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peakon interview | utkarsh tiwari | YouTubeToText
YouTube Transcript: peakon interview
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Summary
Core Theme
This discussion focuses on gathering employee feedback to identify areas for improvement and new initiatives within the organization, building upon previous survey data and aiming for actionable insights.
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Hello Ram. Good afternoon.
We just wait for a couple of minutes to
see if others are joining.
location had accepted. So he should be
joining. We'll just wait for two more
minutes and if not then we'll start. I
can then separately send these questions
to those people and we can collect the
insights from them later. So I'll just
wait for 2 minutes right?
>> Yeah. Yeah. Yeah. Sure.
>> Okay. I think for location it is showing
he's presenting something.
>> Correct. Yeah. He was in a meeting with
Lingar Rajan Sham from morning. So not
sure if he would be able to join. So I
think we can make a start right. >> Yeah.
>> Yeah.
I think
just I'm sending message to those people
>> and let me check with Nidish.
>> Nish is showing like uh offline.
Okay, Ashwant is here. >> Yeah.
>> Yeah.
>> Hey, good afternoon.
>> Okay, I think it's 12:4. So, I'll then
separately send those three questions
and capture their insight. So, we can
make a start. Now, let me share my screen.
Uh is it visible?
>> Yeah. Yeah. >> Yeah.
>> Yeah. >> Yeah.
>> Yeah.
And since I would be presenting so by
any chance if I miss your uh hand up or
anything you want to say so please do
chime in if I'm unable to see the raised
hands and those kind of things. So yeah,
let's get started. So I think you guys
would be aware of the PCON global survey
that we had taken I think around 2
months ago. So just to jog our memory so
that we know where we are as of now and
what we are trying to do. So so far the
journey has been very good where we have
covered the two of the first points
which we can see that is structured
feedback categories and encouraging
participation. So I think in that global
peon survey there were about 32 to 34
questions and instead of just having
generic statements we had they had
categorized the survey itself to
basically capture all of these drivers
which you see in the words right like
environment organizational fit autonomy
reward goal setting communication
meaningful work management those kind of
things. So they had structured it and
captured your feedbacks. Then the second
point was in every of the EDS town halls
meeting I think through Sisadri Sham
Abina when all of the line managers they
all reiterated the same that I know that
the survey is little bit long but do
participate and I think when Sisad
presented I think bearing probably one
colleague I think everybody participated
so that was great accomplishment and now
we are in the last two blocks of this
journey. So what we are trying to do is
that all of these drivers which you
probably saw in that meeting around a
month ago where we saw that okay based
on the feedback of our colleagues some
of these drivers are working well some
of them got a little bit lower rating
through that net protector scale they
got lower rating and some were more or
less neutral. So instead of just acting
upon it based on the data, we thought
that there could be some unique insights
or instead of doing it in one go, let us
split this activity in monthly basis and
actually gather the insights from se all
of the colleagues which could be same
which could be unique. So that's why we
are doing this activity and we are going
to get some of the inputs from you guys
so that we can confirm that whatever
drivers were there for last year or for
the year. So far it still works or
validates if not we can capture those
insights here. And then the fourth one
is basically guided engagement
discussions. Now you already know in the
agenda and in that reminder message that
I have sent. So you guys are already
aware of those three questions.
Basically what has worked so far which
still works according to you guys and
what has not worked or basically you
feel like it's done as part of a
activity that is supposed to be done but
it adds no value or it's not that
productive. So you can call that out.
