Why Gen Z Isn’t Staying in One Job — A CEO’s Perspective on the Retention Challenge

As the CEO of  HRD India working closely with organizations across industries, I often hear a familiar concern from business leaders:

“Gen Z employees don’t stay.”

But after years of engaging with young professionals, HR leaders, and CXOs, I believe the issue is not Gen Z’s lack of loyalty—it is our outdated approach to work, leadership, and people management.

Gen Z is redefining the employment relationship, and as leaders, we must adapt.

Understanding Why Gen Z is Leaving

1. They Seek Meaning, Not Just Monthly Paychecks

Gen Z wants to know why their work matters. They are deeply purpose-driven and expect organizations to stand for something beyond profit. When vision is unclear or values are not lived daily, disengagement follows.

As leaders, we must accept that purpose is now a retention strategy.

2. Growth Expectations Are Faster Than Traditional Structures

This generation has grown up learning continuously—through digital platforms, certifications, and global exposure. When career growth is slow, undefined, or limited to hierarchy, they don’t wait; they move.

From my experience, stagnation is the fastest exit trigger for Gen Z.

3. Command-and-Control Leadership Doesn’t Work

Rigid reporting structures, micromanagement, and fear-driven cultures push Gen Z away. They prefer autonomy, trust, and leaders who listen.

They don’t expect perfection from leadership—but they do expect authenticity and respect.

4. Mental Well-Being Is a Priority, Not a Benefit

Gen Z openly speaks about mental health, work-life balance, and emotional safety. Organizations that dismiss these conversations lose credibility instantly.

As CEOs, we must understand that burnout is not a badge of honor anymore.

5. They Demand Transparency

Gen Z values honest feedback, clear expectations, and open communication. Ambiguity around performance, growth, or company direction creates anxiety—and attrition.

Trust, once broken, is rarely rebuilt.

How HR Leaders and CEOs Can Retain Gen Z

Retention today is no longer an HR metric—it is a leadership responsibility.

1. Redefine Career Growth

Growth should not be limited to promotions. We must invest in:

• Skill-based career paths
• Cross-functional exposure
• Leadership grooming at early stages

When employees see learning, they see longevity.

2. Shift From Annual Appraisals to Continuous Conversations

Feedback must be frequent, meaningful, and two-way. Gen Z thrives in environments where progress is acknowledged and guidance is ongoing.

Recognition fuels engagement more than incentives alone.

3. Build Flexibility Into the DNA of the Organization

Hybrid work, flexible schedules, and outcome-driven performance models are no longer optional. Trust-based work cultures deliver better productivity and higher retention. Flexibility is not a policy—it’s a mindset.

4. Institutionalize Mental Well-Being

Mental health initiatives should be structured, visible, and stigma-free. Whether through counseling access, wellness programs, or empathetic managers, care must be intentional.

A healthy workforce is a sustainable workforce.

5. Develop Human-Centered Leadership

The future belongs to leaders who coach, not command. Gen Z stays where leaders are approachable, inclusive, and open to dialogue.

People stay where they feel seen. 

6. Connect Roles to Impact

When organizations align daily work with social responsibility, sustainability, and long-term impact, Gen Z engagement deepens. Purpose-driven companies retain talent naturally.

Closing Thought

Gen Z is not difficult to retain—they are difficult to mislead.

They will stay with organizations that invest in their growth, respect their individuality, and align work with meaning. As CEOs and HR leaders, the question is not “Why are they leaving?” but rather:

“Are we building workplaces worth staying in?”

Because when we evolve our leadership and HR practices, Gen Z doesn’t just stay—they become the strongest ambassadors of our culture.

Dr. Siddhartha Pandey

CEO, HRD India

#GenZWorkforce
#HRLeadership
#FutureOfWork
#EmployeeRetention
#PeopleFirst
#LeadershipMatters
#HumanCentricLeadership
#WorkplaceCulture
#HRTransformation
#CEOInsights

 

From 'Gut Feeling' to Data-Driven: Why India Inc. Needs Psychometric Hiring Now

As we navigate the latter half of the decade, the Indian employment landscape is witnessing a paradox. On one hand, we have the "Demographic Dividend"—millions of young, eager graduates entering the workforce annually. On the other, I constantly hear from CHROs and Business Leaders across Mumbai, Bangalore, and Delhi who say the same thing: "We have the quantity, but we are struggling to identify the quality."

