Recently, we started an initiative of encouraging/acknowledging positive behavior at workplace. One of the behavior is responsiveness which is directly linked to the follow-up culture at the organisation.
I would like to know the kind of unique activities, engagements, training that can be done for responsiveness at workplace.
Please share your views/suggestions/inputs on the same.
Corporate HR - SRF Limited

From India, New Delhi
Authentic Delegation with Empowerment, Pemission to Innovate with Grace to Forgive Genuine Error of Judgement, Open Two-Ways Communication, Inviting Suggestions for Improvement & Will to Accept Doable Suggestion with In-Built Rewards Should First Be Tried with Hunane Touch
Harsh K Sharan
Kritarth Team
16 March 2020

From India, Delhi
Dear Mr Srinivasamoorthy B,

You have written that "we started an initiative of encouraging/acknowledging positive behaviour at workplace. One of the behaviour is responsiveness which is directly linked to the follow-up culture at the organisation."

However, be it noted that follow-up culture itself is a negative culture. The culture has to be proactive so that nobody follows-up with anyone. The two essential ingredients of the proactive culture are proactive action and proactive communication. If it becomes part of the culture of your company then 50% of your organisation's problems will be solved.

Secondly, you have written that "I would like to know the kind of unique activities, engagements, training that can be done for responsiveness at workplace."

To make your staff responsive, first ask a question is your top leadership responsive? Is there an unnecessary delay in taking the decisions? If the top leadership is laggard then don't expect staff to be responsive. Responsiveness is a matter of attitude and changing one's attitude is next to impossible. However, if the communicativeness is developed in the minds of the employees, then responsiveness will come automatically.

Therefore, work on creating a culture of communication. When I say a culture of communication, I do not mean to say developing communication skills. A person may have good communication skills but may not be communicative.

Training of the managers plays a vital role in creating a communication grid in the organisation. Feel free to contact me for further clarification.


Dinesh Divekar

From India, Bangalore
Dear Colleague,
The responsibility for building great work culture which is responsible and responsive lies squarely with the top leadership. They are the ones who set examples for every behavioral expectations/ work values they want each employee to possess, be it openess, free flowing communication, excellence in performance, innovation and customer orientation to name a few.
The top leadership must manifest the work values through their acts at all times and also be seen to be appreciating those who display it.
The organization which believe and practice this have not failed to create and sustain a culture where an employee feels proud to belong.
The training programs and other Employee engagement activities may be used to reinforce such desirable values.
Vinayak Nagarkar
HR and Employee Relations Consultant

From India, Mumbai
Dear Harsh, Dinesh and Vinayak,
Thanks for your insights.
I do acknowledge that frequent follow up is a negative culture and it is not to be taken lightly at any organisation. It came as one of a reflection point from our internal surveys and as an input from the leadership as well.
In general, our top management approval from the employees is very good in case of ethics, decision making and leadership acumen. Yet in case of interventions, we are planning to reinforce it at all employee levels in the organisation. If you can share any unique interventions, that would be really helpful.
Srinivasamoorthy B

From India, New Delhi
Dear Mr Srinivasamoorthy B,

To avoid a follow-up culture, you need to create an organisation-wide communication grid. Through this grid, a flow of information should be free and there should not be any choke up points. For this, you need to shift your focus from individual communication to organisational communication.

Whenever training on communication takes place, the focus is on an individual like eye contact, body language, tonality etc. However, for organisational communication, this is of no significance.

Communication is a matter of attitude. Nevertheless, whenever the training is conducted, the focus is on the skills and not changing the attitude.

The attitude of communication also depends on motivation. If your staff works only after follow-up this shows that they may not that motivated. Motivated persons are self-starters and do not require prodding.

Lastly, follow up culture signifies that the people work because they get their salary. They may not be putting heart and soul in their job. Take the case of working women. While at the office also most of the women continue to communicate with their children or other family members. Why do they do that? They do it because their heart is in their family. There are many homemakers who while at home continue to think of the needs of their spouse or children or family members etc. Why do they do that?

Therefore, if you improve the sense of belonging or culture of ownership, the need for follow-up will decrease automatically.

However, the change of culture cannot happen only by making a few SPOs or conducting training programmes. You need a lot of support from the top management. In many organisations, top leadership is active in destroying the positive culture. Against this backdrop, a culture of follow-up is bound to grow. If your organisation is an exception, then you are lucky.


Dinesh Divekar

From India, Bangalore
Hello Everyone,
I would really appreciate if anyone can guide me how to make people feel more lively during this Pandemic when everyone is working from Home. We all work in night shift in US process. We have started with Social Hours, had started with Virtual Yoga Sessions also. Put participation from employees is not much. They would love to watch things rather than participate and employees dont share there views too.
We were planning to celebrate coming festivals also so that they feel connected with everyone in India and US. Can anyone suggest some good things how we can make this a great success.

From India

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