so Finally Mr. Balmer who vowed to dig Google n deep crave has wilted. A slight diffrence of $4 per share was the culprit. some may think that it makes perfect sense for Microsoft to buy MSN.
But i call it desperation rather thansound business sense. A Msn , yahoo merger is hardly a compatible fit. Moreover it would be waste on Research Msn and yahoo has done on their new search engines.
What Msn should do is to stop thinking of inorganic growth and Think ore on working towrads making their search better. some innovativenes and an wholesome product package like Google has is what they are missing on.
Common Mr. gates u guys revolutionised how computer operates, ry something innovative.
Happy go lucky
Tuesday, May 13, 2008
Appraisal time
we look forward to appraisal every year. it is one time wherein your not so good member s become prety good, etiquttes. maanerisms, politeness becomes a norm within the org
It amuses me that how can money chage our lifes, so much that many of us fake what we are not. But still it is professional world.
I am looking forward to this increase with more sarcasam rather trhan joy as it would be correction not increase.
It is high time we start paying on terms of market rates. I feel that the time has come when talent should be traded like shares and best talent should get that package.
But alas, talented guys are seldom judged by someone better than them.
It amuses me that how can money chage our lifes, so much that many of us fake what we are not. But still it is professional world.
I am looking forward to this increase with more sarcasam rather trhan joy as it would be correction not increase.
It is high time we start paying on terms of market rates. I feel that the time has come when talent should be traded like shares and best talent should get that package.
But alas, talented guys are seldom judged by someone better than them.
Monday, April 7, 2008
Winds of Change.
Change is a tough customer. the moment you are ready with a package which would suit him/her, It changes her mind. Let's call change fairer sex, as they are hard to please and hard to accept things.
we all talk abt change, its implications & its much needed importance but we nevrr talk abt what brings in change. It could be anything, from small chiding at the hands of parents or big break up to a strong determination.
Small changes effect individual or two. But change started bya stong will or detrmination can change lives of many. Remember Gandhi, Hitler or even Buddha. A strong will changes everything and anywhere. be it office, personal space or a nation.
The point here is not to say abt change but to pass on the message that small ideas backed by strong will to succed is what we all require to make it big.
Change is painful, but the old saying goes.
There is no gain without pain.
we all talk abt change, its implications & its much needed importance but we nevrr talk abt what brings in change. It could be anything, from small chiding at the hands of parents or big break up to a strong determination.
Small changes effect individual or two. But change started bya stong will or detrmination can change lives of many. Remember Gandhi, Hitler or even Buddha. A strong will changes everything and anywhere. be it office, personal space or a nation.
The point here is not to say abt change but to pass on the message that small ideas backed by strong will to succed is what we all require to make it big.
Change is painful, but the old saying goes.
There is no gain without pain.
Monday, December 24, 2007
Tests, Candies & appreciation.
Continuing on with my mission of a better working culture within the organisation. I thought of sharing few nuggets which are quite effective in creating better working environment and telling employees we care.
First and foremost we have started taking online tests on Process we work on. The tests could be conducted anytime and has no fixed schedule which keeps every team members on its toes always.
Moreover the person who scores the most is given a candy or chocolate as prize. It solves few HR and Team related headache. 1st process is getting streamlined, 2nd healthy competition within team members and 3rd the Booty which helps them feel that they are getting better day by day.
Continuous improvement is something we all lounge for, and achieving it is a great motivation.
Furthermore, we have also initiated certification system wherein we award team members for their work.
Some of the awards we have are
1. Star performer of month
2. Great idea award
3. Award for extreme consistency in work
4. Award for great dedication shown towards work and organisation etc
These all awards cost nothing as templates are easily available on web. But the benefits of all these are far more.
And to say it all it gives a clear message to everyone that we indeed care and we are because of you all.
I say it again a company is made of employees not infrastructure.
First and foremost we have started taking online tests on Process we work on. The tests could be conducted anytime and has no fixed schedule which keeps every team members on its toes always.
