Click Of An Idea And Get-Go Or Get-Set-Go?

For some people the mere task of coming out with ideas and getting the chance to implement them is a Eureka moment. The ideas are largely either pulled in from previous Organizations’ successful ventures addressing the same issue or something really out of the box that promises ease and convenience to anyone who happens to use it. Some of them plan it out really well, and follow all the protocols one ought to and design a step by step stage to go about the process. Whilst others may not follow the usual routes and create their own methods of doing things. However there is one step/protocol both kind of task doers should indulge in – Pilot Testing.

Pilot testing is a terminology primarily used by training specialists in Organizations where an entire cycle is followed before the Training & Development team decides to implement a newly designed programme upon employees. Besides developing theoretical documentation of the system, real time users / testers are allowed to use and abuse the programme stretching it to all limits of durability. If one tries searching over the Internet, in fact one may find a lot of articles and blogs addressing the available types of pilot testing and the ways of administering it all the while keeping in mind its pros and cons.

Before any of the models can be brought out into the market for the end users/customers use, a small section of testers should always see, work upon and critically analyse the intention of the model, its intended utility, the correctness in the functionality and most importantly – how is it helping the end users. However many innovators or idea generators take a leap over this step and decide to face the end users on their own. For the IT industry this terminology is equivalent to beta testing that we keep seeing on newly launched software’s and websites every other day.

The same holds good for the HR industry as well. We are in a constant race of coming up with new ideas on employee engagement as we keep observing no idea lasts for a cycle of more than 4 – 6 months. An employee outgrows himself/herself on every one of the employee welfare schemes, recreational events and activities and employee engagement. Especially when the three form the foundation for employee retention to stay! Suddenly the HR guys need to reinvent themselves as the brightest of the artists coming out with whims and fancies that seem to go well with the Management and of course doesn’t land the Organization in soup or bring them at loggerheads with their policies and employee reaction.

With the growing advent of the Internet resource available at a mouse click, today anybody from anywhere can keep a tab with what is happening at some Organization miles away and at times Continents away too. However what may work best with Organization X may go sour or in worst case, bitter too with Organization Y. Special care should be taken when people shift sectors as in different kind of industries and try to add a feather to heir cap – coming out with innovations! There’s no guarantee that if you were a star performer and the CEO of the Organization shook hands with you in great appreciation, you may end up receiving the same reception in the new Organization.

For people who have just job hopped from the IT sector to the Manufacturing sector, there’s always a challenge up the sleeve - the concept of replacing manual labour by machines often taking a back seat and receiving flak as it threatens the job security of individuals. Here one would always be sceptical to find fine exhibition of latest technologies and software’s in the market on the roll. If one man earns a living by manual entry of attendance and daily tabulation of it across the Organization’s extended units, software by the country’s most promising technology builder of HR systems may lead to snatching of his job. The helpless Manager would always try to bring about up-gradation in the department, and at times may borrow ideas by introducing a swift transition phase by first working on internally developed programmes or systems and then graduating to ERP’s. Or introducing new employee engagement schemes that worked out super duper well at an IT industry however fails to stir the curiosity and results to dropping morale and enthusiasm in employees.

Man is plagued by the need to do something challenging, however to capture the right attention at the right moment has always been a tumultuous task. It’ll be always wise for the HR conglomerate on the whole if before they decide to handle the end users face up, a small section of the employees known to be neutral and good feedback givers test the feasibility of the new system or scheme. It could save many an embarrassing moments and help better structure the implementation phases of the new idea.

Ownership Ensures A Good Night's Sleep

Ownership today has become the fad among young generation of employees. Before joining an Organization the first thing they would want to know is how much space is available for ownership to blossom. Gone are the days when employees would keep requiring running to their bosses and seniors for approval of every step they need to take, or every procedure they need to begin with. Gone are the days when there would be one man calling all the shots. For if somebody did that today, the employee would consume hardly any reaction time and next thing that would land up is a resignation and a brighter future elsewhere.

So why has ownership replaced all measures of motivating an employee to give in their best. Why it is today that money and incentives do not derive equal pleasure and ensure a good night’s sleep as much as ownership does?