For decades, Indian recruitment relied heavily on two things: the weight of the university brand (IIT/IIM/NIT) and the interviewer's "gut feeling."

But in an economy aiming for $5 Trillion, "gut feeling" is not a strategy. It is a gamble.

As the CEO of HRD India, I believe the time has come for Indian organizations—from agile startups to legacy conglomerates—to embrace the science of Psychometric Testing. Here is why this is no longer a "nice-to-have" luxury, but a strategic necessity.

The "CV Inflation" Problem

Let’s be honest. In a hyper-competitive market like India, the Resume has become a marketing brochure, not a user manual. Skills are often exaggerated, and experience is often embellished.

A resume tells you what a candidate claims they can do. It doesn't tell you if they have the cognitive agility to learn a new software next month, or the emotional resilience to handle a high-pressure client in Gurgaon.

Psychometric testing allows us to peel back the layers. It helps us see the "Iceberg"—the 90% of a candidate's potential (personality, values, aptitude) that lies beneath the surface of the CV.

 

Democratizing Talent: Looking Beyond the Pin Code

One of the greatest opportunities we have in India right now is the rise of talent from Tier-2 and Tier-3 cities.

A candidate from a small town in Madhya Pradesh might not have the polished communication skills of a metro-city applicant during a 30-minute interview. However, their logical reasoning and problem-solving abilities might be superior.

Traditional interviews often suffer from the "Halo Effect"—we hire people who sound and look like us. Psychometric tests are the great equalizer. They are colorblind, caste-blind, and region-blind. By using cognitive assessments, we can identify hidden gems based on raw potential, not just pedigree.

Solving the "Attrition Epidemic"

India sees some of the highest attrition rates in the tech and service sectors globally. Why? Often, it’s a misalignment of Personality vs. Role.

We often hire for skills (Coding, Sales) but fire for behavior (Attitude, Lack of Teamwork).

• If you put a highly creative, low-detail person in a compliance role, they will leave.
• If you put a highly introverted thinker in a chaotic frontline sales role, they will burn out.

Psychometric profiling (using tools like DISC or Big Five) ensures we aren't just filling a chair, but placing a unique individual in an environment where they naturally thrive.

The ROI of "Scientific Hiring"

I often hear leaders say, "But these tests add cost and time to the process."

My response is simple: Calculate the cost of a bad hire.

Between recruitment fees, training costs, and lost productivity, a bad hire costs an Indian company approximately 3x that employee’s annual salary. Investing in a pre-employment assessment is a fraction of that cost. It is an insurance policy for your talent strategy.

The Way Forward for India Inc.

We are moving towards a "Skills-First" economy. The government is pushing for skilling; industries are pushing for efficiency. HR leaders must act as the bridge.

To my fellow leaders and HR practitioners:

1. Stop hiring for the past. Experience matters less than learnability (LQ). Test for potential.
2. Integrate, don't Isolate. Use psychometrics as one data point in a holistic process.
3. Transparency is Key. Explain to Indian candidates why you are testing them. Frame it as a way to find their best fit, not as an interrogation.

The future of Indian business belongs to those who can build resilient, adaptable teams. Let’s move beyond the guesswork. Let’s bring science into the boardroom.

Dr. Siddhartha Pandey

CEO, HRD India

 

 

The Rise of Hybrid Work: Redefining the Future of Workplaces

The world of work has changed more in the last few years than in the previous few decades. What began as an emergency response during the pandemic has now evolved into a long-term strategic model: Hybrid Work.

Today, hybrid work is no longer an experiment—it is a core business strategy shaping productivity, talent management, and organizational culture across industries.

As companies worldwide rethink the way they function, hybrid work stands at the center of this transformation. Here’s why it is rising, what makes it successful, and where it still faces challenges.

🌟 What Is Hybrid Work?

Hybrid work combines remote work and in-office work, allowing employees to split their time based on:

• Role requirements
• Personal preferences
• Business needs

This model gives freedom and structure, flexibility and collaboration—a balanced approach to modern work.

                               

💡 Why Hybrid Work Is Rising

Several factors have driven its growth:

• Digital transformation accelerated workplace flexibility.
• Employees want autonomy and work-life balance.
• Companies recognized the cost benefits of reduced office dependency.
• Talent pools expanded beyond geographical boundaries.

Hybrid work is now a competitive advantage for organizations that aim to attract and retain top talent.

