Teerayuth Prasompol

As part of our ongoing Panel Discussion series, we recently explored The Art of Negotiation Skills - a capability every people manager needs, not just sales teams. The session featured Subu Narayanan and HariOm Raghav as panelists, moderated by Mughila MC and Sarvesh C.. Key takeaways from the discussion: • Mindset First – Growth mindset, patience, and curiosity turn negotiation from a battle into a collaboration. The goal is not “I win” but “we both walk away satisfied.” • Listen Before You Speak – Active listening and emotional intelligence often matter more than persuasive words. Understand needs before offering solutions. • Show Trade-offs – Instead of saying No, present choices and consequences. Transparency builds trust. • Preparation = Power – 70% of success lies in preparation: knowing your facts, clarifying must-haves, and anticipating the other side’s needs. • Leverage Exists Everywhere – Even with limited power, data, timing, or the ability to walk away respectfully can become leverage. • Relationships Over Transactions – Treat each negotiation as practice to strengthen trust and fairness, not just to close an agreement. • Manage Emotions – Sometimes the smartest negotiation is to pause, let emotions settle, and return to facts and shared goals. At FORVIA HELLA India, we believe negotiation is not just a skill but a leadership mindset: one that strengthens relationships, builds trust, and drives collaboration. Stay tuned for more such initiatives as we continue to invest in the growth and development of our people managers. #NegotiationSkills #TheArtOfNegotiation #InfluenceAndImpact #LeadershipDevelopment #ManagerGrowth #PeopleManagers #ProfessionalGrowth

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Building Employee Engagement & Retention: From Onboarding to Work-Life Balance. Employee engagement and retention are not just about keeping people at work, it’s about creating meaningful experiences throughout the employee life cycle. According to SHRM, organizations can strengthen engagement and long-term commitment through a variety of practices: 1. Job Enrichment & Learning - Add meaning, variety, autonomy, and respect to roles. - Invest in skill development to boost satisfaction and self-efficacy. - Signal reciprocity by providing flexible training opportunities. 2. Strategic Compensation - Align pay with organizational values and employee contributions. - Ensure equitable compensation and adopt pay-for-performance or competency-based systems. - Use competitive pay and flexible benefits to attract and retain talent. 3. Career Management & Recognition - Provide clear, challenging goals aligned with strategy. - Recognize achievements and extra contributions. - Value employee expertise and ensure fair, unbiased appraisals. 4. Realistic Job Previews (RJP) Sharing honest insights about jobs including challenges and benefits helps manage expectations, reduce stress, and increase job satisfaction. Tools may include videos, virtual tours, interviews, or simulations. 5. Personalized Onboarding Onboarding is a “magic moment” where engagement is shaped. Tailoring onboarding to new hires’ needs fosters faster integration, builds cultural alignment, and supports retention. 6. Suggestion Mechanisms Giving employees a voice through feedback systems (like suggestion boxes or digital platforms) provides valuable insights and strengthens engagement. 7. Work-Life Balance Programs that address employee well-being such as flexible schedules, remote options, or tuition reimbursement are critical in today’s dynamic workplace. Work-life balance initiatives help reduce stress and support long-term commitment. In short, engagement is about meaning, fairness, voice, and balance. By integrating these practices, organizations can create workplaces where employees are not only productive but also motivated to stay and grow.

