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.
Happy go lucky
Monday, December 24, 2007
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”.
Friday, August 24, 2007
Diplomacy OR Authenticity: - HR‘s Prerogative
“There are two types of companies one good and another Great. Good companies follow known path but great companies follow the less traversed path."
Excerpt from Jim Collins Book “Good to Great.”
So what maketh a great company? Or what separates a good company from great? Is it infrastructure, is it swanky floors & services or is it fat pay check. The answer is neither. It is man power or employees out there. Because you can buy everything but not quality man power.
That’s why an HR department is so important in every organisation. But what role should it play in an organisation. As a father figure to all employees or a mediator between multifarious voices heard in the organisation.
Voices in the organisation lead us to an important point in the organisation. Whether to heard and address the authentic voice or go on sing the chorus of the gang.
A famous quote says
“Competent people get going in team and incompetent find solace in gang”.
Ironically it is the voice of incompetent which are in plenty and are almost in unison are addressed to and there lies the radical difference between good & great.
A small example would make things pretty clear.
“Nehru and Gandhi both played important roles in India’s freedom movement. One was staunch diplomat with great legacy & another, a truthful nobody who became father of the nation. Don’t you all think when violence was the norm those days peaceful protest was the road less travelled. So who became Great leader & who remained a good one. Your answer is as good as mine.”
So the catch for emerging companies lies in travelling along the path where nobody has set foot on. i.e. Hearing the authentic voices within the organisation which may feel very curt & rude but are the honest interpretations of organisations present scenario rather than soothing nerves of members of gang who just want solid fun in the organisation & owe their loyalty to none.
The moment pandering to incompetents will stop and right voices are being addressed in the organisation, one can assume that is the first step towards achieving greatness.
Remember Google, it has surpassed every milestone in its arena only due to its satisfied and ambitious employees.
So the zillion dollar question is to take right call. And that should come from HR department.
So all HR managers in the industry stop being diplomatic & face the authentic queries and concerns.
That may feel curt, rude & might hurt you.
But there goes a famous saying “you don’t travel the road to greatness without a ditches or two”.
Go on, take your call.
Excerpt from Jim Collins Book “Good to Great.”
So what maketh a great company? Or what separates a good company from great? Is it infrastructure, is it swanky floors & services or is it fat pay check. The answer is neither. It is man power or employees out there. Because you can buy everything but not quality man power.
That’s why an HR department is so important in every organisation. But what role should it play in an organisation. As a father figure to all employees or a mediator between multifarious voices heard in the organisation.
Voices in the organisation lead us to an important point in the organisation. Whether to heard and address the authentic voice or go on sing the chorus of the gang.
A famous quote says
“Competent people get going in team and incompetent find solace in gang”.
Ironically it is the voice of incompetent which are in plenty and are almost in unison are addressed to and there lies the radical difference between good & great.
A small example would make things pretty clear.
“Nehru and Gandhi both played important roles in India’s freedom movement. One was staunch diplomat with great legacy & another, a truthful nobody who became father of the nation. Don’t you all think when violence was the norm those days peaceful protest was the road less travelled. So who became Great leader & who remained a good one. Your answer is as good as mine.”
So the catch for emerging companies lies in travelling along the path where nobody has set foot on. i.e. Hearing the authentic voices within the organisation which may feel very curt & rude but are the honest interpretations of organisations present scenario rather than soothing nerves of members of gang who just want solid fun in the organisation & owe their loyalty to none.
The moment pandering to incompetents will stop and right voices are being addressed in the organisation, one can assume that is the first step towards achieving greatness.
Remember Google, it has surpassed every milestone in its arena only due to its satisfied and ambitious employees.
So the zillion dollar question is to take right call. And that should come from HR department.
So all HR managers in the industry stop being diplomatic & face the authentic queries and concerns.
That may feel curt, rude & might hurt you.
But there goes a famous saying “you don’t travel the road to greatness without a ditches or two”.
Go on, take your call.
Thursday, August 9, 2007
भारत और गूगल
गूगल के भारतीय संस्करण में आपका स्वागत है।
आइये भारतवर्ष और गूगल मिल कर सर्च इंजन मार्केटिंग मॆं एक नया प्रतिमान बनाए।
हार्दिक अभिनन्दन
अमित कुमार
आइये भारतवर्ष और गूगल मिल कर सर्च इंजन मार्केटिंग मॆं एक नया प्रतिमान बनाए।
हार्दिक अभिनन्दन
अमित कुमार
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