And then third one if you have any new
ideas or approaches or any activity not
at project level vertical level but on
at the organizational level so that also
you can pitch. So even though in these
subsequent slides you would see those
three questions and some subsequent
questions within that one to guide you
to structure your thoughts so that you
can think in that direction and gather
your thoughts. But if at all what you
think is not there in slide then that's
actually the best case because that
would be the unique insight which we are
trying to capture. So I'll just start
with the first question. I think we are
already aware of it that what are we
doing well that should continue and
before that I'll just give this quick
anecdote. So anybody's aware of the
Google's 20% policy without looking on
>> No. No. So yeah, so this is Google's 20%
policy was started in early 2000 where
they said that 20% of your time or your
bandwidth you are going to work for a
project that is absolutely not related
to you. It's only out of your interest
or passion you would be doing. So at
that time most people thought that yeah
it's a good thing to do but
realistically apart from heavy work
which we are doing for the project it's
you can't be that much dedicated but
let's see how it goes and probably they
did it for a couple of years and as it
turned out that project of Google's 20%
policy where people who worked in that
out of their interest it gave birth to
what we know as Google News and Gmail in
early 2004 and then it was celebrated
that that was the one thing that
actually worked for them and they have
continued that 20% policy so far. So
just the context. So let's see if we
have anything of that significance or we
can capture. So like in the left section
you can see based on the drivers or the
data which we have collected so far. So
these were some of the tenants that have
worked in past that work practices we
have some flexibility around uh hybrid
model. We are not asked to come to
office daily. Then there's effective
communication and strategy. So this got
a very high score where they said that
from the leadership or from our managers
we have we are communicated properly and
then obviously we get support from our
leadership right and the monthly and the
quarterly uh recognition and growth
opportunities. So all of these drivers
got a very good rating in past but like
we said that has worked in past. So you
guys could be having some inputs on
based on your personal experience which
you feel like that whatever we are doing
is nice and we should still continue. So
I'll just turn to you guys and ask that
do you know anything which are mentioned
in this left side which is still working
for you or not even mentioned in the
slide but you still feel or you know
that hey this thing which we have been
doing from some time I actually find it
crude and it should be continued. So
I'll just note it down and because it is
free flowing and interactive session and
we actually want to have some actionable
insight. So I'll be just making notes
manually and not recording the meeting
so that we can get the inputs little bit
informally as well and then we can see
if it could be taken up. So yeah I'll
start with I think yeah Ram we can start
with you if you have any insights.
>> Yeah. Um oh
oh
first question is like uh
>> Mhm. Stop doing means like uh I can't
say it's stop doing but uh can be
improved like uh for example wbs we we
were using for a long time
>> for everything for even for you know uh
you know uh uh getting the license for a
tool or uh getting the you know uh uh
any update anything related to those
kind of things they were like so you
know um time consuming before we can
directly approach for example one more
person was there like Tamil arson I
think so we usually usually will do
everything and uh all those licensing
and everything but here now we have to
do by ourself everything and then we
have to get and you have to apply it on
WBS and then we have to wait for the
response and most of the time we won't
get the proper reply for example like uh
uh they won't understand first of they
have a set of questions they will pop it
uh from when you are facing this issue.
So when we require a software to be
installed they're asking this error
relevant question that is again you know
kind of a frustration for us like so so
for example that that that is the one
thing I can say so still we are
struggling like uh you know going with
the process of WBS is like very very you
know uh time stretching I can say and
then uh it's a long process now the
short process become very lengthy
process and when we deliver when we want
to deliver something which is on time.
Uh because of this it is you know dragging.
dragging. >> Okay.
>> Okay.
>> So so I can say that
>> needs to be improved not stopped needs
to be improved we can say
>> and uh yeah uh
>> and anything else that has worked that
we are doing currently it's still good
and you see like that could be done so
this like what you mentioned we can
improve. Yeah.
No, I can say like it's a strong
collaboration whatever the thing we are
doing like you know for uh uh inter team
collaboration if anything we need see
basically like uh I'll switch I didn't
switch on the camera because I'm having
thy fight so
>> no issue no issue
>> so the thing is like um
inter uh relationship between the teams
that helps us a lot actually for example
if we need anything any model if you
because we are team we work for
marketing where we used to work for all
the products almost all the products for
animation as well as for CGI and now we
are going into interactive uh stuff
also. So uh when we require something we
will approach those uh product uh
engineers uh whenever we want. So that
that kind of flexibility we have. So
that needs to be you know uh cherished
actually with the engineer engineers as
well as with the uh team inter team
collaboration and the culture we have
it's very very fantastic that's what I
feel and uh the help we seek we will get
right away
>> so that that I I really happy to you
know work with our engineers like
because they will uh guide us like you
know uh all the details that you know
starting from the meshes and textures
and things everything. So that I like
here very much that we need to cherish
and continue.