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𝐘𝐎𝐔 𝐀𝐑𝐄 𝐍𝐎𝐓 𝐀 𝐓𝐑𝐄𝐄… 𝐌𝐎𝐕𝐄 𝐈𝐅 𝐘𝐎𝐔 𝐅𝐄𝐄𝐋 𝐒𝐓𝐔𝐂𝐊 An ex-colleague I worked with years ago called me recently. He said, 𝐈’𝐦 𝐥𝐞𝐚𝐯𝐢𝐧𝐠… 𝐚𝐟𝐭𝐞𝐫 𝟏𝟓 𝐲𝐞𝐚𝐫𝐬. 𝐈 𝐠𝐚𝐯𝐞 𝐞𝐯𝐞𝐫𝐲𝐭𝐡𝐢𝐧𝐠. 𝐁𝐮𝐭 𝐰𝐡𝐞𝐧 𝐈 𝐞𝐱𝐩𝐞𝐜𝐭𝐞𝐝 𝐭𝐡𝐞 𝐜𝐨𝐦𝐩𝐚𝐧𝐲 𝐭𝐨 𝐬𝐡𝐨𝐰 𝐮𝐩 𝐟𝐨𝐫 𝐦𝐞, 𝐭𝐡𝐞𝐲 𝐝𝐢𝐝𝐧’𝐭. 𝐈 𝐬𝐡𝐨𝐮𝐥𝐝 𝐡𝐚𝐯𝐞 𝐥𝐞𝐟𝐭 𝐰𝐡𝐞𝐧 𝐦𝐨𝐬𝐭 𝐨𝐟 𝐲𝐨𝐮 𝐝𝐢𝐝. 𝐈 𝐫𝐞𝐠𝐫𝐞𝐭 𝐬𝐭𝐚𝐲𝐢𝐧𝐠 𝐭𝐡𝐢𝐬 𝐥𝐨𝐧𝐠. That call stayed with me. Then I remembered this powerful attached video please take a few minutes to watch it if you can. 𝐀𝐬 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬, 𝐰𝐞 𝐦𝐮𝐬𝐭 𝐤𝐧𝐨𝐰 𝐰𝐡𝐞𝐧 𝐭𝐨 𝐬𝐭𝐚𝐲 𝐚𝐧𝐝 𝐰𝐡𝐞𝐧 𝐭𝐨 𝐪𝐮𝐢𝐭. Some organizations genuinely reward loyalty through career growth, internal promotions, and a culture that supports your well-being. But when you’re constantly overlooked, underappreciated, and 𝐬𝐭𝐮𝐜𝐤, you owe it to yourself to 𝐩𝐥𝐨𝐭 𝐲𝐨𝐮𝐫 𝐞𝐱𝐢𝐭. Unless you’re the owner or it’s a family business, please remember: 𝐘𝐨𝐮𝐫 𝐰𝐞𝐥𝐥𝐛𝐞𝐢𝐧𝐠, 𝐠𝐫𝐨𝐰𝐭𝐡, 𝐚𝐧𝐝 𝐬𝐚𝐧𝐢𝐭𝐲 𝐬𝐡𝐨𝐮𝐥𝐝 𝐜𝐨𝐦𝐞 𝐟𝐢𝐫𝐬𝐭. Don’t wait until it’s too late. The bitter truth? Everything in life is a risk: ✔️ Staying where you’re not growing = risk ✔️ Moving forward despite fear = risk 𝐏𝐢𝐜𝐤 𝐲𝐨𝐮𝐫 𝐫𝐢𝐬𝐤. And please, 𝐥𝐞𝐚𝐯𝐞 𝐰𝐡𝐞𝐧 𝐭𝐡𝐞 𝐨𝐯𝐚𝐭𝐢𝐨𝐧 𝐢𝐬 𝐬𝐭𝐢𝐥𝐥 𝐥𝐨𝐮𝐝. Are you 𝐟𝐞𝐞𝐥𝐢𝐧𝐠 𝐬𝐭𝐮𝐜𝐤? 𝐇𝐞𝐫𝐞’𝐬 𝐡𝐨𝐰 𝐲𝐨𝐮 𝐜𝐚𝐧 𝐭𝐚𝐤𝐞 𝐭𝐡𝐚𝐭 𝐥𝐞𝐚𝐩: ✅ Do a self-assessment: What do you want from your career in the next 1–3 years? ✅ Update your CV, LinkedIn & portfolio as opportunities favor the prepared. ✅ Start small: Apply quietly. Take interviews, even if you’re unsure. ✅ Build your network — people hire people they trust. ✅ Seek mentors or coaches who’ve navigated change. ✅ Save! Having a financial buffer gives you confidence. ✅ Believe that you deserve better. Because 𝐲𝐨𝐮 𝐝𝐨. 𝐃𝐨𝐧’𝐭 𝐟𝐞𝐞𝐥 𝐠𝐮𝐢𝐥𝐭𝐲 𝐲𝐨𝐮 𝐝𝐞𝐬𝐞𝐫𝐯𝐞 𝐛𝐞𝐭𝐭𝐞𝐫 𝐟𝐨𝐫 𝐲𝐨𝐮𝐫𝐬𝐞𝐥𝐟. 𝐃𝐨𝐧’𝐭 𝐥𝐞𝐭 𝐚𝐧𝐲𝐨𝐧𝐞 𝐞𝐦𝐨𝐭𝐢𝐨𝐧𝐚𝐥𝐥𝐲 𝐛𝐥𝐚𝐜𝐤𝐦𝐚𝐢𝐥 𝐲𝐨𝐮 𝐢𝐧𝐭𝐨 𝐬𝐭𝐚𝐲𝐢𝐧𝐠. 𝐖𝐡𝐚𝐭𝐞𝐯𝐞𝐫 𝐭𝐡𝐞𝐲 𝐝𝐢𝐝𝐧’𝐭 𝐬𝐡𝐨𝐰 𝐲𝐨𝐮 𝐨𝐫 𝐩𝐫𝐨𝐯𝐞 𝐭𝐨 𝐲𝐨𝐮 𝐢𝐧 𝐲𝐞𝐚𝐫𝐬, 𝐭𝐡𝐞𝐲 𝐰𝐨𝐧’𝐭 𝐬𝐭𝐚𝐫𝐭 𝐧𝐨𝐰. 𝐌𝐚𝐤𝐞 𝐮𝐩 𝐲𝐨𝐮𝐫 𝐦𝐢𝐧𝐝, 𝐩𝐫𝐞𝐩𝐚𝐫𝐞 𝐲𝐨𝐮𝐫𝐬𝐞𝐥𝐟, 𝐚𝐧𝐝 𝐦𝐨𝐯𝐞. Ever felt stuck but found the courage to leave? How did you do it? Share below let’s learn from each other. 🎥 Video Credit: Wealthy Tools #CareerGrowth #EmployeeWellbeing #WorkplaceTruths #KnowYourWorth #Leadership #CareerAdvice