Today every person is eyeing to be an entrepreneur by their own means in some way or the other. Every induction in an Organization when somebody from the top management ask, “How many of you see yourself as future CEO’s of an Organization” instantly 70% of the crowds have their hands shot out! Even if 20% of them do not really know what it may take to be there, 25% may halt their dreams out of securing job and realizing it’s not their cup of tea, 15% may begin with something but never finish it due to early setbacks and out of the rest 10%, hardly 3% end up as CEO’s! So why is there this horde of people wanting to be the man who has the power and influence to turn tables for an Organization?

It’s all about the ability to be given enough freedom to do what they love doing. It’s about getting that space of their own where they can invent, innovate, experience, jump in joy and lie low in setbacks. It’s about feeling these moments of life on a personal account basis. Why should they let somebody else rule their chances of growth and learning?

In times like this Organizations have evolved to be smarter species and many people have edged themselves one level up compared to the EQ status of their employees. Ownership yes is provided but a controlled one. Employees get their share of responsibilities and much beyond than the actual deal of Job Description for the profile. Of course enrichment of profile is something that makes an employee gloat in content, however a controlled ownership would mean: one being free to gather all resources on their own, work out measures and strategies of approaching the issue, study the repercussion of the procedure that would soon be implemented; but just before the employee can go ahead with the grand plans – he ought to tell his superior about it. Here is where all the clipping happens, strategies are realigned to the business goals and the grand plans are modified to the superiors’ line of thought. Plus a good enough reason/feedback is rarely or never given to the employee. Resultant – the very happy an employee some time back, is not so amused now. However convincing the clippings may sound, however at the end of the day one needs to keep getting back to the management / superior for approval on matters. We have an unhappy employee now, who feels his freedom of action is curbed and encroached upon. It won’t be long when he would be at loggerheads with his superior and the Organization as a whole. It won’t be long before he would begin detaching himself with the excitement about working on something. A slow deterioration in his efficiency and performance would be strong indicators of a likely hop.

So for all managers and superiors who have at certain times practiced controlled ownership, time to think whether they can trust the instincts of enthusiastic employees and believe in their capabilities? Of course clearly mentioning the goals of the Organization before hand and how they plan to achieve it, before all work is done and then people sit and decide whether the new model suits them. Or continue with the age old hierarchy system of reporting, process flow model and operations.

Of Pride, Belongingness & Experience

Fresh out of college and yet not a placement in hand surely creates beads of perspiration on any freshers’ forehead. To add on to the pain if the market seems to be down and months go by awaiting even one single call, out of sheer desperation many freshers resort to a practice. Getting fake experience certificates made, talking of previous illustrious experiences.  The best part is it works for quite many in getting them their very first break and then they take their flights towards their dream companies. Yet there are some who get caught in random background verifications and are shown doors, bringing them back to square one.

So what is the point in getting fake certificates and starting a career like that? Students, job seekers have variety of answer ready for the occasion. Do the organizations who issue such certificates too? Can it be clubbed under a similar genre where social work belongs to? For many job seekers who avail this facility have a relative / family / friend working in an elite company by good standards and see it as a ticket to easy accessibility to the HR. So we have letter heads of Companies floating around the industry for people they’ve never known and remote chances they would ever.

So why is it that Organization’s think it’s not that great an issue to be worried about?

1.      To get rid of a pestering employee, who visits the HR department every alternate day inquiring about the status

2.      To oblige friends and colleagues at work, perhaps someday they too can help the HR in a situation

3.      It doesn’t matter as dozens come every quarter for the same

4.      To help a guy needy of kick starting a career

5.      It’s hardly a matter of time and the first companies are always forgotten as one moves up the ladder

AND why is it that Organizations should begin to worry of the prevailing practice?

1.      We believe in what we see, so the job seeker carrying a fake certificate ends up being a brand ambassador for the Organization

2.      Motifs, ID Cards, Logos, Letter heads, Mugs, T-shirts bearing Company punchlines have always been associated with a factor that generates pride and attachment to an Organization. So selling or dispatching the letter heads in the market is almost like diluting the value of it. Or atleast that is what I learnt in my Organization Structure, Process and Design paper at B-school.

3.      Lucky are those times when the job seeker may turn out to be gold, however if the person cannot rise to the occasion, imagine getting a ‘Continuous Excellency Certificate’ at previous employer and a barely scraping through at the next one. Will it really benefit the person in the long run?

