Pvt Bankers in the Fray for Top Job in 5 PSBs – Dheeraj Tiwari New Delhi

GRABBING OPPORTUNITY Govt has received 40 applications from top-notch private & foreign bankers for post of MD &CEO
Candidates from topnotch foreign and private banks such as Citibank, Standard Chartered, ICICI and Yes Bank have made a beeline for being considered for the post of managing director and chief executive officer at five state-run banks.
The government has received about 40 applications for the banks which include Punjab National Bank and Bank of Baroda.
“There are applicants from small banks in the Middle East as well,“ a senior government official said on the condition of anonymity.
The interest evinced by private sector candidates for the top post in public sector banks or PSBs is in sharp contrast with the situation at state-run monopoly miner Coal India, where no private sector candidate had applied for the top post.
“These applications are now being reviewed and shortlisted candidates will be called for interviews,“ the official said, without naming any of the applicants.
Earlier this year, the government had approved new norms for selection of MD & CEO for five PSBs, paving the way for appointment of private sector candidates on flexible salary packages. Bank of India, Canara Bank and IDBI Bank are the other lenders in the list.
“We have no plans to bring private sector candidates in smaller banks. For smaller and mid-sized banks the candidates will be chosen from PSB cadre itself,“ the above quoted official said. The three-stage appointment process will start with screening and shortlisting of candidates based on the experience and eligi bility conditions. In the second round, the candidates will be called for a preliminary interaction by a screening agency for the purpose of determining the eligibility.
“Candidates duly recommended by the screening agency will be called for the interview,“ the ministry had said in its notification, adding that candidates will be eligible to apply for the vacancy in one or all five banks. Last year, a committee was set up to examine the selection process to the posts of CMDs and executive directors of public sector banks for 2014-15. This was after the then Syndicate Bank chairman and managing director SK Jain was arrested by the Central Bureau of Investigation . 50 for allegedly accepting bribes of ` lakh to enhance the credit limit of some companies. The government then cancelled the appointments of eight CMDs and 14 executive directors of state-run banks made by the previous UPA government.
This was followed by management reforms of PSBs and it was decided to split the post of chairman and managing director-cum-CEO. The government then appointed MD & CEOs of United Bank, Oriental Bank of Commerce, Vijaya Bank and Indian Overseas Bank.

Source : The Economic Times
Date : 24th March 2015

5 WAYS TO – Deal With Office Bullies

All workplaces have to deal with problem employees. They consume a disproportionate amount of leadership time and attention, which is a roadblock to productivity.
Worse, they tear apart a team’s cultural fabric. Rica Bhattacharyya, Anumeha Chaturvedi & Prachi Verma look at some best practices companies have put in place to deal with problem employees
`Forum Decides Disciplinary Action’

We address our employees as `associates’. We have not defined who our problem associates are, but they tend to be resentful, suspicious and dispirited and have a history of issues with respect to attendance, performance and indiscipline.


We follow an open-door policy at Tech Mahindra. Managers, supported by our business HR partners, are the first point of contact for work-related grievances. We also have the office of the corporate ombudsperson, which investigates all complaints raised by associates in relation to unethical behaviour and violation of our code of conduct.


We rely on facts and data and do a thorough background check of each situation to determine if there is any practical reason for the inappropriate behaviour. We constitute a forum that deliberates the grievance raised by the associate and provides a resolution.Based on the nature of misconduct, we determine the disciplinary measures to be initiated against the associates, which can range from written warning to termination of services.

`Be Positive & Supportive’


A problematic employee may be defined as one who disregards authority and is not comfortable with being disciplined. If an employee is appearing to be stubborn, inconsiderate, has an unapologetic attitude and does not follow directions, these can be sharp indicators for a manager to recognise this him or her as a recalcitrant one and take appropriate action.


The reporting manager should have solid proof of the employee’s alleged appalling behaviour before taking action. Then in a timely manner, the boss needs to evaluate the situation taking all factors into consideration and form an action plan that results in the employee’s improved behaviour.

A leader must realise that every employee is an asset. Employees who may be creating hurdles for others must be dealt with very delicately. For instance, our employee assistance programme, known as Life Coach@HCL, is intended to help employees deal with personal and professional problems that might adversely impact their work performance, health, and well-being.This includes short-term counselling and referral services for employees and their immediate family.