✅ Pros of Hybrid Work

1. Better Work-Life Balance

Employees can manage personal and professional commitments more smoothly. Less commute means more time for health, family, and personal growth.

2. Increased Productivity

With fewer office distractions and flexible schedules, employees often deliver better outcomes. Many organizations report higher efficiency in hybrid setups.

3. Cost Savings for Companies

Reduced office space, utilities, and overheads lead to significant savings. Teams can also work from multiple locations without expensive infrastructure.

4. Access to Wider Talent Pool

Companies are no longer limited by city or state borders. Hybrid models allow hiring skilled professionals from anywhere in the country.

5. Improved Employee Satisfaction & Retention

Flexibility leads to happier employees—and happy employees stay longer.

❌ Cons of Hybrid Work

1. Communication Gaps

Without proper systems, remote and in-office teams may experience misunderstandings or delays in information flow.

2. Unequal Visibility

Employees working remotely may feel overlooked during promotions, recognition, or project assignments.

3. Team Bonding Challenges

Hybrid teams may miss out on organic bonding moments that naturally happen in an office environment.

4. Risk of Burnout

Remote workers sometimes work longer hours, feeling the need to “prove” productivity. Without boundaries, work-life balance can suffer.

5. Technology Dependence

Hybrid work requires strong digital infrastructure. Any technical issue—poor internet, server problems—can disrupt work.

 

📌 Balancing the Two: A CEO’s Perspective

Hybrid work is powerful, but only when implemented thoughtfully. As leaders, we must focus on:

✔ Outcome-based performance metrics

Measure results, not hours worked.

✔ Investing in collaboration tools

Smooth communication reduces friction and builds unity.

✔ Creating equal opportunities for all

Remote or in-office, every employee deserves fair visibility.

✔ Building hybrid-friendly culture

Celebrating, collaborating, and sharing wins—both online and offline.

✔ Supporting mental health

Flexibility is meaningful only if it reduces stress, not adds to it.

🌱 Final Thoughts: The Future Is Hybrid

Hybrid work is not a temporary trend—it is the evolution of the modern workplace.
It brings incredible advantages but requires thoughtful leadership to manage the challenges.

Organizations that balance productivity, flexibility, and employee well-being will thrive in this new era of work.

The future is not fully remote.
The future is not fully office-based.
The future is hybrid—flexible, dynamic, and human-centered.

Dr. Siddhartha Pandey

CEO of HRD, India

Redefining the Future of Work: How AI Tools Are Transforming HR

If you had asked me five years ago about the biggest challenge in Indian HR, I would have said "managing scale." Today, sitting at the helm of HRD India, my answer has shifted. The challenge is no longer just scale; it is precision at scale.

As we navigate a talent landscape that is as diverse as it is volatile—from the bustling tech hubs of Bengaluru to the manufacturing belts of Odisha—Artificial Intelligence has stopped being a "future trend." It is our current reality. At HRD India, we aren't just observing this shift; we are actively decoding it for the hundreds of organizations we advise.

Here is how I see AI reshaping our function, not as a replacement for the human touch, but as its most powerful amplifier.

 

1. The "Intelligent" Core: Keka

Trend Status: Market Leader for SMEs/Mid-market

We used to buy HRMS to store data. Now, we use it to tell stories. Keka has moved beyond being just a "leave and attendance" software.

• Why it’s useful: It solves the "Data Rich, Insight Poor" problem.
• The "CEO" Feature: Their "People Intelligence" module. Most tools give you a spreadsheet of attrition numbers. Keka gives you a storyboard. It uses AI to analyze why people are leaving (e.g., "High attrition in Sales under Manager X due to lack of promotion"). It turns data into a decision for you.
• Best for: Companies (50-2000 employees) who want a user experience as good as Instagram.

2. Recruitment & Screening: TurboHire

We all know the pain of posting a job on Naukri and getting 2,000 irrelevant resumes.

• Why it’s useful: An intelligent recruitment platform based in Hyderabad.
• The "CEO" Feature: Instead of just keyword matching, TurboHire reads resumes like a human would. It ranks candidates based on context. It can parse Indian resume formats (which can be chaotic!) with incredible accuracy.
• Best for: It cuts down "time-to-hire" by nearly 60%. It allows my recruiters to stop being "resume screeners" and start being "talent advisors."