4.       Question of ethics & responsibility to the society and coming years of innovative technology + resources

5.      Recruitment costs (to find a new replacement to the new hire for non-performance) and Training & Development costs (to polish the person) increase manifold

6.      A recognition certificate is something that motivates an employee to put in better and efficient efforts at the workplace. In fact I have seen employees cherishing the feel good factor that certificates bring, by placing it on their workstations religiously. The following year, there comes another to add on to the smile swelling of pride. Will these job seekers ever cherish the fake experience certificate with kind words written on it? Will it help to motivate them strive for their passion?

7.      Are we as Organizations really enabling the future workforce to bring out its best?

Similar is the case for Project / Summer Trainees where Organizations are reluctant to allow them do something useful and creative for 6 – 8 weeks, invest in them and tap their potential and believe the best way to get rid of them is by issuing a certificate.

Can Organizations vouch for their knowledge and expertise too?

Motivation Beyond Compensation

Compensation as always is a very touchy subject and people would prefer not to enter into a discussion on the same. Recent times of recession have brought out the worst fears among employees alive – packages dropping, being offered less on a hop, getting pink slipped. Though the last one is the extreme of the triggers that lead to depression, however money matters is something people are advised not to talk about, as one is said to be never satisfied.

Caught between the crossfire of a bad market, ever increasing costs and prices of everyday needs, the environment where to Company is located and the kind of culture that exists is a hapless employee who’s been serving for decades together putting in hard-work and sweat. At this time it would sound like a very unfair deal for the employee to be paid peanuts and he would always find lot many empathisers rooting for his cause. At manufacturing things get more vocal with a heavy presence of unions and local leaders.

But to understand from the organizations point of view the foundations that lay the structure of the compensation being offered is really important. Not all organizations can always tend towards operating to meet the demands of the market. Nor can they introduce a competitive compensation matrix that ends up becoming every one else’s envy. Climatic factors play a very important role in determining how many bands/levels can exist in the organization, can they go about partnering with consultancies to tap outside potential (resource), how best can they keep their employees happy yet never cross the line of being declared bankrupt, build the confidence among their employees despite a very poor pay.

And mind it building the confidence among employees is a really difficult task. Imagine extending your services for 3 decades at a stretch and today in the 21st century still drawing the same amount you did when you began. Back then the amount was a part of luxury, today it is pittance.

So then what is it that still keeps the employee motivated to be a part of the organization. Several factors can be seen to be held responsible for such behaviour – primarily being the tendency to stay close to family and home. Infact this is applicable not just to people who lead 3 decades of their lives associated with one company. Ask anybody and they would be trying to work out alternatives of getting the closest they can to home and taking care of aging parents/family. This may involve lots of tumultuous initial years of picking the right Organization, meanwhile justifying with qualifications, getting satisfied with salary benefits and also staying ahead or atleast in par with ever competing batchmates.

What I can comprehend as being another reason to such a behavioural aspect is – staying put at one place for ages may eventually kill the desire to learn new roles, experience new environment and yearning for more. So people, who have set into the system of monotonous defined task mode, continue going about it without further thought of improvement.

These employees now have a matured family, with kids grown up and most of them already begin to earn their own livelihood. This is the third factor I can see ingratiated in employees. Now that the nest (home) is more or less empty it hardly matters to them what is filling in their pockets.

Besides the inability of the Organization to better its pay structure over the years, despite highs and lows in their operations, workforce; makes employees believe that nothing better can happen in the times to come. So after coming to terms and accepting the organization as it is, there is still an interesting fact that works behind the scenes. Each individual knows the other all too well. Most of them live as neighbours in common societies and for any pain they have as a burden or for any joy to share there are 800 other individuals waiting to be a part of it. And in most cases after a certain stage of life, all that man wants from work, colleagues and employers is recognition, understanding and togetherness.

Can't Quit Dropping Names?

Last time I spoke of over quoting one’s previous employer and the amount of irritation it would generate among colleagues and superiors. However there can still be more ways of saturating one’s peers, one among them being inability to quit dropping names of references that pushed your case all the way through your orientation in the Company.

These days Companies look forward to recruiting a large chunk of prospective employees through employee referral scheme. What better way can they get to attract friends, relatives and acquaintances of existing loyal employees; to become a family of strong values. This means every second person joining the organization has been referred by somebody and times like this there are people who love to flaunt their references.

