To Company With Love

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With more and more emerging entrepreneurs around us it has become really necessary to question, understand and evolve our idea of an organisation. People matter and it is time organisations evolve their culture to be more inclusive towards people. These four articles are an endeavour to share with you my thoughts on common issues faced in organisations and sometimes not talked about being perceived of as unsolvable. Hope these articles enable you to make the organisation you are working in more inclusive and better.
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  • 1.         1   
  • 2. Introduction With more and more emerging entrepreneurs around us it has become really necessary to question, understand and evolve our idea of an organisation. This applies irrespective of the organisation being a tech or finance startup or a not for profit organisation. Businesses have been run for years based on strategies of management experts quite successfully. So what makes me look at our view of an organisation again? The way we perceive work is changing rapidly. Businesses existing independent of the people functioning in them or simply put cogs in the wheel thinking is becoming obsolete. Sometimes, even an hour may teach us more than a year. I think having a brief but intense and engaging experience in professional environment allows me to share my thoughts with you. People matter and it is time organisations evolve their culture to be more inclusive towards people. These four articles are an endeavour to share with you my thoughts on common issues faced in organisations and sometimes not talked about being perceived of as unsolvable. The views shared are entirely personal. - Heramb Sukhathankar 06th April 2016     2   
  • 3. 1. The Right Words A simple way to creating an interesting workspace involves more than just the interiors and ergonomics. It definitely includes something as obvious and ordinary as using the right words. Often we end up calling "needs" as "problems", just like labelling "concern" as "tension". Over a period of time this usage makes the work environment weary and negative: imagine employees having visible clouds of tension and problems over their heads and ending up devoting all their energy and ability to thoughts which aren t really part of the task at hand. And this habit then unknowingly slowly seeps into the personal lives of employees and returns back to the workspace again. Now the employees are working with two clouds of tension, personal and professional, trying hard to make sense of tasks. Thus an important part of the workspace, unfortunately ignored and forgotten, is the careful use of words. Think about how easily everyone terms "difference of opinion" as "politics". Observe the words which are taking a toll on work effectiveness and start replacing these with better alternatives. Along with the choice of right interiors and ergonomic environment, evolving workspaces need words which, if do not contribute to work efficiency, at least don t hamper work. So, do we have problems or there are just situations we must deal with?     3   
  • 4. 2. Creativity in HR Any organisation to be successful needs to change its perspective from using people to using their skills. A human resource is always more than the sum total of his or her skills. The organisation level perception of Human Resource Team ranges somewhere between non-productive liability for the management and for the employees as management drones left in the company to spy over them. Battling in midst of these opinions and the views, the role of HR Team if undermined can spell a disaster for any organisation. HR manages a resource which is, unarguably, the most valued and complex resource: people. Managing such a crucial resource must certainly involve an element of creativity. What does creativity mean here? Creativity implies looking at each situation with a fresh vision, clear of any prejudices, beliefs and considering each person in the organisation as unique. Easier said than done, this will help explore the potential within each unique employee effectively more than any other approach.     4   
  • 5. 3. What s Your Organisational HQ? If the everyday work is not interesting, challenging, motivating enough the results will also be so. Your organisation will deliver strongly only to the extent of your unhappiest employee. Believing that you already have KRAs, KPAs, KPIs and other (god knows how many!) indexes in place to manage employee performance and consequently a healthy company purse, I have no intention of burdening you with another performance/productivity index. HQ or Happiness Quotient is the simplest and most challenging way to measure an organisation s success. Don t believe what I say, apply this to any organisation that is successful in your view. What is HQ? We need to be careful in defining Happiness Quotient in an organisation s context. As the happiness of a person is influenced by many factors, we need to ask Are employees happy to work in my organisation? instead of Are the employees happy? But happiness being subjective how do we really measure HQ objectively? Observe a few objective parameters like punctuality (manual entries or through the biometric access control), frequency of employee s mistakes, participation intra- organisational activities and every other measurable factor, you think is important, which reflects the employee s attitude towards the organisation. Now observe, think and work on each of these factors which affect your employee s attitude positively. The actual HQ implementation varies for each workspace. It has to be worked out at the desk level and can rarely be found in a book.     5   
  • 6. 4. Motivation Myth Often while needing motivation, we get so engrossed in reading, watching and listening ABOUT motivation that we forget motivation fundamentally comes through doing actual work. Just as swimming is the best way to learn swimming. Be it at individual or organisational level, motivation is a hot selling cake. Many thousand million copies of best-selling books have been sold on motivation and yet management and employees are always looking out for the next best motivation strategy. What makes them hanker for it? Let us understand this fact clearly: the most obvious reason majority of people work for is to support their own and their dependents needs. So here comes the most obvious motivator organisations use: appraisals or- pay hikes. As the D-Day approaches, employee performance goes up and either sustains itself for a short period, rises or deteriorates depending on the appraisal received. If pay hikes are the only motivator in your organisation, the corporate purse will always be tugged at and this is the last thing an organisation really wants. Motivating employees should not be just an induction day or appraisal day affair. It needs to be worked at all the time, whenever needed. An organisation which is working towards long term success has to shift its objective from extracting the best out of their employees to creating an environment for employees to do their best . Let s take an example. One of your employees is working hard to save for his child s overseas education. But he knows his salary hike won t be able to take care of it. Also the employee is not so tech-savvy or aware about the opportunities available. Trying     6   
  • 7. to figure out how your employees goals fit in the organisation s goal and tuning both of them to match each other is an amazing skill which can give motivation another meaning altogether. Can you do something, not necessarily financial, which will help reduce the burden of employee s expenses? Possibly you can help him with a resource person who could guide the child for a scholarship or maybe one of your relatives abroad needs a companion at home and doesn t care for the rent.     Hope you liked these articles. If you would like to share your views or comments on these articles or more such issues pertaining to changing role of an organisation, write to me at connectinsight@gmail.com. I would be glad to hear from you.     7   
  • 8. About the Author     Heramb Mahesh Sukhathankar is an author & poet from Mumbai, Maharashtra. His interests include Photography, Cycling and India Classical Music. He blogs on www.insightstories.in. His self-published books मढी, वॉचमन व इतर लघुकथा and Untold Stories of Love have been well received by the readers. Presently he is working on his debut English poetry collection and novel. You can write to him on connectinsight@gmail.com.     8   
  • 9. Also by the Author The place and time where stories may take birth is always indefinite. Some stories were born in this manner. With immense joy I share with you these stories in the book "मढी, वॉचमन व इतर लघुकथा". Download          9   
  • 10. These are not-so-pink love stories, not the happily-lived-ever-after ones. Here are stories that talk about love as is, no cosmetics. Download     10   
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