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GroSum @GroSums
Joined April 2014
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GroSum@GroSums
Apr 24
Check out our latest article: An open letter to India's independent HR consultants linkedin.com/pulse/open-lett… via @LinkedIn

An open letter to India's independent HR consultants

In 12 years of running GroSum, I've noticed a pattern I was slow to admit out loud: Every meaningful client we've ever won, we won because a consultant was in the room. Not because our product was...

linkedin.com
11
9,600 open-ended comments in a 360 survey often collect dust. Yet they hold the gold - real insights into behavior, culture, and leadership gaps. Ignoring them is like burning the map while searching for treasure.
5
Stop buying leadership training until your 360 data dictates the curriculum. Most programs fix the wrong problems because they're designed in a vacuum. Let real insights guide your investment, not generic solutions.
4
A CHRO's board presentation post-360 cycle shouldn't focus on participation rates. Instead, highlight the hidden patterns in team dynamics and leadership gaps that could impact the company's future. That's where the real story is.
3
To decode your 360 report, ask: 'What are the 3 consistent themes across feedback?' Patterns reveal more than scores. They guide real change, not just annual reviews.
1
Most 360 feedback gets trapped in individual PDFs. Real value emerges when you shift focus to organizational patterns - like bench strength gaps. If your feedback cycle doesn't inform strategy, it's just noise. Turn insights into action, or risk staying stagnant.
6
Your executive team doesn't care about survey completion rates because ticking boxes doesn't change behavior. They want patterns that reveal what's broken, not participation trophies.
3
9,600 open-ended responses in a 360 survey often gather dust while averages steal the spotlight. The richest data predicts behavior, yet it's the first to be ignored. Are we really listening to what matters?
5
Anonymous averages are a shield for weak managers. They hide individual failings that need attention. Real growth starts when we face the specific truths behind those numbers
5
A 5,000-person company ditched 40-page feedback reports for 2-minute dashboards. The shift? Not tech. It was facing the uncomfortable truth: employees don’t need data dumps - they need clear, actionable insights. Your feedback tool should be a decision tool, not a filing cabinet.
3
Forcing a 'hard stop' on survey answers filters out discomfort but also the truth. Real insights live in the messy, unexpected responses you're scrubbing away. Instead, embrace the chaos - it's where the real data hides.
3
The expensive lie every founder tells: 'We hire for culture.' One toxic high performer can drain 3x their salary in damage before you even notice. Stop relying on gut instinct - it's costing you more than you think.
42
A 500-person company slashed regrettable attrition by 40% by shifting from vibe checks to behavior assessments in hiring. What do your 'culture fit' interviews actually measure? Your CFO might want to know.
3
Three behavioral signals to baseline in week 1 of culture work: disagreement tolerance, response to feedback, and ownership under pressure. Most engagements drift because these aren't measured early. What's your current method missing?
5
Remote hiring quietly broke your culture. Most TA leads still haven't admitted it. When feedback loops went silent, hidden biases took over. The articulate candidate looked better on Zoom - but delivered less in reality. Your attrition stats don't lie.
10
Culture isn't crafted in workshops - it's imported by your next hires. Hire a toxic high performer, and you'll pay 3-6x their salary in team damage. Yet, the boardroom rarely notices until the best start quitting. Measure behavior before it compounds.
6
Your best interviewer can get it wrong 30% of the time. They're measuring charisma, not behavior. The hidden cost? Regrettable attrition that creeps up silently. Fix it with real behavioral insights.
5
AI won't replace your judgement - it'll replace those midnight sessions scoring behavioral interviews. Your real value? Navigating the subtleties no algorithm can capture. Let's focus on what only you can do.
1
I was hiring our first sales lead. During a 'culture fit' interview, I almost dismissed a candidate who challenged my ideas. Realized later, that challenge was what we needed most. 'Culture fit' can blind you to the talent that will truly drive growth.
5
Even your best interviewer can make a wrong hire 30% of the time. Why? They're measuring charm, not behavior. The result? A quiet rise in attrition you can't explain. Address this before it compounds
2
Personality tests capture traits, not actions. Hiring for culture? Focus on behavior. Observe: 1) How they handle feedback 2) Navigating pressure 3) Ownership in ambiguity. What actions reveal about fit can't be captured in a test. What's your team missing?
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