What people forget is that references can help as much as pushing one’s CV across the recruiting team, getting an interview fixed and to some extent bypass the background verification process (if the reference is strong and higher up the hierarchy). The rest of the story of a happy ending or screw up depends largely upon the individuals’ capabilities.

People who tend to drop names also forget the fact that those very individuals who are being quoted would very much be placed in the highest discomfort level finding their names being tossed around conversations and across board meetings. The discomfort level exists equally among other employees who find it disbelieving to be subjected to such influence levels.

It isn’t just the colleagues and people associated in one’s project that start keeping a distance; but the HR dept. also keeps a note of such boasting chaps. At the end of the day it’s the person who’s performing and no matter through which channel he/she lands in the organization; he/she can be shown the gates!

So if one thinks it’s fancy to show your connections and get privileges out of situations, think again – Are you performing or are you making enough background to be despised and cornered!

Can't Let Go Talking Of The Previous Employer?

Ever wondered why does the new fellow who joined 2 weeks back keeps quoting his previous employer for every decision he has to make, or every policy he has to discuss to the point of everybody else’s irritation?

Quite natural we look around for benchmarks every time we are assigned tasks, and just in case nothing should go wrong, we like to consult with previously accomplished procedures on the same topic. Be it a friend who’s done it before, a process done by a different team, a website that portrays all the angles of technicalities involved, in-numerous blogs or plain simple – the previous employer!

However such affinities to the previous employer start irking the current ones. If all was so sunny with them, what prompted an individual to change gears; is the general reaction they invite. It’s okay to consult and do things, but getting overboard with frequent quotes and trying to implement anything and everything can be quite risky. For cultures of the two organizations may not really be similar. Problems deepen when two entirely different industrial sectors are compared, for example some methodology that brought excellent results in an IT sector may not yield desired results in a Manufacturing for the same set of problems. It may not even land close due to various demographical reasons, or may draw flak from the team and the management. Plus if one so frequently feels the need to depend on previous employers, a big question arises – that for his credibility and competency for the post and profile he holds.

So next time beware when a task is assigned, refer and research from every place one can, but stop swearing by the Bible of previous employers, for now you would be known for the path breaking work you do and ideas you come out with; instead of following the rules made by somebody else. Were it to be followed anyway, it would have borne clones of processes and operations, spelling disaster under respective cultures.

Recruit to Stagnate?

One of the major reasons why our companies face high level of attrition is because of the fact that their job profiles are not commensurate to their individual capabilities / qualifications they possess (This expression was made vocal by 994 respondents in a survey called ‘A Study On Engineering Students Expectations From Their Prospective Employers’, under the section ‘Top 5 Parameters Respondents Consider While Selecting Their Prospective Employers’). Either they join organizations at some point of time because they need a job in hand, to begin with something. Just like ‘A bird in hand is worth none’! Or they are qualified to do something else; however they are placed at completely unrelated departments with the bright promise that, one day they would surely be shifted there, under the mask of job rotation. Though one cannot fully discredit the job rotation process, since it’s a tried, tested and proved methodology of understanding each other’s business and deliverable schemes. However anything short of 2 weeks at a station spells disaster. Here comes the question in every new employee or existing employee’s mind – ‘Are we making a difference and doing meaningful roles for the organization?’ This dilemma was well defined in Gautam Ghosh’s ‘Recruit For a Cause Not a Role’.

Are recruiters just busy filling in the headcounts for a department and finishing their job, or do they bother to stop and think – does this guy belong in here? Problems are similar for both manufacturing and IT companies, each having a share of woes to such issues of an unsatisfied employer putting down the papers. People go for their 9 – 5 jobs, complete their responsibilities and by evening their CV’s are floating all over the Internet, from day 1.

There was this guy at a manufacturing organization, a fresher straight out of college whose flair for mechanics and machines made him an enthusiastic candidate. However 5 months down the line he put down his papers. The reason he cited was that he was very confident of opening a Xerox shop and handling prints, but for mechanical he would have to start all over again.

A similar example from an IT company, where one guy was particularly fond of .NET technology; however he was placed under the SAP wing. Three years down the line, he was an adept at SAP, and respected for his skills; and just then he was shifted under the .NET wing. He had to start all over and it seemed 3 years went a waste!

There are individuals waiting to master skills and contribute in the growth of an organization. They want to unleash their enthusiasm in belonging to a company and doing their bit. But are we recruiting to stagnate or do we have better career plans in our minds for our employees?