 I'm Abnish Kambu, founder and CEO of Bin Mile Technologies. So the name of the company Bin Mile came from an agile term, binary milestone. Three characters of binary and four characters of milestone concatenate the name of the company, binary milestones. We are into the IT services. We are having our head office here in Noida. And we are working for mainly Southeast Asia, as well as for India market. And today's topic, for me, is the future of the world, a leader's playbook to building and retaining tomorrow's distributed workforce. So let me tell you, when I started my journey in 2017, then the basic idea is to create a team who can be a tech problem solver and who can help to deliver the values to our customer and who can give more sense of solving the problems by having technology in place. So while building the company, it's very important to define the mission of the company, the vision of the companies, and the values of the company. Then only you will be able to attract a right mindset of the people in your organization to work together to solve your client problems, to work in a way so that it can be monetized in terms of the overall aspect of the culture. So building a company within a company is very important, and it's very, very challenging sometimes, because we have to find out the right talent, and at this stage, finding the right talent is a very big problem. So we have to find the right talent. We have to retain them, and we have to let them grow in their role in a way so that it can help them as well as to the company to have a culture set for the growth of the organization. I have been into the industry since from 2003, so I have seen all the startup and everything. I have been into the startups only, and I have worked a lot across the globe. So the talent management, continuous learning, and the right policies are the things which are very important for any of the organization to grow themselves in a way to get the things sorted. While I am saying the right talent management, it is all about to get the right talent from the colleges and to get them into a right track of learning and let them ask that what all are the values they have to bring on the table, because transparency is one thing which we have to have in place. We are 300 plus at this point. We started in 2017, and 90% of our workforce we have a delivery center here in India, we in Noida, we have a delivery center in Jakarta. So there are things which we would have to understand from the talent acquisition perspective, and the continuous learning is something which we have to keep in our mind. We can't let our employee know that we will not let you grow or let you talk on some of the things which are important. We have to consider their level of learning. So the continuous learning should be there in the engine, otherwise people will not stop. I have seen that somebody has asked a question related to the team, politics, team retention. So if you will have the right policies or the right, you know, vision clear to each and every employee, then people may focus on their growth rather than doing some gossip or rather than doing something which is irrelevant for the growth of the organization and growth for the individual. Right policies are always be important. I'm not saying that we could have to have a rich full policies, but the policies which are good for you to keep yourself in the business, to keep yourself in the competition, and to keep yourself engaged with your customers are the right policies which we have to have in place. So I have heard Hitesh that we have the leaders which we have to make it within the organization. It is very important aspect of every of the entrepreneur that we could have to have leaders in place. We have to identify the strength on the basis of that you can make a team or build a team under a particular leader. So identifying those things are always be important. So I always promote a culture where everybody think like an entrepreneur. I have started the company 2017 till now from my company two of the startups have already been started. So we have to promote the culture. We have to let the people know that what is your actual strength and how you have to work on your strength. So there are different parameters based on that you will evaluate and you will get to know about those all things. I'm not going into the depth of it, but hiring a right team, first of all you have to have a right talent acquisition people in your place who can understand the problem statement and the technology where you are working and growing. Then they have to understand that they will let the candidate know about the company mission, vision and values. If those things are much aligned then interview is just a process because we have to find out a soft skill plus a tech skill for the hiring as of today. So there is a small I have tried that how are you too busy to improve? We are too busy, no thanks. And when it comes to the continuous learning we have to understand the corporate dilemma and we have to understand the growth of the employee along with the journey is more important rather than the journey which we are following. Because everybody understand in IT services there is a gross margin, there is a EBITDA which we have to keep maintained about those all things. So those things are the functionary point of things but we have to understand that how learning and development initiatives are being there in the company. That is one of the most important aspect. We have iteration around 2% or 3% sometimes but most of the times we can't stop a person if we are giving 27 lakh per annum and he is getting 50 lakh from the market so it's out of our pocket and we can't retain those kind of resources. However, it's very important for every entrepreneur have to understand we have to invest on the employee. Let's not do the practice. We have to be in a practice where we can fast fail. Try to understand