So if you ask me for the future like uh
the only thing is like uh we have to get
it trained uh to the air level of uh
thinking kind of prompting or AI tools
all those kind of things we uh for
engineers as well as the animators the
marketing or design team everything
should get trained uh to their uh you
know core areas with the AI tools
implementation. So that will again boost
us you know uh to automate as well as
you know uh to uh you know um practice
in a you know futuristic level like you
know we'll be updated on the current trend
trend
>> so on the future I am telling yeah so
that's for from me yeah
>> sure so that was very insightful so I'll
put it in like what needs to be improved
and what we are doing well so Prasa from
your side any point inside that you feel
that we have been doing that is good and
then like Ram mentioned are there
anything that could be improved or could
be even stopped if it adds no productivity.
productivity.
>> Yes. Uh yeah. So last year maybe from
Jan to till now. So one thing we are
facing this we have uh what is that
given so many things for the third party
right? So it is a maybe it is a good
decision has been taken from from the
business point of view or maybe some
other thought process but
all the ticket what we have been raising
so far for the SAP side sale it is
getting delayed. >> Mhm.
>> Mhm. >> Yeah.
>> Yeah.
>> Throughout the year because there are
some things which has to be completed
within 2 months or 3 months. Till now it
is not completed because it has to go
through so many approval levels. Say for
example when you raise an RFC that RFC
know previously
we we have to give the RO ROI right
return on investments or something like
that if you give the what is that any
validation or any proof kind of things
it will get approved immediately and we
can proceed with the process but now as
we are raising the RC the RFC has to go
through multiple level of approval then
finally it got approved in the last
month only
it got approved. Mhm.
>> And now after the approval it will take
another 3 to four weeks.
>> So we are about to complete an
automation process in the month of
August but till now it is not yet
completed. It is not started as well.
>> So this is and and it is not about that
we are pointing out mistakes
>> for the improvement I'm saying. So say
for example when you talk to talk to an
accenture people
>> first of all we don't know which uh
person is working on that to whom we
need to contact also we are not being
what is the directed properly and then
later we came to know that okay this is
the there is a team these people are
working then again they need to have the
discussion with our our technical team
to get the approval then after the
approval it has to go for next level
approval with our GPU and other other
people. So for that also it it has taken
3 to four month extra. >> Okay.
>> Okay.
>> So what we promised our stakeholders
right that automation we'll be
completing before uh end of September
itself but still now it is not yet
started as well and because of that that
that is being carried forward for the
next year.
>> Yeah. So basically what what has
happened you know you know right
previously our employees were there
>> those who will be knowing the process
very well and they'll know all the
solution for each and every uh uh
problems or issues but now the third
party people they are from different
companies and they've been working with
so many other other things but they are
not maybe it might take some more time
extra for them but to expedate those
process now maybe we have to improve for
maybe the KT session or the knowledge
sharing session uh with some more
vigilant process so that because each
and every time they are asking the
solution with us only we have given we
have provided all the solution with the
example as well.
>> Mhm. Yeah. Say we and we have given all
the scenarios but they are not at all
aware how the data has been getting
loaded into SAP. How many people are
working on this data and what are the
impact will happen if they if they
change any data in the SAP and what are
the other teams they need to notify none
of the details are not knowing to those
people. So because of that there is a
gap between the uh what is that uh third
party and our we and that gap has to be minimized.
minimized.
Correct. Yeah. And I think what you are
saying when we had that meeting with uh
connect meeting with Sor I think that
point was brought up there as well by
you and location me where we see
misaligned tasks and tools. So this was
the point which was highlighted there as
well like you said that the part the
people who are working outside from our
organization either are on not on same
page or there's a lot of time spent on
KT or explaining them what we need and
what they want. So that was already
logged but as we can see that probably
this is the point that still needs to be
improved significantly because like you
mentioned it affected our timeline right so
so
>> yes yes sir
>> yeah so yeah before coming to you I'll
just like give a brief because like
based on the inputs from Prasana and Ram
we know that what has been working so
it's already covered in that slide but
just as a context so in this particular
section basically it's more intuitive
and productive to gather insights on
what could be improved like Ram and
Fasna mentioned. So just like an
anecdote we see that we know when Elen
Musk took over on 2022.
