In this Quick 5 Interview series, Nikku Singh, Manager – HR at CESC Limited, RP Sanjiv Goenka Group shares her approach to managing time effectively while balancing strategic goals, and delves into strategies that help her navigate a dip in motivation. She talks about how technology helps her in striking a balance between taking care of employees’ personal experiences and maintaining organizational consistency. Her focus on continuous recognition as a part of daily culture and AI as a tool to foster an environment where growth and appreciation go hand-in-hand are truly inspiring.
Here is the excerpt from the candid conversation with Nikku Singh, Human Resource Business Partner with 16 plus years’ experience in Human Resource Management, across functions. She is known for her innovative methods and has a sound exposure in Recruitment & Selection, Performance Management, Training & Development, ER & Communication, Leadership Development & Management, Job Analysis & Evaluation, HR Planning & Policy, and Employee Engagement.
Read below:
Q1: How do you manage time effectively to ensure you’re present for your teams while also focusing on strategic goals?
A1. I strongly believe in the sayings of Stephen Covey – “The key is not to prioritize what’s on your schedule, but to schedule your priorities.” The hours in a day will never be sufficient to accomplish the tasks, unless it is well planned, rather pre-planned. I plan the day well in advance, focusing on the important and urgent tasks that require my attention and time. Being fully mindful of the team’s capabilities, I delegate all that can be delegated to the team and thus empower them in the process. This helps in focusing on the strategic goals and new initiatives.
Q2: Employee engagement is a continuous effort. What strategies do you use to measure engagement levels across teams, and how do you pivot when you see a dip in motivation?
A2. Measuring employee engagement is not only about running an annual employee engagement survey, but gauging the same through other dimensions as well, like participation in the company events, eNPS, exit / stay interviews data, turnover and absenteeism rates, focus group discussions, employee recognition data, and employee referrals.
Q3: How do you walk the line between creating highly personalized experiences and ensuring consistency across your organization’s engagement efforts?
A3. It is all about striking the right balance. I make sure engagement efforts are grounded in clear values and principles. While crafting engagement initiatives, I take into consideration inputs received from managers to tailor recognition and development to what really motivates their teams. Data and technology help us understand what works for individuals without losing that organizational consistency. At the end of the day, the end outcome is an organization where people feel valued, heard, and connected to the bigger purpose.
Q4: How do you see AI-powered platforms contributing to a culture where continuous growth and recognition go hand in hand?
A4. To me, AI-powered platforms serve as a huge enabler. AI platforms help in getting real-time insights about performance, strengths, and development opportunities, so feedback and recognition aren’t just periodic; they become continuous.
Q5: With all the advancements in HR technology and data-driven insights, where do you see the future of employee engagement and recognition going, and how do you plan to lead the charge in that space?
A5. Despite all the advancements in technology, one aspect that will never be dated is the human connection. The future of engagement and recognition will be driven by data intelligence, personal connections, and regular check-ins.