While confronting the employee and getting to the root of the cause of his or her behaviour, the manager should remain as positive and supportive as possible and must remember that with care difficult employees too can be turned into productive team members. `Robust Performance Management Can Help’


Performance issues or behavioural concerns can create problem employees. Those with behavioural concerns directly or indirectly impact the cultural fabric of any team and are more detrimental among the two.


A performance management system strongly coupled with a rewards system is one of the key mechanisms to deal with problem employees. At SAP, employees with problems are coached by their managers to drive desired behaviours throughout the year. In spite of this if the desired behaviours are not being exhibited, they are subjected to a focused improvement plan. We also provide counselling support. `Combine the Efforts of Bosses, HR’


Such employees are dealt with by amalgamating the efforts of the boss, super boss and the HR department. The immediate boss gives constant feedback to the problem employee; the super boss can take action against such an employee and HR can help to counsel such employee and arrive at a solution.


Employees who can be cause of concern are usually discontented and possess the attitude of saying “no“ to tasks given. In addition they have no drive to work independently on different projects.

Some features that stand out in a `problem employee’ are their propensity to be irregular at work, making lame excuses when work is allotted and tardiness in getting things done.

Source : The Economic Times
Date : 24th March 2015

Insurance Agents may See Rise in Commissions

It’s not just international insurance companies that are going to enjoy achhe din, the benefits may now trickle down to the thousands of agents as well. With the insurance regulator, IRDA, free to fix the commission, indications are that it could peg the first-year commission at as high as 90% of the expenses allowed for payment of commission itself.

The Insurance Bill empowers the Insurance Regulatory and Development Authority of India (IRDA) to put limits on expenses. As per the Bill, the manner and amount of remuneration, or reward, to be paid or received by way of commission or otherwise, to an insurance agent or an intermediary, will be decided by theregulator. Discussions of companies with the IRDA suggest that the regulator will have an overall expense limit within which insurers will be free to pay com missions.

“IRDA is likely to have an overall expense limit for companies and leave it to us to decide on agent commissions,“ said an executive of a life insurance company, who preferred anonymity. “On an overall expense limit basis, we will move bulk of our fixed expenses to variable, to increase our payout toagents.“

According to the earlier Insurance Act, commission on traditional insurance plans wascapped at 40% of the first year premium. However, commission on unit-linkedinsurance plans (Ulips) was capped since 2010, when the regulator had fixed a ceiling on overall charges, including policy administration and premium allocation charges.

TS Vijayan, chairman IRDA, had been vocal about fixing a minimum protection money for insurance agents. He had said that companies should remunerate agents with minimum wages of 10,000 per month, and had referred to countries which pay as high as 160% of the first year premium as commission to agents, advocating that it should be left to companies to fix agency commission.

Source: The Economic Times

Date: March 23, 2015


India Inc is ruthlessly getting rid of flab. Find out if you are in the firing line and what you can do about it.

Good news is streaming in on the job front. Companies have announced robust hiring plans.

Campus placements saw recruiters making eye-popping offers. At the Faculty of Management Studies in Delhi, the average salary offered was 17 lakh a year. Amazon India offered a record annual package of `51 lakh to a student of the Great Lakes Institute of Management in Chennai. That apart, surveys by several HR firms indicate that the median salary hike this year will be close to 11%. Star performers can expect even more. According to Aon Hewitt, the top performers are expected to get 1.6 times the hike given to average performers.

Behind these glad tidings is a worrisome reality. In recent months, India Inc has become more conscious of the bottom line. Companies are ruthlessly shedding flab in the quest for higher profitability. TCS has already laid off some 2,600 employees and more could get the axe. IBM has aggressively trimmed its workforce in India, rendering almost 5,000 employees jobless. Altisource, eBay, Yahoo… the cavalcade of misery is long and painful. One estimate says that in Bengaluru alone, some 15,000 techies have been given pink slips in the past one year.

The trend is not confined to the IT sector. Workers in financial services and manufacturing companies are also feeling the heat. ICICI Bank and Axis Bank have weeded out under – performers. Earlier this year, Standard Chartered Bank shut down its equities business to save on costs. “Organisations are becoming bolder in removing roles or people,“ says Aditya Narayan Mishra, President-Staffing, Randstad India.

People are usually shocked when they are told to go. But in many cases, the writing would have been on the wall. Some of the signs of an impending job loss are subtle, while others are quite obvious. It is just that employees fail to read these indications and take corrective measures before it is too late. The short quiz on page 8 will tell you how safe your job is.

