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Ms. Supriya Kabra

Ravi Panchal



Supriya Kabra

She is a new age Management Consultant, Corporate Trainer, Business Coach with over decade of
experience in the field. & She is Director of an HR, OD and Training Consultancy – COSMIQUE CONSULTANTS
and Founder of ENTRACO

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Tips to transitioning Back to work from office post-pandemic





Tips to transitioning Back to work from office post pandemic

Office life includes its own set of benefits and disadvantages. The benefits include:

  • Visiting your favourite employees.
  • Socialising with team members and learning from each other.
  • Simply having a spot to focus on your professional duties.

The difficulties are dealing with oversharing coworkers, crusty coffee mugs in the sink that no one wants to clean, and that individual who insists on microwaving salmon every other day. That’s just how things continue at the office.

A few people adjusted well to the transformation when it was taken away last year, while others struggled. However, as the pandemic progressed, one thing became clear: our houses were the only location where we felt safe despite the chaos that surrounded us.

If you have a return to work date approaching, you may be feeling anxious about having to leave the comfort of your home to work in an environment where there are so many unknowns.

1. Make the most of your home office space by repurposing it.

Reclaim the space you’ve been using for work if you’re completely back in the office and don’t require a desk or specific area to work from home. Create a workstation for a new pastime or add photographs, flowers, and decorations. Create a setting that provides you joy and allows you to unwind after a long day at work.

2.Consider getting up earlier in the mornings.

Working from home allows you to sleep in a bit longer in the morning because you are not commuting. Once you’re back in the workplace, you’ll need to schedule time for your commute into your morning routine, which means getting up earlier. You can gradually compensate for this by waking up 15 minutes earlier every day for a week so that it has less of an impact on your sleep routine when you return to work.

3. Become reacquainted with your surroundings.

If you have favourite spots to eat or drink while at work and feel comfortable doing so, go back to them. Going to restaurants or places where you have fond (pre-pandemic) experiences will help you feel more enthusiastic about returning to work. You will also be supporting local businesses, which is a bonus.

4. Take pleasure in your journey.

Even though your morning travel will be lengthier than the one from your bed to your kitchen or home office, it can still be pleasurable! If you’re driving, make a playlist or download podcasts; if you’re on public transportation, use that time to relax and recharge.

5. Put your best foot forward.

Try on your work clothing before returning to the workplace. If you’ve been working from home in sweatpants and a t-shirt, plan out matching ensembles in your closet to make getting dressed easier and faster. It will make you feel good to return to work appearing professional.

6. Talk to a few trusted co workers ahead of time.

Some of your coworkers and friends may have the same reservations and anxieties as you. They may also have suggestions that could benefit you, such as how they’ll get to work and keep themselves healthy and happy while they’re there.

Speaking openly with individuals who understand your situation will also make you feel less alone. When you come back to work, make plans to meet for coffee, sit at each other’s desks, or otherwise catch up so you may engage in “soft” social interaction like a small conversation, which is uplifting, generates happy emotions, and reduces feelings of burnout by researchers. Spending your first days back at work with someone you know will be less stressful than conversing with a stranger or a coworker you don’t know well. You might even plan your schedules so that you’re both at the office simultaneously if it makes sense.


Maybe you’ve developed a strategy to take on the office, but you’re still worried about how you’ll react when the time comes. If an in-person meeting doesn’t go well, or you feel like you didn’t advocate for yourself as effectively as you could have, or you “messed up” a talk with a coworker, understand that mistakes and failures are inevitable.

After all, you’re just human, and this has been a trying period for you. The folks around you are very likely to share your feelings. When you’re ready, talk openly with individuals you trust about your stress. Recognize that you’re doing your best and that what you’re doing is sufficient.

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Importance of Making Managers better communicators at the workplace





Importance of Making Managers a better communicators at Workplace

Communication in the workplace is essential for businesses to smoothly and effectively operate. Employees that can communicate up or down a company’s communication chain will have higher morale, productivity, and commitment. Employers who invest time and effort in establishing open communication channels can quickly build employee trust, resulting in increased performance, productivity, and overall morale. 

The importance of communication in your business

  • Building team – Building effective teams is all about how the team members communicate and interact with one another. Setting up and beginning with good communication tactics will go a long way toward forming effective teams. Thus, staff satisfaction and morale will improve.
  • Gives everyone a voice – Employee happiness is primarily dependent on their having a say and being heard, whether it’s a suggestion or a complaint. Everyone, regardless of their level, should be able to freely speak with their peers, coworkers, and superiors thanks to well-established communication channels.
  • Innovation – Employees are significantly more likely to bring their ideas to the table when they can openly share their thoughts without fear of scorn or retaliation. Innovation is strongly reliant on communication, and an organisation that fosters it is significantly more likely to be inventive.
  • Growth – Both internally and outside, communication is essential. You can ensure that the message you deliver is consistent by being connected internally and having strong lines of communication. Any growth project relies on effective communication and alignment among all internal and external stakeholders.
  • Strong leadership – Managers who are also the good communicators are better at their teams’ management. When you are a skilled communicator, delegating duties, managing conflict, motivating employees, and creating relationships (all critical roles of any manager) becomes much more accessible. Strong communication entails being able to communicate with others and empowering them to communicate with one another. Facilitating strong communication channels is crucial.

