In Conversation With Kadambini Joshi, People Leader, Marsh India

Can you share some highlights from your career journey and the key experiences or milestones that have shaped your approach to HR and leadership? 

I've had the privilege of delving into the intricacies of the Insurance Industry, from fairly generic to some of the most complex and challenging issues being faced by the industry. It's like being a perpetual intern, soaking up knowledge and insights from every corner of the professional realm.

As for milestones, every assignment, conversation and discussion is a mini milestone. Be it the moments when I can shed light on a complex HR issue, offer a fresh perspective on leadership, or just share a nugget of wisdom that might make someone's professional journey smoother – each of these have contributed to my evolution.

One key takeaway is the importance of adaptability. The professional landscape is always changing, and being able to evolve, learn, and embrace change is a non-negotiable skill.

Leadership, to me, is a blend of empathy and decisiveness. It's about understanding the unique dynamics of a team or organization and making decisions that balance the human element with the need for progress.

It's been a fascinating ascent enabled by the collective knowledge and experiences of those I've interacted with. Every day is a new step, a new conversation, and an opportunity to learn and share. 

Can you share some highlights from your career journey and the key experiences or milestones that have shaped your approach to HR and leadership? 

I believe the larger the challenge, the bigger the learning and growth. I am privileged to be part of Marsh for more than 19 years, evolving and growing along with the organisation. Few highlights of my career journey include:

• Early Days in Recruitment: My journey probably kicked off in the trenches of recruitment, sifting through resumes, and conducting interviews. These early experiences helped me understand the art of finding right talent and laid the foundation for my understanding of the workforce.
• Crisis Management and Employee Support: Every HR journey has its fair share of crises. Whether it's navigating organizational changes, handling conflicts, or supporting employees through tough times, these experiences have honed my skills in crisis management and compassionate leadership.
• Implementation of HR Tech: From introducing an efficient applicant tracking system to leveraging analytics for talent management, staying on the cutting edge of HR tech has enhanced the efficiency of our processes.
• L&D and Leadership Development: I've overseen a revamp of learning and development that includes embracing e-learning platforms, introducing on-demand and micro-learning, and encouraging a culture of upskilling. Investing in leadership development programs has been a priority. Identifying and nurturing talent from within, creating mentorship initiatives, and ensuring a robust leadership pipeline have been key milestones.
• Diversity and Inclusion Initiatives: Shaping and driving diversity and inclusion initiatives has been a passion. From crafting policies to actively promoting a culture of inclusivity, these efforts have not only contributed to a diverse workforce but have also enhanced overall employee satisfaction.
• Remote Work Transition: The recent shift to remote work brought about its own set of challenges. Leading the transition, ensuring the well-being of remote teams, and adapting policies to the new normal have been crucial experiences in my professional journey.
• Employee Engagement Programs: Implementing creative and effective employee engagement programs like team-building activities to wellness initiatives, has played a vital role in fostering a positive work culture.
• Collaboration with Leadership: Establishing a strong collaborative relationship with the leadership team has been instrumental. Aligning HR strategies with overall business goals and being a strategic partner in decision-making has been a significant milestone.
• Employee Feedback and Satisfaction Surveys: Regularly conducting feedback and satisfaction surveys has been a priority. Listening to the voice of employees, understanding their concerns, and implementing changes based on their feedback has been crucial in creating a positive workplace culture.

Through these milestones, my approach to HR and leadership has evolved into a balance of empathy, strategic thinking, and a commitment to the well-being and growth of the workforce. It's not just about managing HR functions but about being a catalyst for positive change within the organization. 

Employee engagement is a common challenge. What do you believe are the universal principles that can drive higher employee engagement, regardless of the industry or company?