If your score less than 16 points, you will find this week’s cover story invaluable. It suggests the steps one must take to get back from the brink. In the following pages, we will look at the signs that can tell an employee that his job is in peril and what he could do to avoid getting sacked.


IT IS often said that change is a constant. Just like the software in a computer needs to be updated, an employee needs to constantly up skill himself to stay ahead. And stay relevant. Technological advances and the introduction of new concepts mean that the skills that proved useful a few years ago may have become outdated now. People who are not able to adapt in a changing world are vulnerable. They may have sufficient skills to handle the present, but may not be able to handle the future needs of their workplace.

Upskilling has become easier now with the launch of massive open online courses (MOOCs). These online courses are cheap (some are even free) and one can study after work. Taking up a full-time course may not be feasible for many but these online courses can help you acquire new skills without taking a break from work. Make sure your boss knows when you sign up for a course to enhance your skills. “The very fact that you want to upskill sends the signal of your intent to improve, to do better. It will be seen as a positive sign,“ says Rituparna Chakraborty, Co-founder and Senior Vice-President, Teamlease Services.

The introduction of new technologies has changed the way many jobs are done. To succeed in this disrupted environment, you must acquire new skills. But the learning should not be confined to knowledge related to your work. Take a cross-functional approach and learn to do new things, even if they are not directly related to your line of work. It will familiarize you with the functions of other units in your company. It will also ready you for a new role should you be shifted from your unit.

One way to secure your position in the company is by acquiring a niche but useful skill. For instance, if a business development manager learns a foreign language, he will be seen as indispensable.“If an individual’s skill set is easy to find in the market and a possible replacement is within the system, removing him will be easy,“ says Mayank Chandra, Managing Partner, Antal International.


Make yourself indispensable by acquiring niche but useful skills. Learn a foreign language or sign up for an online course. If your company has training programmes for employees, ask your boss if he can nominate you. It indicates your intent to improve.


INTERPERSONAL SKILLS are critical at the workplace. It’s a fact that your ascent in the company depends 20% on aptitude and 80% on attitude. The same is true when it comes to your sacking. Even if you are an above average performer but don’t get along well with your co-workers, you could be the first one to get laid off. When managers start compiling a list of people to be retrenched, they first want to get rid of difficult employees. Most prefer a friendly, cooperative but incompetent worker over an unpleasant but skilled employee.

If you don’t have a cordial relationship with your boss or coworkers, mend the fences before it’s too late. Make a sincere effort to reach out and discuss the issue. Such prickly issues should not be tackled immediately after a confrontation. Choose a time when the atmosphere is neutral if not congenial. If you have had problems with your boss, tell him that you want to make a new beginning. Similarly, talk to coworkers with whom you have had unpleasant exchanges. You might not enjoy these discussions, but they could help save your job.

A reconciliation with your coworkers and boss can lead to a positive change in your performance. Instead of watching your back, you will be able to spend time on more fruitful pursuits. With time you will realize that one gains practically nothing from being difficult at work.

However, this does not imply that an under – performer can get away just because he is nice and friendly with everyone. These traits are valued, but friendliness alone won’t save your job if your performance has been below par. “No manager will risk his own job by giving extraordinary rating to a worker solely on the basis of interpersonal camaraderie if the employee’s work performance does not deserve it,“ says Chandra.

It is also a common misconception that sucking up to the boss can save your job. That can be a short-term tactic, not a long term strategy. “Unless the organisation is not a meritocracy, being close to your boss won’t help much,“ warns Shiv Agrawal, founder of Head Honchos.


Reach out to your co-workers and iron out the differences. Make a sincere effort to start on a clean slate and mend fences with your colleagues. Your efforts at reconciliation will reap rich dividends.


WHO DOESN’T want to work less? Only workaholics enjoy staying back late. But if you are doing less work than you did last year, there is reason to worry. More work coming your way is an indication that your company has faith in your abilities. On the other hand, less work could mean that the individual is not really required. “It’s a sign that the person is losing significance,“ says Mishra. The axe could come down any day.

Even average performers need to be worried. From next week, Wipro will roll out a new incentive structure under which meeting the sales target won’t be enough. To earn rewards, an employee must be able to show incremental growth. So while they may not get the sack, a below average 6% increment is a pay cut in real terms if adjusted for 7-8% consumer inflation.