Moreover the person who scores the most is given a candy or chocolate as prize. It solves few HR and Team related headache. 1st process is getting streamlined, 2nd healthy competition within team members and 3rd the Booty which helps them feel that they are getting better day by day.
Continuous improvement is something we all lounge for, and achieving it is a great motivation.
Furthermore, we have also initiated certification system wherein we award team members for their work.
Some of the awards we have are
1. Star performer of month
2. Great idea award
3. Award for extreme consistency in work
4. Award for great dedication shown towards work and organisation etc
These all awards cost nothing as templates are easily available on web. But the benefits of all these are far more.
And to say it all it gives a clear message to everyone that we indeed care and we are because of you all.
I say it again a company is made of employees not infrastructure.
Wednesday, December 12, 2007
Branding, employee loyalty and T shirt
Branding, employee loyalty and T shirt
How can any branding, marketing initiative can actually enhance employees satisfaction & its loyalty to company. Have you ever wondered? Before I answer this enigma, guesses are all yours.
The answer is a T - shirt. Don’t get flustered, in few more sentences I would prove my point beyond wildest thought of any Doubting thomasses.
Yes, A T-shirt with company logo enshrined into it. Let’s suppose we all get a T shirt which we all love to wear with company logo. Now if out of 125 guys in communicate2 even if 50 make it a point to wear it frequently. (I bet numbers would be pretty more). Isn’t it free branding for company.
Add to it a catchy slogan on it which clearly matches with the company beliefs, core values and bingo. What we get is a heady concoction of Brand awareness, marketing, employees pride & relations with the company.
Why do you think all the big software companies give T shirts so casually, the cost on that accessory far supercede that of intangible benefits which we accrue.
Even I have a t shirt of cognizant which I got from company when I qualified for Cognizant sponsored ET – in the classroom regional finals. I still can relate to it. So why can’t others. And that too in a company where they give 9 hours a day.
Let’s start it somewhere, there should be some mode to feel one as a company and entity and what better than T shirt to start with.
How can any branding, marketing initiative can actually enhance employees satisfaction & its loyalty to company. Have you ever wondered? Before I answer this enigma, guesses are all yours.
The answer is a T - shirt. Don’t get flustered, in few more sentences I would prove my point beyond wildest thought of any Doubting thomasses.
Yes, A T-shirt with company logo enshrined into it. Let’s suppose we all get a T shirt which we all love to wear with company logo. Now if out of 125 guys in communicate2 even if 50 make it a point to wear it frequently. (I bet numbers would be pretty more). Isn’t it free branding for company.
Add to it a catchy slogan on it which clearly matches with the company beliefs, core values and bingo. What we get is a heady concoction of Brand awareness, marketing, employees pride & relations with the company.
Why do you think all the big software companies give T shirts so casually, the cost on that accessory far supercede that of intangible benefits which we accrue.
Even I have a t shirt of cognizant which I got from company when I qualified for Cognizant sponsored ET – in the classroom regional finals. I still can relate to it. So why can’t others. And that too in a company where they give 9 hours a day.
Let’s start it somewhere, there should be some mode to feel one as a company and entity and what better than T shirt to start with.
Wednesday, November 21, 2007
Talent recognition and poaching tactics
If you notice properly you will find a major difference in Poaching techniques of animals.
Yes it could easily be another episode from Man Vs wild. Make no mistake I am not mentioning the famous Discovery programme out here which is all about survival tactics in wild, but it is all about new hunting techniques.
Yes the new hunting tactics rampant in professional world. The King of jungle always chooses the weaker prey for hunting. Whereas in hard core professional world the fight is all about getting the best in the business.
There were talent recognition and retention becomes all very important in industry.
Especially for IT & ITes industries and upcoming or growing entrepreneurial ventures.
The Prime motto should be very clear in this respect, Right recruitment, right grooming and right growth.
Giving growth chance to a person you have groomed within the organisation rather than hiring one from outside is always a better alternative available. There are few reasons behind this, which I wish to list.