 

3. The "Mobile-First" Automator: HROne

Trend Status: Rising Star in Automation

The biggest friction in HR? "I forgot my password" or "The portal is too complex." HROne tackled this by treating HR tasks like a simple email inbox.

• Why it’s useful: It is arguably the only tool that claims to be fully "mobile-first." If your workforce is on the field (sales, logistics, retail), they will never open a laptop. HROne lets them do everything from a phone.
• The "CEO" Feature: "InboxForHR". It removes the clutter. An employee or manager only sees "Tasks" they need to act on (approve leave, complete survey). Once done, the task vanishes. It automates the "nudge," saving my HR team hours of follow-up time.
• Best for: Organizations with a large "deskless" or field workforce.

4. The "Wellness" Revolution: Plum

Trend Status: Disruptor in Benefits

Post-2020, "Health Insurance" is no longer a perk; it's a hygiene factor. But traditional insurance is boring and opaque. Plum has made insurance cool, accessible, and comprehensive.

• Why it’s useful: It shifts the focus from "Claims" to "Care."
• The "CEO" Feature: Telehealth & Wellness integration. It’s not just about paying for a hospital bed. Plum allows my employees to book mental health sessions, yoga classes, and doctor consults via WhatsApp. It signals to employees that "We care about you before you get sick."
• Best for: Startups and modern corporates wanting to boost their Employer Value Proposition (EVP).

5. The "Global" Bridge: Wisemonk

Trend Status: Hot for Remote/Global Teams

This is a massive trend in 2025. Indian companies are hiring globally, and global companies are hiring in India. But legal compliance is a nightmare.

• Why it’s useful: Wisemonk is an EOR (Employer of Record). It allows you to hire a developer in Vietnam or a designer in Bangalore without setting up a legal entity there.
• The "CEO" Feature: Equipment Management. They don’t just handle the contract; they will ship a MacBook to your new remote hire in a Tier-2 city, handle the asset tagging, and retrieve it if they leave. It solves the logistical headache of remote work.
• Best for: Tech companies and agencies with a distributed/remote workforce.

6. The "Culture" Keeper: Amber by inFeedo

Trend Status: Essential for Retention

I mention Amber often because it remains the best in class for "Listening."

• Why it’s useful: It stops "Exit Interview" surprises.
• The "CEO" Feature: Sentiment Analysis. Amber is an AI bot that chats with employees. It’s smart enough to pick up if an employee is feeling "stagnant" or "overworked" based on their chat responses. It alerts you months before they resign.
• Best for: Companies with 500+ employees where you can’t talk to everyone personally.

My Strategic Advice

Don't just chase the trend. Choose the tool that solves your current bottleneck.

• bottleneck = Admin overload? Go with HROne.
• bottleneck = High Attrition? Go with Amber + Keka.
• bottleneck = Hiring Globally? Go with Wisemonk.

The tools are ready. The question is, are we ready to let them help us?

Dr. Siddhartha Pandey

CEO, HRD India

 #HRLeadership #TalentAcquisition #PeopleOperations #HRCommunity #WorkplaceCulture #HRStrategy #HumanResources #HR #Leadership #Management #CorporateIndia #BusinessTrends #Technology

 

 

India's Labour Law Overhaul: A Critical Look at the Four Codes

 

India's Labour Law Overhaul: A Critical Look at the Four Codes

In one of the most comprehensive legislative exercises since Independence, the Indian government has consolidated 29 Central labour laws into four streamlined Labour Codes. Implemented to modernize the nation's labour governance, these codes aim to balance two often-conflicting goals: enhancing worker welfare and boosting the ease of doing business. However, a critical review shows that while they introduce much-needed clarity, they also raise significant concerns about job security and labour rights, as discussed by experts like those at Study IQ and various national news sources.

 The New Legal Architecture

The reform simplifies a complex, decades-old web of legislation into four functional codes:

The Code on Wages, 2019: Governs wage payment, minimum wages, bonuses, and equal pay.

The Industrial Relations Code, 2020: Deals with trade unions, conditions of employment, industrial disputes, and layoffs.

The Code on Social Security, 2020: Consolidates laws related to provident funds, gratuity, and social security for all workers.

The Occupational Safety, Health and Working Conditions (OSHWC) Code, 2020: Sets standards for safety, health, and working conditions across all establishments.

Comparative Snapshot: Old Laws vs. New Codes

The consolidation marks a substantial shift in coverage, compliance, and worker categories.

