Qatar Airways

Internal Communications Specialist

Delivering communications, driving engagement and managing employee brand touchpoints

Internal Communications Officer

- Internal Communications 
- Internal Marketing
- Employee engagement strategies

Internal Communications Cord.

Idea Crate

- Heading the Marketing Team at Idea Crate.
- Responsible for Marketing and Communications of brands Orange Wheels & Orange Spin.
- Planning & execution of marketing & media plans for new projects. 
- Corporate engagements & tie-ups.
- Part of the core management team responsible for identifying new potential projects and 
   conducting the necessary research to determine feasibility. 
- Managing, coordinating and liaising with PR agencies. 
- Directing all the content development and planning for both brands. 
- Responsible for managing all aspects of digital & social media.
- Planning and developing yearly marketing calendars.
- Media planning & buying.
- Responsible for customer engagement strategies.

Marketing Lead

Sporting Clube De Goa

- Responsible for branding communications. 
- Developing and executing marketing strategies to exploit revenue opportunities 
- Sponsorship management, commercial tie-ups etc.
- Delivering various presentations, both internal & external.
- Club liaising and networking in relation to marketing & media related activities
- Digital marketing - Ensuring an on-line presence of the clubs through website, social media and 
  other possible platforms.
- Fan engagement through on-line and offline activities.
- Developing & executing a detailed marketing & media plan involving ATL & BTL activities. 
- Managing all press & media relations 
- Preparing and maintaining press releases on matters related to the club (Matches, players, 
  coaches, other club activities)
- Developing various mandatory reports and content generation for media and press. 
- Organising Pre & Post Match Conferences, or any other club related events for publicity.
- Responsible for Club Operations covering areas related to Match Day, Regular Management,   
  Player Management  
- Supervised & successfully completed the entire Indian Club Licensing Procedure.

Manager - Marketing and Media

M.E.S College - Department of Management Studies

Faculty for subjects like Business Research Methods, Advertising, Corporate Communications & Consumer Behaviour

Visiting Faculty

Salgaocar Football Club.

- Club liaising 
- Local organizing coordinator for I-League. 
- Headed a complex document management system for the club. 
- Successfully completed the Indian Club Licensing Procedure. 
- Handling player transfers and registrations related to Salgaocar Football Club with AIFF. 
- Handling International Transfer Matching System. 
- Responsible for public relations pertaining to player management.
- Assisting in media & marketing operations of the club.

Club Administration/Operations Officer

Fabindia Overseas Pvt Ltd

• Responsible for new business development by creating strategic partnerships with clients.
• Improving and sustaining public relations with clients to ensure repeat orders.
• Responsible for managing marketing and bulk sales of multiple products across segments like home decor and furnishing, garments, FMCG etc.
• Responsible for managing and coordinating with various Fabindia stores to improve
conversions on institutional inquiries.

Goa Head - Institutional & Corporate Sales

Vasco Inbox - Fortnightly city news paper

Part of the core team involved in establishing and launching this venture, responsible for idea and content generation, carried out branding and promotion related activities, involved in client management and public relations.

Business Consultant & Core Team Member (Start up)

Go Search

Part of the core team involved in establishing and launching this venture, undertook designing and conceptualizing marketing campaigns for brand promotion, responsible for business development and sales of multiple products, managed and coordinated operations of day to day sales activities.

Goa Rajee Auto Pvt. Ltd.

Responsible for marketing and sales of Honda motorcycles & scooters in Vasco region, designed and executed small level marketing campaigns to promote and push sales of slow moving products, did field study and market research to understand customer requirements in order to introduce festive / end of season offers and discounts, interacted with corporate clients and delivered product presentations for institutional purchases.

Branch Manager

An optimist, storyteller, avid reader and forever learner. Taking baby steps with my storytelling as an 'Instrument of Change'.

My why in life - 'To help people be more happy, connected and inspired about everything they do in their daily lives.'

Currently on a mission to transform workplaces through engaging internal communications & tailored employee experiences.

Also championing a digital product and crafting impactful digital experiences across the employee journey. 

Hit me up for a conversation on any of the above topics. 

Let's create an impactful employee journey together. 

Visit my website/blog to know more. - https://reachshivdas.com/

Views/Opinions/Thoughts expressed in my posts are personal.

Sivadas R

We talk about employee experience like it’s a mood.