Employee engagement is like the heartbeat of a thriving organization. Here are some key principles to keep that heartbeat strong:

• Clear Communication: Open, transparent communication is the cornerstone of engagement. Keep employees informed about the company's goals, challenges, and successes. This makes them feel like an integral part of the organisation.
• Recognition and Appreciation: Acknowledge and appreciate the efforts of your employees. Recognition, whether public or private, goes a long way in making individuals feel valued for their contributions.
• Meaningful Work: When work feels meaningful, engagement follows. Connect employees to the broader purpose of their work. Help them see the impact of their contributions on the company, customers, or society. 
• Opportunities for Growth: Everyone wants to grow. Provide clear pathways for career development and learning. This includes training programs, mentorship, and opportunities for skill enhancement.
• Effective Leadership: Leadership sets the tone for the entire organization. Engaged leaders who lead by example, listen to their teams, and foster a positive work culture contribute significantly to employee engagement.
• Work-Life Balance: Burnout is the enemy of engagement. Ensure  your employees have a healthy work-life balance. This might include flexible work arrangements, clear boundaries, and support for mental health.
• Employee Well-being: A focus on well-being is paramount. Provide wellness programs, mental health support, and resources that contribute to the holistic health of your employees.
• Inclusive Environment: Foster a culture of inclusivity. When employees feel they belong and can bring their authentic selves to work, engagement flourishes.
• Autonomy and Empowerment: Trust your employees to make decisions. Empower them with autonomy and ownership over their work. This not only boosts engagement but also fosters a sense of responsibility.
• Regular Feedback: Create a culture of continuous feedback. Regular check-ins, performance reviews, and constructive feedback help employees understand their strengths, areas for improvement, and their impact on the organization.
• Team Building and Social Connection: Humans are social beings. Facilitate team-building activities, both in-person and virtually. Strong social connections among colleagues contribute to a positive and engaging work environment.
• Fair Compensation and Benefits: While engagement goes beyond the compensation, fair compensation and competitive benefits are foundational. Ensure your employees feel adequately rewarded for their contributions.
• Flexibility: Embrace flexibility. Whether it's flexible work hours, remote work options, or compressed workweeks, cater to the diverse needs of your workforce.
• Clear Expectations: Ensure expectations are clear. When employees understand their roles and how their work contributes to the overall goals, they are more likely to be engaged.

These principles form a holistic approach to employee engagement. It's about creating an environment where individuals feel valued, challenged, and supported. 

In today's diverse and globalized workplace, how do you view the role of HR in promoting diversity and inclusion? What strategies or practices can be universally applied to foster a more inclusive work environment?

In today’s workplace, HR plays a pivotal role in weaving together diversity and inclusion. It's not just about ticking boxes; it's about creating a culture where every individual feels valued and heard. Here are some strategies I believe can foster a more inclusive work environment:

• Diverse Hiring Practices: Start at the beginning—ensure your hiring practices are diverse. Use blind recruitment methods, promote job postings widely, and actively seek out a diverse talent pool.
• Inclusive Leadership Training: Train leaders and managers to be inclusive leaders. This includes understanding unconscious biases, fostering open communication, and creating an environment where everyone's voice is heard.
• Employee Resource Groups (ERGs): Establish ERGs that cater to various aspects of diversity—whether it's gender, ethnicity, or LGBTQ+ issues. These groups provide a platform for employees to connect, share experiences, and contribute to a more inclusive workplace.
• Clear Anti-Discrimination Policies: Have robust policies in place to address discrimination and harassment. Make sure employees are aware of these policies and have channels to report any concerns confidentially.
• Inclusive Benefits and Policies: Tailor your benefits to be inclusive. This might include healthcare options that cover diverse needs, family-friendly policies, or flexible work arrangements to accommodate different lifestyles.
• Cultural Competence Training: In a globalized world, cultural competence is crucial. Provide training that helps employees understand and appreciate different cultures, traditions, and perspectives.
• Regular Diversity and Inclusion Training: Make diversity and inclusion training a regular part of your organizational culture. This ensures the principles are not just a checkbox but are integrated into the fabric of your company.
• Inclusive Communication Practices: Ensure your communication is inclusive. This includes using language that is neutral and respectful, avoiding stereotypes, and representing diversity in company materials.
• Mentorship and Sponsorship Programs: Mentorship programs can connect employees with mentors from diverse backgrounds. Sponsorship programs can also be instrumental in helping underrepresented individuals advance in their careers.
• Regular Diversity Audits and Assessments: Regularly assess your diversity and inclusion initiatives. Conduct surveys, gather feedback, and use metrics to track progress. This helps in identifying areas for improvement and celebrating successes.
• Accessible Workspaces: Ensure physical and digital spaces are accessible to all. This includes considering the needs of individuals with disabilities and providing accommodations as necessary.