So he basically made a lot of those
changes. Not sure if everything was
productive or counterproductive. But one
of the thing which he verified with a
fact and said that even though we are
used to being in longer meetings but it
has been proven that past 45 minutes
either you stop retaining 70 to 78% of
information with full concentration. So
even though if he has like 8 hours of
meeting he ensures to make to have
buffer or gaps of 10 to 15 minutes. So
not sure if how much that could be
relevant or it could be implemented but
at least for this meeting I scheduled it
top 45 minutes so that we don't go over
the timeline. So yeah so yes coming to
you on this. So as we can see worked in
past we have already those things which
I think misaligned tasks and tools we
have covered. Apart from that uh Bhinav
had brought up this point that a lot of
those AI related and projects which they
are doing or developments are happening
some folks were getting and some folks
were not getting because we were not
sure who all are present in that deal
right so those kind of things were
happening in overwhelming communication
where we wanted to basically improve
that relevant people should get relevant
insights and then there were some
policies again which is related to the
fourth point that some other project is
doing some work and according to that
project their policies get changed and
it affects to the people who are working
in different project but because of some
policy change. So that could be
communicated beforehand or it could be
improved and then obviously the first
one is pretty generic which a lot of
people voted in our earlier survey that
there are a lot of meetings which are
probably happening maybe in different
time zones for different people. So
maybe we can get directly recording and
not get invited to all of that. So
keeping all these things mind, do you
have any insights among these or any
unique insights that you found in your
experience that we should either stop
>> From this side, I don't think so like whatever
whatever
discussed based on that we like me and
Ram and we are in the same team. So that
was one thing what we are like
struggling when we want something and
from this thing I'm not seeing anything. >> Yeah.
>> Yeah.
>> Okay. And I couldn't see has Lokesh or
>> No like yeah all three from the same
team like we as a same. Yeah, everything
was going good with our team and we are
getting a good working environment here. Yeah,
Yeah,
>> sure. So, I think then we have got the
insights for what could be improved.
Then moving to the third question which
was the final question in our agenda
that any new ideas or changes. This is
basically like a blank slate. We don't
know anything which could be like
implemented and immediately it could
give results. So usually it happens once
in five or 10 years we get a idea or
some thought that could be implemented
organizationwide and it benefits. So
just like an anecdote for same there's
this thing called ohana culture for
sales force people who basically have
20% or let's say I think 56 days
allocated for 2ear period where they are
explicitly asked that you can go and do
some sort of CSR activity or anything
which you feel like is good for yourself
and you would even get paid for it. So
it's not like you are just doing for the
sake of doing it and when they did it
for like a good couple of years and in
their survey it actually reflected that
like we have gym gym area sort of things
or zen room where we can you know sort
of like take a break or bean bags for
relaxing and those kind of stuff. So
this thing where they allocated 56 days
in 2 years you can take and you would
get paid for doing some of these
activities in your work hours or in your
work days. So that reflected in their
culture and it improved the mental
health of the employee. So that was such
a idea which basically they have been uh
doing or following it as of now as well.
So this is like a blank slate even
though we have some of the things listed
off here so that you can take reference
and hints from this and probably think
in that direction but here we are
looking strictly like for any new ideas
or changes which you feel like which we
have not even touched upon or we are not
even talking about it which should be
logged somewhere and probably discuss
further. So anybody can basically start
or if anybody has any thoughts on this.
>> Yeah. So uh I'll start. So there was one
idea thought process what we were
discuss among our team as well.
>> So because we are working in the hybrid
model right there are few people uh went
to their native itself. There are few
people still somewhere near to the
Bangalore they are coming and going. So
whenever they are coming they need to go
for the PG or they need to go for some
hotel or they need to spend their money
right because of that reason after
sometimes people are uh because when
whenever they I'm I'm telling everything
as a factual
what results so after sometimes they
they getting bored or they they start
thinking okay why we are spending
unnecessary if you come to office as
well we are not uh uh doing that much of
work productive work they'll be staying
at home and going after sometimes they
not at all ready to come. So for to
avoid all this issue
>> is and they're paying money to some
other third party or someone or somebody
else it is better if we here have some
facility where at least some 10 to 50
people or 20 people can stay and if they
if they need to pay for some money which
will be lesser than how outside they are
paying right so that they can if people
are staying coming for office for two
days they can stay there maybe it's a
kind of dormatory room or anything else. Mhm.
Mhm.
