️⃣ Tips on driving a culture of accountability and drive for results 2️⃣ Key points to be considered while creating an employee journey layout 3️⃣ What can companies do that can be a big hit in the early stages of their culture-building? 4️⃣ Culture playbook for a mature organisation 5️⃣ The Future of Work when it comes to employee well-being? 6️⃣ Interview for high agency/ownership, Org design, OKRs/Goals and the right way to let someone go for their performance 7️⃣ How to maintain the company culture remotely as you grow? 8️⃣ Camaraderie building ideas other than offsites Feel free to provide your feedback on the playbook. Find it insightful? Share it with your fellow HR/People Ops folks 💙

Hey everyone (<!channel>), I’m excited to share that Pavani Gajendra (@Pavani Gajendra)- People Ops Manager at Rad and HR Manager at India Hemp Organics (Ex-Vahan, Accenture and HP) will be joining us on Thursday (June 23, tomorrow) for the next AMA session. There are two ways to get your questions answered by Pavani: 1. Join us live during the session from 8 a.m to 8 p.m. on Jun 23, Thursday (tomorrow) and ask your questions 2. Leave your questions here in the #expert-ama channel below already so that Pavani can answer them tomorrow You might want to ask Pavani questions about👇 ✅ Scaling processes and Operations at startups Pavani has been responsible for setting up functions and processes at startups from the ground up. Perhaps you’d like some insights on how she tackles the different phases of growth and what processes are important to implement along the way ✅ Anything and everything else! As an experienced people ops leader, Pavani has seen most of it. As with all ask me anything sessions, fire away with your questions about any HR/People Ops topics. Looking forward to seeing your questions 💥 @Pavani Gajendra over to you. Thanks so much for agreeing to be here for the AMA 🙌

My question --> How can companies put together a Benefits survey for their employees if they want to take a pulse check on their benefits offerings (what works, what would they like to see added, etc.)

Hey Pavani, Thank you for doing this 🙂 Here's my question,

What are some of the biggest challenges People Ops leaders face while setting up processes from scratch?

Hi @Pavani Gajendra. We are a 40 employee company now and we're growing rapidly. What are some of the challenges we could face when scaling up the people processes? What pitfalls do we have to look out for?

Hey everyone (<!channel>). The AMA session has started. Don't miss out on a chance to ask any questions. Here is a recap of how the sessions work. Feel free to post your questions below! 🙌

Hi @@Pavani Gajendra. Thanks for doing the AMA. What are some ways to get feedback from employees so that we can recognise unhappy employees earlier in the cycle and fix that ?

How do you build a culture of recognition? How do you make sure people take the time to recognize? How do you tell them the importance of recognition? Everyone wants to be recognized but does not want to take the effort to recognize.