What makes a company people-oriented? With Anieta Mishra the HR at Assurekit

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Meet Anieta Mishra, she takes care of the HR department at Assurekit. She is the powerhouse behind the hiring, culture management and internal events at Assurekit, if you want to work with us, it is her that you need to get through!

 

Focused, particular and comprehensive at work and a pro at board games outside work. Since her arrival at Assurekit, she has fought to ensure a steady stream of new joinees to fill in the gaps and has also paid special attention to the culture at Assurekit. She has created new engagement events and given the teams more chances to truly get to know each other.

 

We sat down with her to get an inside look at what goes into making a people-oriented company, what she thinks about the hybrid work culture at Assurekit and more.

 

What do you think makes a company people-oriented?

 

I believe that creating a people-oriented company truly starts from the foundation and the leadership team. It cannot be created without the leadership truly caring about their employees. My job is to add to that care and help it spread throughout the organisation.

 

What does your day to day job entail at Assurekit?

 

We aim to build a sense of belongingness for a diverse group of people. That is my main challenge and job at Assurekit. I think of my role as a supporter of superheroes.

 

For me, it is an end-to-end role. A lot of it is people management, employee engagement, end to end hiring, keeping people engaged and most importantly building and maintaining the culture. My day to day is occupied by hiring management but the goal for me is larger.

 

What according to you is the Assurekit culture?

 

I believe that culture is an ever-evolving aspect of a company. We are currently focused on three things – empowerment, engagement and trust.

 

The interesting thing about trust is that you cannot build it without putting it in your employees first. Luckily for me, the leadership team had already created that foundation of trust organically by taking decisions with warmth and empathy to their employees.

Furthermore, when you empower your own people it is wonderful to watch them bloom and grow in multiple ways.

 

Can you give us an example of trusting your employees?

 

One simple thing that shows trust is our hybrid work culture. We focus on the work done, more than how many hours someone spends in the office. We trust our employees to continue working even without direct and active supervision. Once the employees have an understanding of their roles and responsibilities we let them run ahead with it. Those are the core things that form the culture at Assurekit. After that, there are, of course, a lot more micro things that matter.

 

We have personally seen the results of this, our employees are more productive with a hybrid model and it has fostered a work environment that is flexible. In turn, I have seen employees make decisions that truly are right for the company, not just themselves. I think that is a big achievement.

 

What are the pros and cons of working as a hybrid model?

 

As I mentioned earlier, there are pros to putting trust in your employees, in terms of the freedom that a hybrid culture gives, and the understanding it builds.

 

However, the earlier model worked for several years and there are reasons for it. It is more difficult to build engagement and for organic engagement to happen because the employees are meeting up once or twice a week.

 

We are working on solving this by having daily calls that bring different teams together. This also gives everyone an idea of what is happening in the company. There are also daily internal meetings along with review calls amongst the teams.

 

Conclusion

 

Thank you Anieta Mishra for sitting down with us and sharing your thoughts on this. It’s been very interesting to get an inside look at your perspective and what building the core of assurekit looks like.

Looking to work with us? Check out our current openings here!

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