Podcast

1. Why do employees leave even with competitive salaries?

Priya Ramdev: “Compensation alone doesn’t drive retention. It’s the culture, growth, and recognition.”

Insight: The best retention strategy is creating an environment where employees feel valued, empowered, and excited about what’s next, that’s more than a paycheck. A high salary can attract talent, but they will still leave if:

• They are not included in big company decisions
• They have minimal to no access to learning and career progress
• Their work is not recognized and appreciated.

2. What’s the biggest hiring mistake companies make?

Priya Ramdev: “Hiring for attitude and alignment is a long-term investment.”

Insight: The best hiring strategy? Prioritize adaptability, shared values, and long-term potential over a stacked résumé. Companies often focus too much on technical expertise and overlook cultural fit. But a hire with a wrong attitude can:

• Misalign and disrupt team dynamics.
• Lead to early attrition, costing time and money.
• Give excuses for no learning and long-tern contribution

3. Can HR really impact business growth?

Priya Ramdev: “HR isn’t a support function; it’s a strategic driver of business success.”

Insight: The companies winning today are the ones where HR isn’t a ‘back office’ but a front-line driver of competitive advantage. When HR is seen as an administrative task force, companies miss out on:

• Leadership pipelines that future-proof the business.
• A thriving work culture that boosts retention and innovation.
• Data-driven HR decisions that align talent strategy with revenue goals.

4. Why do some companies struggle with employee engagement despite efforts?

Priya Ramdev: “Engagement isn’t about perks—it’s about trust, autonomy, and purpose.”

Insight: No number of perks can fix disengagement if the employees are not excited for the upcoming challenges. Companies roll out fun Fridays and fancy benefits but still see disengaged employees. Why? Because engagement isn’t about surface-level perks; it’s about:

• Leaders who communicate openly and honestly.
• Roles that challenge and excite employees.
• A workplace where people feel heard, not just ‘managed.’

5. What’s one HR myth that needs to go?

Priya Ramdev: “HR isn’t just about people—it’s about business impact through people.”

Insight: Business growth depends on productivity through people, not just filling positions. Old-school HR focuses on enforcing policies; modern HR builds high-performance cultures. That’s why HR professionals should begin with

• Aligning recruitments with specific business objectives
• Designing policies that drive productivity
• Leveraging analytics to predict and solve hiring challenges.

6. Why should empathy be a priority for organizations?

Priya Ramdev: “Empathy isn’t just a soft skill—it’s a strategic advantage.”

Insight: Empathy is about creating a workplace where people perform their best every day and help others achieve the same. Organizations that prioritize empathy outperform their competitors. Here’s why:

• Teams with empathetic leaders see high employee productivity and low disengagement.
• Employees who feel valued feel belonged and perform better than best.
• Workplaces that foster a sense of belonging retain talent for longer tenures.

7. How can leaders cultivate empathy in the workplace?

Priya Ramdev: “Empathy isn’t about being ‘nice’; it’s about understanding and communicating with impact.”

Insight: When leaders consistently practice empathy, they don’t just improve morale—they create workplaces where innovation and trust thrive. Empathetic leadership isn’t about hand-holding—it’s about:

• Active listening without jumping to conclusions.
• Seeking and respecting diverse viewpoints.
• Making decisions with transparency and fairness.

8. What’s common mistakes organizations make when fostering empathy?

Priya Ramdev: “Empathy isn’t a crisis response—it’s a continuous practice.”

Insight: Occasional empathy breeds doubts; consistent empathy builds loyalty. Many companies showcase empathy only during crises—like layoffs or conflicts. But real empathy is:

• Embedded in everyday interactions.
• Reflected in policies that support work-life balance and inclusion.
• Practiced by everyone—leaders to frontline employees.

9. Can empathy be measured in the workplace?

Priya Ramdev: “Measure the outcome, not just the effort.”

Insight: Empathy may feel intangible, but its results are visible. It isn’t a KPI though, its impact shows up like:

• High employee retention rates
• Ultimate employee engagement
• Unmatched customer satisfaction

10. What’s one simple act of empathy that makes a big impact?

Priya Ramdev: “Engage with the person, not just the agenda.”

Insight: Some moments build trust, strengthen teams, and turn workplaces into communities where people want to stay and grow. These smallest actions by leaders that leave biggest impact can be:

• Taking time to ask, “How are you really doing?”
• Recognizing struggles instead of just focusing on deadlines.
• Listening with intention, not just to respond.