>> So there they can provide the facilities
like this the people I I think I think
the more people will come and people
will not hesitate to come to office even
they are working from the remote
location as well and they they'll be
ready to because here uh the main thing
main concern will be uh the traveling
also they they need to spend uh and for
the stay also they need to spend for the
food also they need to spend outside. So
all these things will be involved. So if
we uh uh gives that attention to all
these issues at least to some extent now
might be it will it will we might see
some good results uh and we can bring
the people come again back to office and
that that culture can be built built
again because when whatever we are
talking each and every day meeting now >> Mhm.
>> Mhm.
>> the people one of my uh team member is
coming from Mysore. >> Mhm.
>> Mhm. >> So
>> So
>> Oh my god. They again uh they have to
travel three and a half hours one one
side again another side they have to
take another three and a half hours. So
7 hours they need to travel. >> Yeah.
>> Yeah.
>> Though though we is already mentioned
this is our office is our premium
location. So you have to be you have to
be in Bangalore. But since uh this
hybrid model helps people uh what is it
psychologically psychologically as well
as they are being with their family
they're ready to work even late night
also in sometimes they are happy to work
in the Saturday Sunday as well based on
the delivery or so I I hope we is also
following the same hybrid in the next
year but to increase the count or to
increase their interest of coming to the
office this I don't know whether how
many people will agree or Not but this
is my thought process we have already
discussed among our team. So if at least
we we also can generate some uh money
and if if they are paying outside say
5,000 rupees so that they can reduce
that money for this facility and people
are ready to pay
to find hotel or PG or anything any
other facility. So at least every week
based on the uh count how many people
are coming to office from remote
location based on that if they if they
if they take the data and analysis and
okay this many people are coming every
week to office based on that this is a
facilities available or then they can
have the tie up with those facilities
and uh based on some uh some percentage
of money we have to pay from our salary
or we have to pay whenever we are coming
and staying in that places and all will
uh what is it will improve to the what
is that the interest of coming to the
office and they will also think that the
company is doing taking care of our employees
employees
>> already we have very good policies but
it will improve the increase their
>> what is it the psychological safety
>> I agree I agree yeah that was a very
valid point I'm even you know uh um I
acknowledge those points actually
whatever said that was a good initiative
if it is if it happens in the future
definitely Like because people the one
mindset he is talking practically like
how we think like because from the
hybrid model to this when we are trying
to come to office no the the first thing
for us like yeah there will be a answers
will be back to us like it will be fired
back to us like you know why can't you
stay near to office why can't you can
avoid traffic why can't you go to
hometown you can be here so yeah those
are the things are there but still when
those hybrid model started and when
pandemic all those things people used to
you know staying at home and started
working actually we worked longer hours
than when we were at office.
Yeah, correct.
>> That was the clean statement uh you know
practical statement what Prasana is
implying like you know that was the main
thing even Saturdays and Sundays we are
working and for deliveries and
everything it becomes so convenient that
>> we now started hating the traffic and
the commutation as well as the staying
things and everything. So why coming
here and staying for one week and then
commuting and that was a big uh thing
for us. Now we think in terms of you
know the productivity also like you know
this much of time it's taking while
coming back again we could have finished
this in you know some hours in our home
like that.
>> So that's a valid point and very good
point personal like I I also agree on
that. Yeah
>> and even there are people who are paying
more than 25 to 30k simply for a month
but they are coming office for once in a
week or twice in a week. Yes. And again
you just see one of my team member is
coming from cobbatur and that cost
around 1,000 ticket up and down it is
2,500 rupees
>> and he's paying 30 30,000 rent every month
month
>> at 30,000 if we is ready to pay uh we
also can take the revenue from that if
they have the tie up with some other
third party or we are some facilities available
available
>> so at least we can avoid and that will
improve increase the interest of people
to come to office because already we has
done so many things for the employee
health benefit in that point of from
covid itself if this is also uh happened
right it will take the we to the next level
level
>> correct I think that's a very fair and
uh practical problem also which you have
brought up because in our team also we
have been like facing in fact the days
where we are supposed to get everyone on
board in office those are the days where
I think productivity goes down because
of this traveling for certain members
who take like three three hours on one
stretch. So I think like what you are
saying and we have been told that at
least till next year we won't be getting
new office spaces. So at least till the
time how we book our meeting rooms and
dojoos in similar fashion if we can get
something of that sort where we can book
temporary dormatory or rooms for
temporary basis so that everyone awares
and there's like a fair booking system
so that based on the need people can
beforehand go and do so I think that
could be taken up and that needs
>> like working you know we have a limited
uh places a limited number of places
first come first serve we can keep like
you know you book it and then you just
you know it will be available for you.