'Do you feel valued?'
'Do you feel engaged?'
'Do you feel proud to work here?'

Those are nice questions. They’re also safe questions.

The real question is harder and more useful:
Can you actually do your job without fighting the system every day?

Can you get an answer when you need it?
Can you get what you need approved without six signatures?
Can you fix something obvious without opening a ticket and waiting two weeks?

People don’t burn out from work.

They burn out from inefficiency, confusion, blockers, rework, and silence.

That’s not engagement. That’s friction.

One simple takeaway:
In your next pulse or skip-level, ask this:

What’s one process that makes your job harder than it should be?

Then fix one of them, fast. And tell people you fixed it.

That’s employee experience. The rest is branding.

#EmployeeExperience #InternalComms

Internal Communications | Employee Experience and Engagement | Marketing | Product Owner

A confused manager can’t create a confident team.

We ask managers to 'cascade the message,' 'land the change,' 'reassure the team.'

But we hand them a 14-slide deck, three talking points full of jargon, no timeline, and no space for hard questions. 

Then we’re surprised when the message mutates on the floor.

Manager enablement is not an optional extra in internal comms.

It’s the last mile of trust.

Because employees don’t experience 'the organisation.'

They experience their manager.

If the manager can’t explain the why, can’t answer 'what does this mean for us,' or sounds unsure, your strategy instantly feels shaky even if it’s not.

One simple, practical takeaway:
Before any major announcement, send a 60-second Manager Brief:
• What’s changing (in plain language)
• Why it’s happening
• What to say to the team this week
• Who owns questions

If you want confidence, start by giving clarity to the people expected to deliver it.

#EmployeeExperience #EmployeeEngagement #InternalComms #ManagerEnablement

If your message has five 'final' versions, you don’t need another draft; you need a content system.

We don’t lose time writing

We lose it rewriting the same paragraph, the same disclaimer, the same 'what this means' line again and again.

When internal comms is bespoke every time, you get drift.

Five versions, three 'final' files, and a message that changes shape with every channel. 

That’s not consistency. That’s roulette.

Build a content design system: reusable blocks, one source of truth, versioned.

Think in modules: 
Why 
What’s changing vs. not 
Who it impacts (by role) 
Action & by-when 
Owner 
Effective date 
Source of truth 
FAQ. 

Assemble the blocks for each audience. 

Channels point back to the canonical page. 

Stamp each with owner + last updated. 

Now changes update the block, not a dozen emails.

Do-this-now takeaway: create a one-page 'Comms Blocks' template and make it the required starting point for any policy or change note this month. 

Measure fewer rewrites, faster approvals, and cleaner handoffs.

Stop rewriting. Start assembling. Consistency is a service.

#EmployeeExperience #EmployeeEngagement #InternalComms

Defaults are the quiet policy.

What opens first tells people what matters.
What’s prefilled says, 'We value your time (or we don’t).'
What the system remembers signals trust.
What it forgets creates friction and blame.

You can publish values all day, but your UX tells the truth about your culture.

If every login is a maze, you’ve prioritized control over flow.

If forms ask for data you already have, you’ve chosen bureaucracy over respect.

If the homepage points to noise, you’ve chosen activity over outcomes.

Change the defaults, change the behavior.

Do-this-now takeaway: run a 15-minute Default Audit this week.

Open your top three employee journeys (start of day, request leave, find policy).

Note: first screen, required fields, what’s remembered, time to done.

Fix one default: set the right homepage, prefill known fields, pin the 'source of truth.'

Small defaults compound into big experiences.

Design them on purpose.

#EmployeeExperience #EmployeeEngagement #InternalComms

When updates are written to avoid blame, you get careful prose and careful people.

Careful doesn’t ship. It stalls.

Hedging, passive voice, and ‘for awareness’ protect the sender and transfer all the risk to the reader. 

Now managers must decode intent, invent next steps, and guess who owns what. 

That’s not communication. 

That’s liability management.

The job of an internal message is simple: create movement.

✅ Name the trade-offs. 
✅ State the choice. 
✅ Assign the next step.

One easy fix: add a Job Line at the top of every important update. 

For: who it’s for 
Do: the action/decision 
By: the date 
Owner: the person 
Source: the link.

If you can’t fill it in, don’t send it yet.

Write to be accountable, not unassailable.