if we are giving some kind of learning opportunity what is the benefit which we are getting in terms of the client feedback and type of the customers to whom we are solving their problems. Daily learning is something I used to tell to my team when I used to work, I felt that in the evening I should go home when I bring myself to self-satisfactory mode that yes I have achieved something. So daily learnings for the growth of the organization is very very very important. Being as a CEO and founder of the organization I cannot spend a daily time with each and every employee of the organization but there are some dynamics through which you will let your employees know that how your company feels about you, how you want to do the things and what is important for your growth, for your journey and along with the bitmile journey. So I read it somewhere, there is a you know wonder if maybe just maybe he was not hired for his programming skills. So programming skills are important but we have to understand if we are investing and giving something to the employee. So that employee should have the similar DNA which we are following and we are taking care to growth of our generation. So the DNA is set in a CEO of your company and when the founder comes out of an inner pinner that can give this strength to the organization because that DNA is something which is very important to set from the day one and it takes time, in some of the cases it takes time, in some of the cases it used to come from the team, if there is a team leader who already have those kind of DNA. So that need to be, you know it does not take time for someone but it must to must have into the cultural thing. Programming skill is important, being as a techie I can easily understand what all are the things which are very very important being as a programmer. But programming is not everything, if a person is not able to think for a 360 view of a problem statement, how could it possible being having a right technological coding sense he may be able to write a right code. So along with the programming it is always be, you know important to understand whether he is a right set of the persona to whom we can bring into the team and to get the thing sorted. Sometimes you may have a different version but in most of the time you have to make a decision based on a several level of the discussion within your leadership team or within the hiring team to understand it well. I said that right policies in place, employees expectation is something which we have to have, let them know. I have seen so many ITC services companies, whether they are my competitor or whether I met them in some of the meetings or I have seen their progress over the LinkedIn. The missing part is clearly visible to me because my journey has taught me that it is a very good thing that I have decided the mission, vision, values very clearly, very transparently and it is very open. Anyone can come and discuss about those things. Even from the pupil function team which we used to call as a human resources team I used to call them pupil function team and the technology team the first call matters a difference when it goes to some as a recruitment or from the sales side or from the marketing side. It is very important what kind of messaging we are, you know, throwing and how does it, you know, come as a result to us. So growth mindset is something which is a demand of this time. You have to have in a growth mindset of, you know, in your vision or in your growth then only you will be able to see that what is the growth which is required at this point to the employee and to the employer. These two things are not a different things. If people say that we have to give the eShops, if people say that we have to give the, you know, steaks, if people say that we have to give the ELD bonus. So these all are the methodologies which can vary from one employee to another employee but it is important that everyone need to understand and address their right choice. Most of the companies are recognizing people based on their, you know, what they have done good as a part of implementation not as a colleague to the company or the contribution to the company. So out of 300 if we will find out that how many are the contributors. So there must be a calculation on metrics in place which will let us, you know, let us know that these all are the people who are performing well. These all are the people where we have to work a lot with them and we have to let the expectation very clear. And these are the people who are, we are trying our best and they are not doing their best. So we have to let, discuss with them and try to identify the path and the opportunity for them. Growth is something which is very important for every employee at this point, whether they are working with me in Binmail or they are working with Infosys or in any of the things. Most of the people have to understand that lucrativeness is there in the market. So we have to address it in a way which can fulfill our dreams. So one person can get a 50 lakh of package for three months and after three months if the things have not worked out then he have to come back to the market. Maybe he was on 27 or 28. But he haven't matched his vision, mission, what he wanted to do with the company vision. And then he realized, I have seen it many times. Couple of people have left and they came back, that yes we have missed that opportunity and now we wanted to be again on the board. So it happens. Work from home is something which is a very interesting topic nowadays. I used to travel to Indonesia where I have seen that 100% of the people have started working from the office. Even it is in go to Gojek or any of the beg or any of the small companies. The real problem was during the COVID time, not as of now. So if you will allow a culture where you wanted your people to do a hybrid kind of mode you are losing something. You have to understand