If not you cancel it like that. That
will be a very great initiative
>> even that will increase the networking
as well because all the people will be
at the same place those who are all
coming to the office and
the what is the bond the the network and
the bond and other uh what is it that
things will get improved
>> because I I may not be I may not be
talking to you every day at office but
when we are at at the room room now it
is open because we can talk anything
whatever you want
>> at office we are limited to talk only
related to our job and task and other
things but
>> at at that place where we are staying
now. So we can talk anything and we can
share and we can share our thoughts and
we can share our ideas what anything can
be done. So that will improve the what
is that uh improve as well as it will
increase the interest of employee and we
can retain those employees who are very
very good asset for.
Yeah, definitely. I think it would help
with the cross collaboration as well
because apart from these town halls and
quarterly trips or so far, I think
usually we only interact with the people
we are working with. So I think that
would add much value to that as well. So
that's a very good point. So apart from
that anything else which we can take or
bring some new ideas or changes because
one of the points I think because
Prasinda brought it up so it clicked
that in that same meeting where we had
raised this sort of point there was talk
about peer-to-peer learning model again
like I don't know who what Ram is
working with in team member in his
project because I'm not required or
similarly would be working with his
colleagues but let's say if by any
chance we are working or we are doing
some certificate or courses as part of
our modules in workday which we do
monthly basis. So in that way if we can
have a system where we know that I'm
working on a relevant technology or
skill set I can find my office colleague
probably from some other project who
could be working or taking that
certification. So in that way as well
you can not only get to collaborate with
that person but you could know that hey
similar skill skill set or knowledge is
there probably in one of the team
members in persona's team or in Ram's
team and we are basically taking up the
same course or doing the same
certification. So that sort of
peer-to-peer learning model which we
have like in a space or we could have we
can collaborate and reach out to such
people. So that was again one of the new
points which were discussed which is
probably not in this particular slide
but yeah that was also another good
point which we had brought up. So we
have any other points from uh Yoshwan
then if like Amrutes or anybody else has
joined or from Prasana or Ram that we
can bring any new ideas or changes.
There's no mandate to bring it up if we
are not remembering or if we doesn't
click. You can obviously ping in the
team channel as well but just to check
like if you have any more ideas that we
can log.
>> Uh yeah like uh on the training side we
are doing like on the safety training
>> we are doing a lot like on the like
digital like on the system online. So
what I suggest is like uh mental health
training for employees like including
programs like stress management
uh like poor mental having supportive
conversation and build uh this one uh
confidence in that like having a
breathing technique when it comes to
safety if something happens like how we
take care like if something happens we
don't talk about after what will happen
we we take care of medical things and
other things but Uh these kind of
trainings also should uh taken care by
like uh taking uh breathing techniques.
How you breathe once you like if
something happens that kind of trainings
and mental support uh mental health
trainings should be like implement. >> Mhm.
>> Mhm.
>> Uh that I feel that it should happen frequently.
frequently.
So that will also build confidence in uh
employees. That is what my suggest.
>> Yeah. Exactly. Because I think in all of
the SHA modules that we have done till
now a lot of them are structured as per
the people who are on ground and because
usually some sort of incidents and
accidents have happened to them. But
similarly at least for our vertical of
people I think the courses or the things
which you are mentioning could be more
relevant as far as mental health and
stress and those things are considered
which I think is not accommodated in
those modules. So I think that's a good
point. We can definitely log that one as
well and discuss on it.
>> Yeah. Thank you. Sure. >> Yeah.
>> Yeah.