Because messages built to dodge blame rarely build momentum.

#EmployeeExperience #EmployeeEngagement #InternalComms

Zarrin 

• Organized several employee engagement events, leading to improved team cohesion and morale.
• Planned and promoted activities that reinforce core values, collaborating with different departments to gather stories and examples that demonstrate these values in action.
• Created and managed content for various internal communication channels, including newsletters, intranet, internal social media, email, digital signage, and collaboration tools.
• Implemented an employee ambassador program that encourages participation from diverse departments and roles within the company.
• Managed and improved a comprehensive onboarding program that aligns with the company’s culture and values.
• Developed strategies to utilize communication touchpoints for promoting the company’s brand identities

Employer Branding and Internal Communication

Norma

• Implemented the employee feedback program, focusing on the strengths, contributions, and values that our colleagues bring to the workplace, making our team members feel appreciated and encouraging them to bring their best to work.
• Implemented HR programs, internal communications, emails, job descriptions, job posts, working environment improvements, and cultural and social responsibility programs and activities.
• Worked with HR, Marketing, and other departments to ensure that the content calendar aligns with broader company initiatives and communication goals.

Employer Branding and Employee Engagement

Everest Modern Pars Chain Stores

• Interacted with customers daily by answering their questions and directing them to the appropriate service for their needs to provide a positive experience
• Provided advice and guidance on how to improve customer engagement and develop lasting relationships.
• Implemented and improved customer experience standards and processes based on company standards and customer feedback
• Developed and training programs for new employees on how to deliver great customer service
• Prepared weekly and monthly Excel reports as required and directed the daily operations of the customer service team

External communications and Customer Experience 

kargosha

• Identified the opportunities to promote and positively represent the organization through internal and external communication.
• Participated actively at related events to introduce business development of the company
• Negotiated with subject expert matters about holding training courses on soft and hard skills, workshops, and webinars to develop employees’ careers.
• Created audience-specific communication and education on engagement programs to promote positive outcomes
• Developed daily social media conversations that foster community and connectivity between our company and our audiences

Marketing and Company Communications

Welcome to my profile! 🌟

Boost your company through killer employer branding.

Let's cut to the chase, getting talents can be a hassle. Most companies are stuck in the loop of reaching out, spending a fortune on marketing, and praying for referrals. But what if I told you there's a way to flip the script?

Imagine this: Your brand isn't just another player; it's the authority in your industry. Clients are knocking on your door daily, and you're in control. Sounds good, right? That's where I come in.

➡️ Why Listen to Me?

If you're in the game of building a killer employer brand that transforms your hiring process, attracts top talents, and keeps your team engaged and loyal, you're in the right place. Here's why you should tune in and consider partnering with me:

▪️ Proven Track Record: I've been in your shoes, navigating the challenges of hiring, attracting top-notch talents, and ensuring employee engagement. My strategies have delivered tangible results, from streamlining hiring processes to creating workplaces that talents are eager to be a part of.

▪️ Tailored Solutions: Employer branding isn't a one-size-fits-all game. I specialize in crafting personalized solutions to improve your hiring processes, making them efficient and effective. I know what it takes to not only attract but also retain top talents in a competitive market.


➡️ Here's what you'll get:

1. Engagement Expertise: Engaged employees are the heartbeat of a thriving workplace. I've successfully developed and implemented strategies to boost employee engagement, creating an environment where your team feels valued, motivated, and ready to contribute their best.

2. Attracting Top Talents: Let's face it, attracting the best talents is a competitive sport. I've honed the art of creating employer brands that stand out, making your organization an irresistible choice for top-tier professionals.

🔹Let's Elevate Your Employer Brand Together:

let's connect! Send me a message or explore my Featured section for a glimpse into how we can collaborate for success.

Your success story starts here!

🔹Feel free to contact me:
maahinasgari@gmail.com

🔹Strengths 

Employer branding, EVP, talent acquisition training, coaching, talent management, content creation, roadmap, marketing automation, employee advocacy, employee experience, candidate experience, inbound recruiting, recruitment marketing, and event management. recruitment process enhancement, recruitment marketing, organizational culture, work well-being, business growth, and development.

taplio

The Battle

Sivadas R

Mahin Asgari

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taplio

The Battle

Sivadas R

Mahin Asgari

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Sivadas R's LinkedIn Performance

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