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[Free Download] - "HR's Role in AI Transformation," provides HR leaders with a guide to building an AI-first HR function and transforming their workforce for the future. The document emphasizes that the AI revolution is a "human shift," and the true power of AI lies in the skills and creativity of people, not just the technology itself. ▶Key takeaways from the playbook include: ⟶A Three-Point Plan: The playbook outlines a three-point plan to manage AI transformation: ⟶Reimagine an AI-powered HR function: This involves partnering with IT to strengthen the HR tech and data foundation, establishing a collaborative AI operating model, implementing an AI control tower for visibility, and identifying future HR roles. ⟶Enable AI in HR and across the organization: A core part of this is embracing the opportunity for reskilling and creating a tailored AI enablement framework to help employees know, use, build, and lead with AI. ⟶Transform the workforce: This requires driving change management, rethinking work design by using AI as a key talent pool, redefining teams to include both employees and AI agents, and serving as stewards of culture change. ⟶The Role of HR Leaders: The playbook states that HR leaders, particularly Chief Human Resources Officers (CHROs), are uniquely positioned to lead this transformation. The goal is to shift HR from an administrative function to a strategic hub by weaving AI learning, upskilling, and hands-on experience into every workflow and role. Jacqui Canney, Chief People and AI Enablement Officer at ServiceNow, notes that her role was expanded in 2025 to reflect the truth that AI transformation is a human endeavor ▶Key Stats & Insights: The document includes several statistics highlighting the current state of AI adoption: ⟶According to ServiceNow's Enterprise AI Maturity Index 2025, only 42% of organizations have made significant progress in formalizing data governance for AI applications ⟶The Accenture Pulse of Change survey found that 64% of employees expect AI to impact their roles ⟶A McKinsey & Company survey reveals that only 1% of C-suite respondents describe their GenAI rollouts as mature ⟶ServiceNow's own analysis suggests AI could free up at least 25% of HR employees' time within five years ⟶Defining AI: The playbook defines three levels of AI along a spectrum from incremental to exponential results: ⟶Analytical AI: Predicts a numerical outcome or recommends an action for single-focused tasks (e.g., a chatbot) ⟶Generative AI: Creates content in response to natural language prompts (e.g., generating case resolutions or emails) ⟶Agentic AI: An orchestration layer that acts autonomously to execute business activities through end-to-end workflows In conclusion, the document stresses that successful AI transformation requires a culture of trust, transparency, and innovation, with people at the heart of the journey. It is about leveraging AI to enhance human potential, not replace it Source: ServiceNow

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💡 The Hidden Cost of Low Morale Many organizations invest heavily in exploring new ways to create value and reduce costs. But one of the biggest hidden expenses is often neglected: the cost of low morale and toxic work culture. 📉 Disengaged employees can reduce productivity by up to 50%. 💸 Gallup estimates low engagement costs the global economy $8.8 trillion annually—that’s 9% of global GDP. When morale is low, you’re paying full payroll but only getting half the value. How to turn it around: ✅ Invest in transparent communication ✅ Involve employees in shaping decisions ✅ Set and align clear organizational goals ✅ Recognize and celebrate achievements ❌ Avoid cultures built on fear ❌ Stop focusing only on mistakes and criticism ✨ Remember: motivated people deliver more, stay longer, and build stronger organizations. 👉 Leadership isn’t just about strategy—it’s about creating an environment where people want to give their best.

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