So I think we have got good insights. So
just like a final round of check. I mean
we can I will basically summarize and
share the filled slides and updated
inputs whatever we have got to you guys
in the slider tech so that you are also
aware. But by that time or if you get
any new insights or anything that we
have been doing good which needs to be
given a shout out that this is one
activity which is not talked about much
and we take it for granted but it's very
good or if any other thing you find out
that because I think most of the inputs
we know realistically we would be
getting in some of the things which we
are doing but needs to be improved
because we face repercussions of them in
our day-to-day job as well. So I'm
pretty sure we can get couple of more on
that part. So if you get any more
insights on that you can definitely drop
in this channel like you said even we
have we are not even recording or we are
just taking the pointers and names are
basically not recorded as well. So this
is to ensure that not only you we are
getting all of your insights but we are
trying to come up with a plan that we
see them through action because they
only get logged as drivers or as points
that we need to take care of or we need
to talk about it. Could any of these be
translated into actual actionable
insights that you see maybe in coming
year you find any of these things then I
think it would give great joy to
everyone that yeah we talked about it we
discussed on it and we eventually came
down to something. So that's the idea of
this whole thing. So I'll just take
final round. I think we have gathered
input. So let me know guys right if we
get anything else. Can I can I uh tell
one more uh uh idea like kind of I don't
know um uh but uh see we have uh
uh games like you know TT and uh these
things are there no so
>> so for some people like you know when
they're coming back from you know hybrid
model like when they're coming for a
week or 2 days or some 3 days
>> uh if they're playing uh it it it is
reflecting in a different way. So
you can you can get the point right like uh
uh
so even if it is 1 hour or 2 hour so it
is reflecting in a very bad way like you
know uh so why is that is the question
like you know uh when we are uh
delivering everything like uh we are
working and then we are extending and
god knows like uh I don't know like you
know how many days or weeks or you know
I was uh canceling all those plans and
everything we we for working for the
delivery and when we are coming for you
know uh for one or two days and then
when we are okay uh when we you know
play for one or two hour I I don't see a
big uh you know issue over there like because
because
>> you know that is the place where we can
spend some time uh and play and refresh.
>> Mhm. you know like uh if that is
questioned then why we are having that
kind of a games over here we are talking
about the best infrastructure uh uh we
have we built uh for the uh employees
>> correct yeah
>> the best infrastructure is built for our
employees to you know take some leisure
time we have a yoga room where you know
peace where we can go and you know sit
for some time And uh if we are you know
spending some more time over there it if
it becomes a question then it feels like
you know why are we having this kind of
uh you know sports over here.
So if it is feels like you know you are
keeping it but you don't want the
employees to be there you know yeah you
can be there for for some time only like
this kind of restrictions no you won't
feel like playing over there for some
time like you won't feel like you know
okay that that feeling no it gives that
oh we don't belong you know uh to this
uh why there is a restriction over there
I am completing what I'm supposed to
complete Yeah.
>> Yeah. Then why that question is coming?
Those kind of things are coming arising
in the because uh because I face some
questioners. So that's why I'm you know
kind of hurdling like you know why if it
is there
>> uh for example maybe people who won't
deliver and work you can tell directly
that is like I can agree not every
everybody is utilizing it properly
>> but people who work and if they play if
the question comes that then that feels
like you know uh different kind of uh
message it's giving so yeah that I want
to share
Yeah, I think that's correct because as
of now for whatever reasons we have
these activities or games only which
helps us to reduce stress or basically
regenerate our energy. So if we are
doing our work fine and it's not
affecting delivery like you said because
I think it's per every uh employees
discretion they are clearly not doing
going there and not or stalling their
work. So clearly if they are doing their
work then they can definitely go unless
if it's kept there only for showpiece or
those kind of things. So I think that's
a fair point we can yeah I can put that
>> Okay
>> because that is the only place where I
get connected with so many people
actually from so many teams. So that's a
very uh good spot to connect also with
the inter teams and you get to know the
teams well as well. So yeah >> yeah
>> yeah
I think point taken. So any final
>> Yeah yeah if I get anything I will post
in the same channel. >> Sure.
>> Sure. >> Yeah.
>> Yeah.
>> Yeah. Thanks guys. I think this was very
insightful and probably it would be a
recurring activity maybe month- wise if
not more or if not less so that we get
to connect and interact more. I know we
are mostly busy with our day-to-day
work. So usually it's good to keep or
have such meetings on Friday because we
are in good mood so that we can upon us.
So I'm pretty sure that you guys would
have not frowned upon a 45 minutes
meeting even though we are 30 seconds
past it. But let's hope Elon Musk
wouldn't mind that much. So yeah, I
think I'll close the call and we'll keep
this channel open and whenever you guys
get anything else, you can basically
drop in and let me know. Yeah.
>> Yeah, sure. >> Okay.
>> Okay.
>> Yeah. Thanks, guys. Thank you. Have a
good day and have a good weekend. Bye.
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