What can you do to improve workplace communication?

In the following sections, we’ll go over some of the essential areas where companies can increase and improve team communication.

  • Listen and empathise – Communication is a two-way street, and no job or individual can exist for long if they don’t listen and encourage communication with the other party. Listening demonstrates respect and allows you to become acquainted with unusual difficulties you may face as an employer.
  • Describe Objectives and Expectations – Managers should give teams and people with clear and accessible goals that define precisely what is expected for a specific project and ensure that everyone on the team is aware of the project’s, department’s, and workplace’s objectives.
  • Send a clear message – Make sure your message is clear and understandable to your target audience. You must talk clearly and courteously to convey your message without causing confusion or offence.
  • Select your media with caution — After you’ve finished writing your message, double-check that it’s in the best possible format. While face-to-face contact is an effective technique to ensure employee trust, it is not always possible. Consider whether the information on a printed copy is more valuable than an email or whether a generic note will suffice.


Employees who interact successfully with their coworkers, bosses, and customers remain significant assets to a firm. Poor workplace communication will undoubtedly result in unmotivated employees who will begin to doubt their abilities and the businesses they work for. The value of effective communication’s value in the workplace is understood well enough.

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Employee Orientation Vs. Employee Onboarding





Employee Orientation Vs Employee Onboarding

When a new employee joins, they must be appropriately welcomed. Because they are unfamiliar with the environment, this is a necessary step. On their first day at work, new workers find it daunting.

They may be perplexed because they are unfamiliar with their new working environment. The new hires have no idea where to begin or who to approach. To avoid a situation like this, an HR manager must make people feel at ease in the workplace.

But how do you put such a system in place at a company? This is when the onboarding and orientation processes kick in. These two are crucial components of the talent management process.

What is the definition of orientation?

During orientation, recruits are presented to their jobs, workplace, coworkers, and responsibilities. Effective employee orientation: 

  • Addresses any worries or queries that a new colleague may have.
  • Informs them about the company’s policies and expectations.
  • Introduces them to their new tasks and places.

Orientation’s goals:

An orientation program is a one-time event that can span anywhere from one to seven days. It concentrates on the new employee’s role in the organization.

It’s a conference-style gathering that brings together new hires and explains the company’s primary goals. Presentations and Q&A sessions are used to provide information.

Orientation’s Benefits:

  • Giving new employees a physical tour and assisting them in acclimating to their new job. It aids students in having a basic understanding of where the relevant instruments are located.
  • Introduce business policies and procedures to ensure that new employees follow the rules and preserve the organization’s decorum.
  • Orientation assists a business in determining what a new employee requires. When an HR professional is aware of a recruit’s issues, they may swiftly address and resolve them.
  • When you concentrate on assisting new employees in settling into their new workplace, they will feel more valued and have greater faith in the corporate culture.

What is the definition of onboarding?

Onboarding is a comprehensive process that introduces new employees to their departments. They gain knowledge of their jobs by attending meetings and working on little projects with coworkers.

Managers might meet with their new staff on a regular or offsite basis to check upon them. It enables you to assure their work-related comfortability within the firm.

Onboarding’s goals:

Onboarding is a long-term process that involves a sequence of actions that can continue for up to three months or more. Individuals are assigned to their departments throughout the onboarding process.

One thing to remember is that orientation is part of the onboarding process.

Onboarding’s Benefits:

  • It’s usually a good idea to assist new hires with their assignments and inform them of their career options. You can also demonstrate how they can accomplish it. It encourages new employees to get involved.
  • It aids in the retention of employees. Miscommunications and misunderstandings are less likely with good onboarding processes. It also aids them in swiftly acclimating to their new surroundings.
  • Thanks to a good onboarding program, new workers understand their responsibilities and tasks at work. It provides them with a clear image of what they must do. It eventually contributes to the company’s profitability.
  • Onboarding initiatives assist recruits in reducing workplace stress. This is accomplished by outlining daily duties and providing them with tools to help them enhance their abilities. As a result, things become more apparent for them, allowing them to reach their goals.

What is the distinction?

There is no substantial difference between these when defining and evaluating the essential elements.

Both are nearly identical and critical for a company’s recruitment of new personnel.

Orientation is one of the stages of onboarding, and it is when new employees learn about the organization and their job responsibilities.

Both share the same goal, but the only difference is in the timing and method of implementation. Orientation is a process that occurs shortly after a new employee enters the organization to familiarise them with the company culture and the tasks they will be assigned. It can linger for a week or perhaps a month.

On the other hand, onboarding is a lengthy procedure that can span anywhere from three months to a year.


We can see that onboarding and orientation complement one other and help a recruit settle in smoothly, based on the abovementioned points. They both assist new employees in understanding their jobs and the culture they will operate.

When used simultaneously, orientation and onboarding can assist set more defined goals and role objectives, as well as job satisfaction and organizational commitment, reducing employee stress and turnover.

A well-organized onboarding and orientation process can help you boost employee engagement and get the most out of your new hires.

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