If there are doubts about your performance, you can change the perception by demonstrating your willingness to do more.“Bosses look for people who step up and volunteer whenever needed. It shows a positive attitude,“ says Agrawal.

Volunteering requires a pro-active approach, especially if it entails work that is not part of your assigned duties. Don’t wait for someone to call for help. You will have to search for people who need assistance. The willingness to help has several benefits. First, it indicates that you have the company’s interests in mind. Companies like such employees, treating them as assets rather than liabilities. Secondly, it leaves a good impression about you among coworkers. You are seen as somebody who can be relied upon.


Look for opportunities to extend assistance to co-workers within your team and in other units. Don’t treat this as a chore. If you are sincere and enthusiastic about it, the little tasks you do for others can save your job.


RECRUITERS HAVE offered eye-popping salaries to fresh graduates during the campus placements in prominent B schools this year. HR firms estimate the median hike to be around 11% this year. But not everyone will get that. Star performers may get upwards of 16%. This means under – performers will have to make do with a 6-7% hike. As mentioned earlier, a 6-7% increment at a time when consumer inflation is 8-9% actually means a pay cut in real terms.

According to a study by the Hay Group, the difference between the rewards offered to average employees vis-a-vis a top performer has grown sharper in the past few years. This year, the difference may become even more pronounced as companies reward outperformersunish the laggards.

Your annual salary increment says a lot about how much your company loves you. “Increments communicate the value a company sees in an employee,“ says Mishra. Though comparisons between salary hikes are frowned upon (it is supposed to be a confidential matter between the individual and the employer), word eventually gets out. If you get a below average hike, you are obviously not in the good books. There is a bigger danger that you may be laid off if the company starts downsizing. A caveat is in order here. When comparing salary hikes, make an apple-to-apple comparison with your peers in the company. This is because the percentage hike varies across the organisation. The more senior you are, the smaller is the percentage hike, though in absolute terms you may get more than a junior employee.

The best way to deal with this is to talk to your boss. Don’t start whining or blaming other individuals for your own underperformance. Accept the blame but resolve to work harder. Let him know of any course you have joined or project you have in mind. “Push yourself to take more responsibilities,“ says Chakraborty. You need to convince your boss that you have indeed turned over a new leaf.


Don’t start whining or blaming other individuals for your own underperformance. Accept the blame but resolve to work harder. You need to convince your boss that you have turned over a new leaf.


DO YOUR opinions and ideas matter in the company? It is great if your boss consults you and your suggestions improve processes and help the business. But if nobody asks for your opinion and you are kept in the dark about what’s going on, it could be that your ideas are not considered useful. It is natural to feel disheartened if your suggestions are repeatedly nixed by your seniors. But retreating into a shell will not help matters. Instead of wallowing in self pity, understand the reasons why you are being sidelined and then approach your boss for feedback.

Getting an honest feedback is not easy because nobody wants to perform the unpleasant task of telling an underperformer how bad he really is. Before you go to your boss for feedback, do a dry run. Identify a trustworthy co-worker who can honestly and objectively comment on your performance and offer constructive criticism. He should clearly spell out the areas where you are lagging and need to improve.

But start this self assessment exercise only if you have the conviction to follow it up with action. “Such a feedback on performance will have no utility if you don’t have the will to act on it,“ says Mishra.

Based on the feedback you receive, try and change the fac tors that are holding you back.Introspection and honesty of purpose will define how successfully can you change the situation for yourself at the workplace.


Offer ideas that add value or improve business outcomes for your company. If you are not being called to meetings, mail your suggestions to your boss. Keep the tone polite and don’t break the chain of command when you do this.


IN SOME cases, the loss of a job may have nothing to do with the individual or his capabilities. You could be a good worker and doing absolutely fine but still get laid off because of a certain strategic shift in your company’s business plans. Jobs in divisions that are not related to the core function of the company are particularly at risk. Simply put, only if your work is critical for the survival of the business, your job is safe. For instance, an FMCG company might have set up a social media division to build its brands. If it decides to cut costs, the social media division might be the first one to go. “Companies have become clinical in the way they view their work force,“ cautions Chakraborty.

Information flow is very important to know what is going on. But if you are in a peripheral role, you will have to work extra hard to be in the loop. Keep your ears to the ground to know of any impending change in the way the company looks at your division. If there are murmurs of downsizing, be ready to jump ship.