that especially in the IT services where we are working or in any of the organization most of them have already seen that work from home have never give that science of the growth never give that science of the type of the technology or wherever they have been working. It is a kind of a failure that people have to start understanding by their own because work from home gives you a lot of diseases anxiety gives you a lot of hurdles in order to grow yourself in your role. So my recommendation is that if it is required then only people have to take it otherwise do not take the leverage of these all things. Many of people have already seen that people are saying that I am getting an offer of this much and they are giving me the work from home. So the first acceptance what they are considering is the work from home not the package or the type of the company or the location and everything. But believe me the time will come very soon when we have a soft skills along with the programming skills and people are ready to take the opportunity from the office are much more required in demand rather than who have an opportunity or have an alternate package or offer from the industry where they wanted to do the work from home. The person who wanted to do the work from home have two, three different different aspects maybe the moonlighting or something but it is very important for us that why not they understand the working from office can give the more advantage in their career more advantage to the employer more advantage to their colleagues and they wanted to grow I think 1.7x growth if they will work from the office. So choosing a right team set up like we are working from Indonesia we have a team in couple of people in Philippines we have a team here in India we have a team in Mumbai so we have to understand how we have to set up a team to work in a hybrid model it is very important to understand what kind of the skill and what kind of the technology can work in an isolation and what kind of the technology which we can work and how these hybrid teams meet on a continuous basis maybe in a quarter, two times in a quarter or three times in a quarter to understand it if there is a need, if there is no need then preference will always be given to the people who will come and work from the office there are many things which we have to understand and which we have to learn from the industry if a sysadmin will say that today I am working from home because of XYZ reason that may not be able to give the justification to the team because sysadmin is a person who will solve the system related internet related mouse keyboard related problems, not the problems which he can solve from outside of the office so we have to think in that way as well I have drafted few things, the best practice is for a strong team crystal clear documented expectation so when it comes to the success, one of the most important reason of our you know growth, fastest growth is we have learned these all things well that we could have to have the crystal clear documentation in place when we start the project or when we start any of the tasks so there are some unique approaches which we use to follow in order to do the expectation need to be very clear whether it is achieved or not but it should be very clear from a day one and it should be well discussed because discussion is too much important for every of the entrepreneur they have to let their team know that they have to discuss discuss it as much as possible so that the expectation can be very much clear clearly communicated and there should be a structure like if I have something I have to follow the structure rather than directly going to a person to whom you know or you know you have met someone on the corridor you can't stop those things so you have to set these all things very well stronger communication, effective communication channels for better collaboration is always important so whether you are using Slack, you are using any of the other platform we have to ensure that what channel is supposed to ask for what kind of the things and who is the right person to answer on those things when you will clearly set these all things in your organization you will see a drastic change that people are not worried about those things which are even not they have to think of it if you have a stronger communication and that is one of the best approach timely recognition, we have to acknowledge the employee efforts, achievements and there are so many free platforms like LinkedIn who will allow you to promote yourself who will allow you to promote your colleagues as a kudos people are facing some challenges or they are not even able to let them give the kudos but it's very important to recognize your colleague, your team, your team members and if there is a change we have to accept that change whether it is a technological, procedural or it's a kind of a change which is required at this time so we have to adopt with it so the last thing which I wanted to cover here is that the future of human enterprise in 2030 what embarrassing the transformative era so the world is automating, remote collaboration and global connectivity the demand for humans and the last but not the least developer plus chat GPT equals to super developer is something which we have to understand so we are not supposed to worry about AI we are not supposed to worry about cutting jobs we are not supposed to worry about anything believe me you will see this thing in your future when a developer understand it well then he plus his expertise with chat GPT can make a huge difference for him so it is not about the models he is creating it is not about how he is using it it is not about how he wanted to do it it is all about his brain so don't get into a fear of AI, cutting jobs and anything only harm can happen by a person or a developer if he understand chat GPT well and he can make a huge difference into the industry