In a span of 7+ years of professionalism, I have had rendezvous with professionals from various ethnicity, different perception and multiple hierarchy. Based on what I observed and what I saw people talk about and what people like or dislike and what I like or dislike, here I want to draw few interesting points and leave an open ended thread for all my friends to put together some rules or sketch some path and give an Idea, a message "To be or not to be".
Time Keeper : Often I see people in the industry behaving like a time keeper and judging folks by the time they put on, rather than the efficiency and work they do. I understand the commitment (as part of contract) been given to customer for x hrs, but sometimes the ones who sit x+ hrs are considered hard working and better.
Think this way, there are possibilities that the person leaving after x hrs is more efficient or he or she can manage their work with better efficiency.
Also, in case of "time and Material" mode projects by putting extra effort we are definitely setting a wrong expectation as many a time billing is not exactly based on time spent and that might result in resource reduction which in turn impact revenue of project and result in loss to the company.
I say "Yes" to everything : I say "Yes" to everything, that means I am hardworking, intelligent and dedicated employee. WRONG! Saying "Yes" to everything might work for you and your project for short duration but on long term it might impact you and the project sometimes so bad that there is no way return and you find you or your project somewhere else than you expected/wanted.
Put on some extra effort: Another tendency which I am seeing going viral these days is to motivate employees to "PUT" extra effort which is nothing but a synonym to slog for multiple hours and weekends and sometimes even on planned/unplanned/declared holidays. If it is for few days and for genuine reasons it does makes sense, but sometimes people just enjoy their authority and like to just show that they are so responsible and worrisome. This does nothing but demotivates team and people involved and also few people develop rebellious attitude due to this.
I will have a say on everything you do or will do : In-short "Micromanagement" . This is the most important ingredient and last nail in the coffin to demotivate or destroy employee. What you did, What you would be doing, when you come, when you go, lets have meeting 5 times a day to know your status, lets have productivity evaluation tools on your m/c and so on. This is one thing which people always complain about and most of the time is so frustrating that people start looking for options outside and sometimes just develop "I will see what you can do" attitude.
Not a "Loyalist" may be "Incompetent" : This is very interesting fact I have observed for last few years. If a person spent a fair amount of years in a company, then sometimes few people (Read senior managers, Managers and HR) see them as "Incompetent" to get job elsewhere rather than seeing the loyalty behind it. They think that its impossible for the person to break the comfort level and that person will stay even if we treat him/her as "Good For Nothing". I have seen most amount of attrition due to this same attitude, of loyalists and very good, well skilled and important resources. And this may not be realized as a loss to project, unit/department but is definitely a major set back for company which they realize when its very late.
Its your "Aspiration" not my problem : This is another blunder, I have seen in abundance. Manager(s)/HR(s) have "I give a damn" attitude towards people's aspiration and they are so blunt that it sometimes hurt that person's self respect/Ego. Rather then empathizing with people, the attitude of we cannot do anything you look for yourself sort of behavior worsens everything.
These are few of my observations, perceptions and even challenges which I faced. Also, I noticed its not the company that people leave, its the Managers, senior managers, project or above situations which pushes them to leave their job. Few may say that its all about money and people switch for "Hikes". "Yes" true to some extent but believe me that's not the only reason.
I chose "Not-to-be" of any of above whenever I become a Manager or get authority. What about YOU?
Feel free to add/comment/correct/criticize/appreciate.
- Vaibhav Shukla
Time Keeper : Often I see people in the industry behaving like a time keeper and judging folks by the time they put on, rather than the efficiency and work they do. I understand the commitment (as part of contract) been given to customer for x hrs, but sometimes the ones who sit x+ hrs are considered hard working and better.
Think this way, there are possibilities that the person leaving after x hrs is more efficient or he or she can manage their work with better efficiency.
Also, in case of "time and Material" mode projects by putting extra effort we are definitely setting a wrong expectation as many a time billing is not exactly based on time spent and that might result in resource reduction which in turn impact revenue of project and result in loss to the company.
I say "Yes" to everything : I say "Yes" to everything, that means I am hardworking, intelligent and dedicated employee. WRONG! Saying "Yes" to everything might work for you and your project for short duration but on long term it might impact you and the project sometimes so bad that there is no way return and you find you or your project somewhere else than you expected/wanted.
Put on some extra effort: Another tendency which I am seeing going viral these days is to motivate employees to "PUT" extra effort which is nothing but a synonym to slog for multiple hours and weekends and sometimes even on planned/unplanned/declared holidays. If it is for few days and for genuine reasons it does makes sense, but sometimes people just enjoy their authority and like to just show that they are so responsible and worrisome. This does nothing but demotivates team and people involved and also few people develop rebellious attitude due to this.
I will have a say on everything you do or will do : In-short "Micromanagement" . This is the most important ingredient and last nail in the coffin to demotivate or destroy employee. What you did, What you would be doing, when you come, when you go, lets have meeting 5 times a day to know your status, lets have productivity evaluation tools on your m/c and so on. This is one thing which people always complain about and most of the time is so frustrating that people start looking for options outside and sometimes just develop "I will see what you can do" attitude.
Not a "Loyalist" may be "Incompetent" : This is very interesting fact I have observed for last few years. If a person spent a fair amount of years in a company, then sometimes few people (Read senior managers, Managers and HR) see them as "Incompetent" to get job elsewhere rather than seeing the loyalty behind it. They think that its impossible for the person to break the comfort level and that person will stay even if we treat him/her as "Good For Nothing". I have seen most amount of attrition due to this same attitude, of loyalists and very good, well skilled and important resources. And this may not be realized as a loss to project, unit/department but is definitely a major set back for company which they realize when its very late.
Its your "Aspiration" not my problem : This is another blunder, I have seen in abundance. Manager(s)/HR(s) have "I give a damn" attitude towards people's aspiration and they are so blunt that it sometimes hurt that person's self respect/Ego. Rather then empathizing with people, the attitude of we cannot do anything you look for yourself sort of behavior worsens everything.
These are few of my observations, perceptions and even challenges which I faced. Also, I noticed its not the company that people leave, its the Managers, senior managers, project or above situations which pushes them to leave their job. Few may say that its all about money and people switch for "Hikes". "Yes" true to some extent but believe me that's not the only reason.
I chose "Not-to-be" of any of above whenever I become a Manager or get authority. What about YOU?
Feel free to add/comment/correct/criticize/appreciate.
- Vaibhav Shukla
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