Besides this, you should also make an objective assessment of how much is your unit contributing to the overall bottom line of the company. Sure, it is not possible to put everything in monetary terms. However, if your unit is only burning cash and not helping in the larger scheme of things, it could be shut down. “Companies are moving towards a leaner and more bottom-line oriented structure,“ says Agrawal.

You may not be able to change the situation for your division but you can make yourself useful in other ways. As mentioned earlier, taking up tasks not directly related to your work can help. Working in cross functional teams gives invaluable exposure to how other divisions work. If you prove useful, you may be absorbed into another division if your own unit is shut down.


Get involved in projects that are part of the core operations of the company.

Focus on tasks that are considered significant and given priority by the management.


THE SAME problem can manifest at a broader level. If your company is facing financial pressure, it may cut down on certain non-essential roles. Here again, such layoffs have nothing to do with the individual or his performance. “You could be in the wrong place at the wrong time,“ says Agrawal. Keep a close watch on how your company is doing financially. If profits have declined consistently, and there is no respite in sight, the company may start cutting jobs. Similarly, a sector may be faced with headwinds which is forcing companies to downsize. So you have to keep track of the developments in your sector as well.

Apart from the financial results, the sudden departure of senior people, especially star performers, is one indication that the company is facing problems. The other signs are cutting back on travel expenses and other perks.

However, jobs can go even if the company is doing well but there is a strategic shift in its business plans. “When business strategy changes, even good performers may be asked to leave,“ points out Mishra. For instance, if two profitable companies merge, the first thing the HR department will do is draw up a list of redundant staff. There is not much you can do if your company has merged or is downsizing due to financial constraints. Update your resume and start looking out much before heads start rolling. This is why networking is so important. “Keep in regular touch with the wider circle of people who affect your career. If you approach them after you lose your job, you might be seen as someone who comes only when in need,“ advises Chakraborty.


If your company’s finances are wobbly, it is better to switch before you are asked to leave.Finding a new job is more difficult when you are not employed. The unemployed tag also curtails your bargaining power.

Source: The Economic Times

Date: March 23, 2015

India Inc On a Hiring Binge as CSR Grows in Scale, Scope; Salaries Zoom

WIDE ANGLE Demand grows in large and mid-sized firms; salaries up by nearly 50% at the leadership level as companies look for specialists

In February, Vikas Goswami joined Godrej Industries Limited & Associated Companies as head of Good & Green, the company’s corporate social responsibility (CSR) division, moving from her prior assignment as group head ­ community relations, Vedanta Resources.

About six months ago, Abhishek Patwardhan moved from the chemicals industry to Maruti Suzuki as deputy manager in its CSR projects. Around the same time, Amit Kumar, a civil engineer, moved from the hardcore construction sector to work with Maruti in its CSR infrastructure projects.

A little over two years after the Companies Bill made it mandatory for firms to spend 2% of their net profit on CSR, Corporate India looks set for an aggressive recruitment drive for qualified professionals to lead and manage CSR initiatives, leading to a 40-50% increase in salary at the leadership level.Additionally, CSR is emerging from being an additional charge of the human resource or communication departments to an independent function that requires skilled project managers.

“The demand for social professionals has gone up.Companies have scaled up their efforts especially after the implementation of the Companies Law from April 1, 2014,“ says Ranjit Singh, general manager, CSR and sustainability at Maruti Suzuki.

Mid-sized companies are willing to offer Rs 50-60 lakh for the right candidate amid a paucity of supply. Although in large conglomerates, the salary of a CSR head could be between Rs 60 lakh and Rs 90 lakh. “There is a huge pick-up in hiring for CSR roles. We have been receiving active enquiries from companies for talent with 5-7 years’ experience in CSR and 20-25 years’ experience in the corporate sector,“ says Lakshmi Santhanam, co-head, support functions hiring, at executive search firm Vito India Advisors. Demand for CSR professionals has gone up by 40-50% across levels, she says.

Average compensation for most CSR roles, however, is low as compared to similar levels in other management functions. The average salary of an entrylevel field officer from a top social work school is Rs 5 lakh to Rs 10 lakh per annum. The salary range for senior CSR professionals, even CSR heads, is not more than Rs 25-30 lakh for people with 18-20 years of experience.Though at the GM or VP level, it could go up to Rs 60 lakh to Rs 90 lakh per annum, but that is only for a handful of large conglomerates.