Fostering diversity and inclusion is an ongoing journey. It requires a commitment from every level of the organization. By implementing these strategies, HR can play a leading role in creating a workplace where everyone, regardless of their background, feels not just included but truly valued. 

Retaining talent is a common goal for organizations. What are some strategies you believe are effective in retaining and motivating employees, and how do you adapt them to specific company cultures or industries?

Retaining and motivating talent is like tending to a garden—you need the right mix of nutrients and care. Here are some strategies I believe can work wonders, tailored to fit specific company cultures and industries:

• Competitive Compensation and Benefits: Know your industry standards and adjust compensation packages accordingly. This isn't just about the salary; it's about offering benefits that align with the needs and expectations of your colleagues. Tailor it to what matters most in your industry—be it healthcare benefits, performance bonuses, or stock options.
• Career Development Opportunities: Foster a culture of continuous learning and growth. Clearly defined career paths, mentorship programs, and opportunities for skill development keep employees engaged and invested in their own progression.
• Flexible Work Arrangements: The flexibility to balance work and life is a universal desire. Adapt your policies to suit the industry's demands. Whether it's remote work options, flexible hours, or compressed workweeks, find what resonates with your team and industry norms.
• Recognition and Rewards: Recognition is a powerful motivator. Tailor your recognition programs to match the cultural nuances of your industry. Whether it's public acknowledgment, awards, or team celebrations, make sure it aligns with what your employees value. Know what perks matter in your industry. Whether it's industry-specific certifications, conference attendance, or unique perks related to your field, customize your offerings to make them truly enticing.
• Company Culture Alignment: Cultural fit matters. Industries can vary widely in their vibes. Ensure your company culture resonates with the expectations of your employees. This might mean adapting your cultural initiatives to suit the industry norms—whether it's a more formal or casual atmosphere.
• Employee Involvement in Decision-Making: Empower your employees to have a say. This might look different in various industries—perhaps it's involving them in product development decisions, strategy discussions, or process improvements. It's about making them feel valued and part of the bigger picture.
• Wellness and Work-Life Balance: The importance of work-life balance spans industries. Tailor wellness programs to address the specific stresses of your field. Whether it's mental health support, fitness programs, or initiatives to reduce burnout, show that you care about your employees' well-being.
• Effective Leadership and Management: Leadership sets the tone. Train your leaders to understand the unique challenges of your industry and adapt their management styles accordingly. It's about being agile and understanding the pulse of your workforce.
• Transparent Communication: In any industry, transparency is key. Keep your employees informed about company goals, challenges, and successes. This fosters trust and a sense of belonging, which is crucial for retention.

Remember, it's not a one-size-fits-all game. The secret sauce lies in understanding your industry's dynamics and the unique aspirations of your employees within that context. 

Learning and development are essential for employee growth. Can you share your perspective on the broader trends in learning and development activities in the HR field and how they align with the evolving needs of employees?

Learning and development has taken centre stage, evolving to meet the dynamic needs of employees and the ever-changing landscape. Here are some broader trends in learning and development that I've observed:

• Personalized Learning Paths: Move over, one-size-fits-all. Personalized learning plans tailored to individual career goals and learning styles are gaining traction. Adaptive learning platforms and AI-driven recommendations help in creating bespoke learning experiences.
• Microlearning: With attention spans getting shorter, employees appreciate quick, focused bursts of information. It's all about efficiency and retaining information in digestible chunks.
• Digital and Remote Learning: The shift to remote work has accelerated the adoption of online learning platforms. Virtual classrooms, webinars, and e-learning modules offer flexibility and accessibility, catering to dispersed workforces.
• Skill Development for the Future: The future is all about adaptability. Ensuring employees are equipped with the skills needed for emerging technologies and evolving job roles will help they stay relevant and productive.
• Gamification: Gamification elements, like badges, leaderboards, and interactive scenarios, add a fun and competitive edge to the learning experience, boosting engagement.
• Continuous Learning Culture: Learning is not a one-time event; it's a continuous journey. Organizations are fostering a culture where learning is embedded into daily activities, encouraging employees to seek knowledge proactively.
• Collaborative Learning: The era of solo learning is fading. Collaborative and social learning platforms enable employees to share knowledge, experiences, and insights, creating a culture of continuous improvement.
• Soft Skills Training: Beyond technical skills, there's a growing emphasis on developing soft skills like communication, emotional intelligence, and adaptability. These skills are becoming increasingly crucial in the workplace.
• Data-Driven Learning Analytics: Harness data to track and analyze learning outcomes. This helps in understanding the effectiveness of programs, identifying areas of improvement, and tailoring future initiatives based on real-time insights.
• Leadership Development: Invest in leadership programs to groom the next generation of leaders. This includes mentorship, coaching, and immersive experiences to prepare leaders for the challenges of tomorrow.

