The future of work isn’t defined by policies alone; it’s built on everyday actions that make people feel seen, heard, and valued. Today, employees expect meaning, flexibility, and recognition, while organizations seek new ways to keep engagement alive.
In this Quick 5 Interview series, Satish Shukla, Co-Founder of Addverb, shares how balance for him begins at home. He believes that true engagement stems not from activities alone but from connecting employees with purpose, giving them autonomy, and encouraging experimentation. He emphasizes that listening to employees is only meaningful when it translates into visible action, creating trust and a culture of open dialogue.
Here is the excerpt from the candid conversation with Mr. Satish, who brings over a decade of experience across HR, supply chain, robotics, and software, and currently leads one of India’s most successful robotics firms. Under his leadership, Addverb has partnered with over 400 clients globally, including Fortune 500 companies such as Amazon, DHL, Indian Oil, and Unilever. His perspective on technology-led innovation, sustainability, and building global capabilities makes him a force to be reckoned with.
Read below:
Q1. What’s the one thing you do every morning to ensure you’re mentally prepared for the fast-paced world of HR leadership?
A1. I start my mornings by playing with my son. That small window of time keeps me grounded, reminds me of what truly matters, and brings a sense of joy and positivity into my day. In HR leadership, where every day comes with new challenges and rapid changes, carrying that positive mindset helps me approach situations with calmness and empathy. It’s my way of ensuring that I step into work with balance and clarity.
Q2. How do you integrate feedback from employees into your leadership decisions, especially when it comes to enhancing workplace culture or recognition programs?
Q2. For me, listening is only the first step; what really matters is acting on what you listen to. Employees want to see that their input translates into meaningful changes, whether big or small. I consciously make it a point to close the loop, so people know their voices were not just heard but valued. When employees experience this, it builds trust and strengthens the culture of open dialogue.
Q3. As someone who plays a crucial role in shaping company culture, how do you keep employee engagement dynamic, especially when teams are adapting to new ways of working?
A3. At Addverb, we believe two things have consistently kept engagement strong: autonomy and experimentation. When people have the freedom to take ownership of their work and are encouraged to try new approaches, even if it means learning through mistakes, they feel empowered and motivated. As the workplace evolves with hybrid models, automation, and shifting expectations, these two foundational elements act as constants. They ensure that employees remain not only engaged but also excited about contributing to the larger purpose.
Q4. In your opinion, what’s the biggest misconception companies have about employee engagement, and how do you challenge that mindset?
A4. A common misconception is that engagement simply means fun activities or celebrations at work. While those moments matter, real engagement goes deeper; it’s about connecting people to the purpose and nature of their work. When employees see meaning in what they do, that’s when engagement becomes truly sustainable.
Q5. What is one legacy you hope to leave in your career, and how do you plan to build a sustainable future for both employees and the organization?
A5. My legacy would be about creating a balanced, values-driven organization where passion and purpose remain intact, irrespective of external trends. Over the last 4–5 years, we’ve seen organizations swing dramatically, from focusing almost entirely on being employee-centric to now pivoting towards productivity and widespread layoffs. My goal is to build a culture that remains steady, fair, and sustainable. I hope to leave behind an organization where employees feel supported and inspired, and where business goals and people’s aspirations move forward together.
Conclusion
Satish Shukla’s vision for HR leadership highlights a future where passion, purpose, and fairness outweigh fleeting trends. His aspiration to create a balanced, values-driven culture where employee aspirations and business goals thrive together is a reminder that true engagement lies not in extremes, but in the steady pursuit of purpose with people at the center.
We have many more such interesting conversations lined up for you. Stay tuned!