“Many companies are either looking for someone to head CSR while others (bigger players) are looking for CEOs to head their foundations,“ says A Ramachandran, cli ent partner, EMA Partners International, which is doing CEO searches for foundations of leading technology companies.

Several large conglomerates like the Tata Group, Aditya Birla Group, Marico, Maruti Suzuki, among others, are involved in a wide range of CSR activities.But now, even mid-sized companies are hunting for talent in this space, says Deloitte senior director P Thiruvengadam. The demand is not only for seasoned social professionals to execute and monitor social projects but also for specialists.

Maruti, for instance, needs people from a civil engineering background for a village sanitation project. “For the school upgradation programme where the target is to move from 7 to 20 schools over the next two to three years, we need civil engineers to monitor the progress of school infrastructure,“ says Singh. The company will step up hiring.

Also, with funds pouring into CSR, companies need to spruce up their teams. “There is demand for people who can identify and articulate proposals, deploy projects, attract funds, work out the budget,“ says Aditya Narayan Mishra, Aditya Narayan Mishra, president staffing, Randstad India.

Adds Bhaskar Chatterjee, director general and chief executive officer of Indian Institute of Corporate Affairs, “I see a trend in which CSR will not be an additional charge. That `also’ word is now going to disappear from our lexicon.“ He estimates 14,00016,000 companies will soon come under the ambit of the CSR law and each will need three to four good professionals, which means about 45,000-50,000 people.

“There is serious money involved and you need a proper mechanism to channelise the money,“ says Saket Jain, managing partner, Vito India.

Management institutes too are aware of the demand. ISB recently partnered with IICA to offer a short-term certificate programme in CSR management. “Earlier CSR was seen as a donation for brand building… But now it is money for undertaking projects. That is a different ball game,“ says Pradeep Singh, CEO Mohali campus and deputy dean, Indian School of Business.

Public sector companies too are on a recruitment drive for experienced CSR professionals. In 2014, Coal India recruited 120 management trainees in CSR from leading institutes like IRMA, TISS, etc.This year, the company is on the lookout for middlelevel managers, says R Mohandas, director, personnel and industrial relation at Coal India.

This is one mandate that organisations across the board are taking seriously.

Source – Economic Times

Date – 20-03-2015

Employees in India Trust Leadership Quality

A majority of employees across industries have faith in the overall quality of their organisations’ leadership, according to the India-specific leadership forecast report by talent management firm Development Dimensions International. The report, released in association with The Conference Board, is based on responses from 836 leaders and 244 HR professionals to check the preparedness of India Inc to meet business challenges associated with global expansion. Here are the key findings of the report.

Source – Economic Times

Date – 20-03-2015

5 WAYS TO – Stay Happy at Work

Around 24% of employees globally were disengaged at work, according to a study by Gallop in 2013, indicating they were unhappy and unproductive. Considering employees deal with crushing lows and ecstatic highs, building a self that’s balanced, happy and motivated is critical to survive and sail through.Anumeha Chaturvedi shares tips on becoming happier at work.

1 Gain Clarity

Understanding the significance of your role can lead to a sense of fulfillment, says Pallavi Jha, chairman and managing director, Dale Carnegie Training India. “Internalise the objectives. Competition is high and people need to be clear about their objectives,“ says Abhishek Goel, assistant professor, behavioural sciences, IIM Calcutta.

2 Build your Network

In both good times and bad, one needs a support system in order to stay calm. “It could be peers, someone senior, or across functions and divisions, forging lasting relationships and building one’s own net work can help employees,“ says Jha.

3 Use Feedback

Most progressive organisations have robust feedback mechanisms which can be used to address one’s career dilemmas and progress. “Feedback can help one assess shortcomings, which could be behavioural or technical,“ says Goel.

4 Note the Good Things

A positive state of mind, which can be forged by taking note of things going right, and building a sense of gratitude can help one tide through the lows. “The important thing is not to dwell on something negative and not to let the negativity sap you,“ says Jha. Taking stock of things gone wrong factually and with reason and not taking them personally can help one stay balanced.

5 Build Balance

Research by University of Warwick reveals that happiness makes people more productive at work. Taking time out from work, going on vacations and spending time with family or friends to build a work life balance can help one unclog.

Source – Economic Times

Date – 20-03-2015