Feature	Before Labour Codes (Old Laws)	After Labour Codes (New Codes)
Legislation Structure	Over 29 fragmented, often overlapping, Central Laws.	Four unified, modern, and simplified Codes.
Minimum Wage Coverage	Applied only to specific "scheduled employments."	Universal coverage for all workers (organised and unorganised); introduces a National Floor Wage.
Layoff/Closure Threshold	Companies with 100 or more workers required government approval for layoffs/closure.	Threshold for requiring government approval raised to 300 workers, granting employers more flexibility.
Fixed-Term Employment	Often treated unfairly; gratuity generally required 5 years of service.	Legally recognised and grants parity with permanent workers, including gratuity eligibility after just one year of service.
Gig & Platform Workers	No formal definition or legal recognition.	Formally defined for the first time; brought under the umbrella of social security.

The Upside: Benefits and Modernisation

The new codes introduce several progressive and pro-business measures:

For Workers & Social Justice

• Universal Social Security: The biggest gain is the inclusion of gig and platform workers (like those from Swiggy or Zomato) into the social security framework, ensuring access to benefits like accident cover, health, and maternity support.

• Empowerment of Women: Women are now legally allowed to work night shifts and in all sectors, including underground mines and hazardous industries, provided adequate safety measures are in place. This promotes equal pay for equal work and greater economic opportunity.

• Guaranteed Minimum Standards: The Codes mandate a National Floor Wage and ensure timely payment of wages for all employees, reducing exploitation.

• Enhanced Safety: Compulsory annual free health check-ups are mandated for workers in hazardous industries or those above a specified age (often 40 years), focusing on preventive health.

For Employers & Ease of Doing Business

• Regulatory Simplification: Consolidating 29 laws into four codes drastically reduces the compliance burden. Businesses benefit from a single registration, single license, and single annual return for all four codes.

• Standardised Definitions: Defining key terms like "wage," "employee," and "worker" uniformly across all codes eliminates ambiguity, reducing the scope for litigation and court confusion.

• Hiring Flexibility: The legal recognition of Fixed-Term Employment (FTE) enables flexible hiring to meet fluctuating business demands without treating FTEs as lesser-grade contract labour.

  

Critical View: Unpacking the Loopholes and Concerns

Despite the clear benefits, these reforms have faced severe criticism from trade unions and economists, primarily centered on job security and the shift of power towards employers.

• Erosion of Job Security: The most contentious change is the increase in the layoff threshold from 100 to 300 employees in the Industrial Relations Code. This allows employers in establishments with up to 300 workers to lay off, retrench, or close operations without prior government permission. Critics argue this will encourage employers to stay below the 300-worker mark and increase the vulnerability of employees to mass terminations.

• The Rise of Fixed-Term Contracts: While FTEs get parity, unions worry that employers will prefer a continuous cycle of fixed-term contracts over permanent hiring to maintain flexibility, thereby eroding the traditional sense of job permanence and stability.

• Decriminalisation of Offences: The new laws have reduced the number of offences carrying imprisonment and introduced the concept of compounding offences (paying a fine to settle a violation). While this aids "Ease of Doing Business," it is criticized for softening penalties and potentially encouraging non-compliance in non-safety related procedural matters.

• Implementation Challenges: The final success of the codes hinges on the State Governments effectively framing and notifying their respective rules, which has been a delayed process. Furthermore, the enforcement infrastructure—the "Inspector-cum-Facilitator" system—must be strong enough to ensure compliance, especially concerning the welfare contributions for gig workers, which remain financially "unclear" for some platforms.

Conclusion

The new Labour Codes are a monumental step towards streamlining India's labour laws and aligning them with modern economic realities, particularly in acknowledging the gig economy. The emphasis on universal social security and gender equality is commendable. However, the reforms present a double-edged sword: while they simplify business operations, the provisions granting greater freedom for layoffs and the push for fixed-term contracts must be monitored closely to ensure that the pursuit of economic competitiveness does not come at the cost of worker dignity and job security. The true test will be in the equitable and robust implementation of these laws across the country.

Dr. Siddhartha Pandey

CEO, HRD India

#IndianLabourCodes #LabourLawReform #NewIndia #MakeInIndia #EconomyReforms #HRPolicy #HRLeadership  #TalentAcquisition #PeopleOperations #HRCommunity #WorkplaceCulture #HRStrategy #HumanResources #HR #Leadership #Management #CorporateIndia #BusinessTrends