1. Motivation level would be high among all the employees as they too can sense their growth within organisation.
2. Easy acceptability as new guy is not from outside the organisation hence his/her progression to the top job becomes foregone conclusion.
3. The new guy from outside world may be very experienced but may not be aware of the domain of existing company, hence may suffer from toothing problems, The person groomed within the organisation on the other hand is battle hardened and know process pretty well.
4. Final and foremost is loyalty which he shows towards the company would be far more than the any other guy from different industry.
An afterthought could be that if the new guy from a different industry could be considered idf he have some skills which rest doesn’t have. But in that case too employees from the company should be given a fair enough chance to present their case for the top job.
This is the tradition which is being followed by most of the companies.
Any amount of dissatisfaction, lack of motivation among employees can have far more grave consequence than his inexperience for the top job.
I must state that this rule doesn’t hold true in companies which work under vertical domain like search, where real talent is scarce and experience in other industries hardly count. So, trusting a guy you have groomed for so long time makes a logical decision.
Also Poachers would be more than happy to attract such dissatisfied employees to their fore.
The tactics is simple, money, position or mixture of both.
Small companies always tend to be on the wrong side of this practice. So they need to be extra cautious in rapid strides they make. As they run the risk of being hunted.
But as the saying goes “Don’t look at the problem, look at opportunities”.
This could be easily turned to one advantage when hunter becomes hunted and again theory is simple.
Make your company best in business, i.e. top clients, top exposure, top growth rate, top employee satisfaction. A hotspot for new talent pool. And don’t look to far in this regard. The testimony is on which we all work. You guessed it right “Google”.
Yes it could easily be another episode from Man Vs wild. Make no mistake I am not mentioning the famous Discovery programme out here which is all about survival tactics in wild, but it is all about new hunting techniques.
Yes the new hunting tactics rampant in professional world. The King of jungle always chooses the weaker prey for hunting. Whereas in hard core professional world the fight is all about getting the best in the business.
There were talent recognition and retention becomes all very important in industry.
Especially for IT & ITes industries and upcoming or growing entrepreneurial ventures.
The Prime motto should be very clear in this respect, Right recruitment, right grooming and right growth.
Giving growth chance to a person you have groomed within the organisation rather than hiring one from outside is always a better alternative available. There are few reasons behind this, which I wish to list.
1. Motivation level would be high among all the employees as they too can sense their growth within organisation.
2. Easy acceptability as new guy is not from outside the organisation hence his/her progression to the top job becomes foregone conclusion.
3. The new guy from outside world may be very experienced but may not be aware of the domain of existing company, hence may suffer from toothing problems, The person groomed within the organisation on the other hand is battle hardened and know process pretty well.
4. Final and foremost is loyalty which he shows towards the company would be far more than the any other guy from different industry.
An afterthought could be that if the new guy from a different industry could be considered idf he have some skills which rest doesn’t have. But in that case too employees from the company should be given a fair enough chance to present their case for the top job.
This is the tradition which is being followed by most of the companies.
Any amount of dissatisfaction, lack of motivation among employees can have far more grave consequence than his inexperience for the top job.
I must state that this rule doesn’t hold true in companies which work under vertical domain like search, where real talent is scarce and experience in other industries hardly count. So, trusting a guy you have groomed for so long time makes a logical decision.
Also Poachers would be more than happy to attract such dissatisfied employees to their fore.
The tactics is simple, money, position or mixture of both.
Small companies always tend to be on the wrong side of this practice. So they need to be extra cautious in rapid strides they make. As they run the risk of being hunted.
But as the saying goes “Don’t look at the problem, look at opportunities”.
This could be easily turned to one advantage when hunter becomes hunted and again theory is simple.
Make your company best in business, i.e. top clients, top exposure, top growth rate, top employee satisfaction. A hotspot for new talent pool. And don’t look to far in this regard. The testimony is on which we all work. You guessed it right “Google”.
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