Vikas Bagaria, the founder and managing director of Pee Safe, has brought innovation to the hygiene industry with the introduction of new products such as masks and toilet seat sanitizers. His business expanded tremendously during the COVID-19 pandemic. However, his success goes beyond products, he is also an effective leader and team builder. This article looks into Bagaria’s method of hiring freshers, managing them, and ensuring the right cultural fit in he organization.

1. Important Skills Needed When Hiring Freshers

It is important for any company to buy a team. For this reason, Vikas Bagaria mentions certain skills that he puts focus on:

Educational Background: While most people aim to go to IITs or IIMs, Bagaria prefers candidates who have a track record of achieving consistent grades rather than focusing on the institution’s name. He seeks a lot of candidates who demonstrate steady academic improvement as well as brilliance.

Resilience over Perfection: People who have faced adversity and grown from it are far more equipped to deal with real life challenges. According to Bagaria, being an ‘A’ student does not help, so much so as if you have had to face challenges to score the A.

Internship Experience: A candidate is expected to possess a certain baseline of practical knowledge, and those that intern or have experienced other occupations have a distinct edge over the competition.

Remaining proficient in writing formal letters: Even in today’s age, digital technology has transformed writing, and Bagaria still interviews and assesses candidates based on their hand-written letters and letters. This enables him analyze one’s skill in communication, attention to detail, and observance of the formal etiquette of writing.

2. Best Ways To Manage Freshers

Once a fresher is onboarded into your organization, steps should be taken to facilitate their onboarding for maximum output:

Room for Error: Freshers should be allowed to learn, including the mistakes they are bound to make. These blunders should be viewed as steps forward rather than setbacks. Continued poor performance, however, could indicate a problem.

Mentoring and Guidance: Good leadership means giving feedback that is not favorable. If the learner’s performance is substandard, there is a need to intervene and educate them on how to rectify the problem.

3. Cultural Fit: The Importance of Culture Fit in Organizations

For Pee Safe, culture fit is important, period. Considering that the company trades in intimate and personal hygiene products, it is paramount to culture sensitivities.

Women’s Rights: The company goes beyond just looking at the CVs and conducts rigorous culture fit interviews focusing on candidates and how they treat women. Pee Safe employees are required to respect women and foster equity, and this equally applies to women as well.

Unacceptable Behavior: Like with most companies, Pee Safe is no exception to having strong policies on zero tolerance sexual harassment or any means of disrespect. Such employees are not recruited.

Bagaria prefers hiring employees who are willing to learn and new to the industry, as this helps foster a more open and honest culture at the company. They also appreciate hiring new employees who are open to discussing topics that are often considered taboo.

4. Retaining Your Team For Long Term Success

Bagaria’s strategies also include his preferred method known as “start from the end,” allowing him to get the most out of the employees he has worked hard to obtain.

Retaining a strong team is crucial, and rewarding the hard work of employees is essential. Here are Bagaria’s top strategies.

Wrap Your Arms Around Them From Behind: A strategy that can greatly help in this instance is bringing the employees collaboration in projects to the forefront. Empowering leaders will always help the employees as well.

Offer a Vision: One particular strategy comes in the form of recognizing that employees appreciate seeing their starting point and understanding where they want to be in terms of the company. At Pee Safe, each team member knows the future potential waiting for them, and at the same time, where they can succeed.

Employee Engagement: Using words to describe the culture of the organization tends to be more formal. Bagaria calls it family engagement because, in his opinion, the workplace should feel like family. He organizes family days to ensure that employees feel more valued beyond just their professional roles.

Recognition and Rewards: Acknowledging a singular employee’s achievements is beneficial, but going above and aiming for achieving something greater will leave a larger impact. Words of appreciation make the biggest difference. For instance, before taking a break, when a tough time arose and his team was burning the midnight oil, Bagaria arranged for a top Bollywood singer to send a special shoutout expressing his gratitude, showing they are cared for greatly.

5. Trust and Loyalty In Business Relations

Trust and loyalty is never given, but rather developed over time. Trust and respect in Bagaria’s workplace comes from a business culture that is built around productive relationships with teams.

Earn Trust: To build trust with the teams, they should be treated with respect, transparency, and fairness. When employees feel valued, they are likely to be more engaged in the company.

Support Growth: A team member who wants to pursue other opportunities in the Bagaria family will be supported. Such actions create loyalty in the long run because people will prefer to retain relationships with each other in the long run.

Focus on Skill Enhancement: Core value of the company is continuous improvement and development of the employees. Growth of the employees equals growth of the company.

Conclusion:

Pee Safe is an embodiment of lessons every business should strive to embrace when it comes to hiring and leading employees in a company. With implementing more attention to cultural fit and resilience, viz growth of the company, his style of leadership is one of the many that put the company at long term success. Implementing these steps will result in building dedicated and committed teams focused on growth of the individuals and the organization.