is being achieved. These help to comprehensively assess the long-term impact of the programme and to track and identify what is working, what is not, and what should be done differently in the future. This is an iterative cycle that should be repeated frequently. Adequate and Timely Supervision Emotional support and the presence of a strong leadership is an important contributory factor in reassuring and encouraging the frontline Sneh Sathis. Supportive supervision and mentoring should be regularly provided to all Sneh Sathis within the structure and function of a team. It should be done in an enabling way and should not be an inspectorial or fault finding mission. It should help to identify gaps, areas for improvement and what support individual Sneh Sathi's or the team as a whole may require and from whom. The purpose is primarily to help all Sneh Sathis and for the programme to perform effectively. Individuals who are tasked with providing supportive supervision or mentoring should themselves be competent and have appropriate supervisory skills. In this regard, it is imperative that all the supporting persons involved in overall planning, supervision and management also need to regularly update their skills and knowledge of the issues and the ways of addressing them. Grievance Redressal Mechanism Having an effective grievance redressal mechanism in place is a must. The Sneh Sathis expect the management to provide them with a safe working environment, fair treatment, proper incentives, participation in decisions and satisfaction of needs. There can be several stressors such as excessive workload, peer pressure, issues around promotional opportunities, personal issues like failing to meet their own expectations whether in terms of personal goals or career goals, performance, self-respect and such like. The gap in any of these can lead to a grievance. A protocol for “who to communicate and when to expect a resolution� of the matters will help in building trust. It is worth assigning a person in the team to remind the organisation to focus on specific processes at a certain time. If a person cannot be spared for this task exclusively, then someone must be given this additional responsibility. It is nonetheless imperative that the onus of running a smooth HR process lies with the senior leadership of the organisation. Recognition Acknowledging the expertise, time, energy, effort and patience that the different functions demand of Sneh Sathis is immense and invaluable. It is important that group leaders must be encouraged to be vigilant and regularly take the opportunity during public forums like staff meetings or annual events to recognise the efforts of the Sneh Sathis as and when merited. Creative ways of recognising good work and achievements, such as presenting a certificate, souvenir or a laminated photograph of the Sneh Sathi could be extremely appealing and encouraging for them.
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