In essence, the shift is towards a more agile, personalized, and technology-driven approach to learning and development. It's about creating an environment where employees not only keep pace with industry changes but also feel empowered to drive their own professional growth. 

Employee well-being has become a key focus for many companies. In your view, what are the fundamental elements of a well-being program that can benefit employees across different organizations and industries?

A well-rounded well-being program should be like a buffet—offering a variety of options to cater to diverse needs. Here are some fundamental elements I believe can benefit employees across different organizations and industries:

• Physical Health Initiatives: Provide facilities like gym memberships, fitness classes, subsidized health insurance plans, regular health check-ups or screenings to promote preventive care or wellness challenges to encourage physical activity.
• Mental Health Support: This could include things like Employee Assistance Programs (EAPs) for confidential counselling services, workshops or webinars on stress management and resilience.
• Flexibility and Work-Life Balance: Flexible work hours or remote work options help employees to accommodate personal needs. Organisations could consider having Flexible Time Off Policies, Generous vacation and personal leave policies, encouraging employees to take their allocated time off, and have clear communication about the importance of work-life balance.
• Financial Wellness Programs: Financial planning workshops or seminars, benefits like retirement plans, financial counselling, or even stock options.
• Social Connection: Team-building activities, both in-person and virtual, Encouraging a positive and inclusive workplace culture. These initiatives help employees in developing positive work relationships.
• Health and Wellness Resources: Access to resources like healthy snacks, wellness literature, or meditation spaces.
• Community Engagement: Volunteering opportunities to foster a sense of purpose and other initiatives that connect employees with causes they care about, helps in creating overall wellbeing.

The key is personalization and inclusivity—recognizing well-being is not a one-size-fits-all concept. By offering a mix of these elements, companies can create a well-being program that caters to the holistic needs of their diverse workforce. What's your take on employee well-being?

In Your view, In the Insurance Sector, what has been the top development or challenge in the HR space in 2023?

In 2023, the HR landscape in the insurance sector had its fair share of action. One standout development was the accelerated adoption of artificial intelligence and automation in HR processes. From recruitment to performance management, AI tools started making waves, helping us sift through resumes, identify top talent, and even predict workforce trends. It's been a game-changer, saving time and resources while enhancing decision-making.

Of course, with great tech power comes the responsibility of upskilling the team. Integrating these tools smoothly and ensuring that our workforce is comfortable in using them, has been a challenge. The human touch remains crucial, especially in an industry where trust and understanding are paramount. Striking the right balance between technology and the personal touch has been a bit of a tightrope walk.

So, in a nutshell, 2023 was all about embracing the technoligy while keeping our human touch intact. 

What are some of the industry-specific challenges or trends in HR that you foresee in 2024, and how do you plan to address them?

Talent acquisition for top-notch professionals will be fierce, so organisations need to up their recruitment game.

Then there's the matter of technology. Embracing the latest HR tech is a must to streamline processes, but it comes with its own set of challenges. We'll need to ensure our team is tech-savvy and ready to adapt to new tools. Training and upskilling programs will be key to ensuring the successful adoption of HR tech platforms. 

Speaking of training, the industry is likely to see a surge in demand for specialized skills. We'll have to stay ahead of the curve, offering targeted training to keep our team sharp and knowledgeable about the ever-evolving insurance landscape.

Lastly, the work environment. Flexibility and work-life balance will be on everyone's wish list. HR strategies will need to incorporate flexible work arrangements and employee wellness programs to keep our team happy, healthy, and ready to tackle whatever challenges come our way.

Our plan is to stay agile, invest in our people, and keep an eye on the horizon for any new trends coming our way.