Nikhil.....Your MD (and you too upto a certain extent) believe that motivation and job satisfaction is directly linked to compensation.
For a start....I recommend that you and your MD should watch the following :
YouTube - ‪RSA Animate - Drive: The surprising truth about what motivates us‬‎
Please revert back once you go thru it. :)
Shaan
From India
For a start....I recommend that you and your MD should watch the following :
YouTube - ‪RSA Animate - Drive: The surprising truth about what motivates us‬‎
Please revert back once you go thru it. :)
Shaan
From India
Hi Nikil,
Firstly i dont understand why your company is spending such a fortune on such a small size team. Even a i pod as a gift in anneversary is bit expensive. I am not against to it but organization should be prepared for any kind of situation in future. If in future your company is not earning as par then these employees will be used and habituated to recieve such a Compensation/gifts/perks (watever you call). then they will oppose...........
This is apart.......I think i am distracting the topic........comming to the issue. I suggest to develop KRA's and assess the performane of each employee. Then there will be documentry evidences for the performance of your employees which could be shown to your MD aand necessary action could be taken depnding on the finding that who is right on the way.........
From India, Hyderabad
69Firstly i dont understand why your company is spending such a fortune on such a small size team. Even a i pod as a gift in anneversary is bit expensive. I am not against to it but organization should be prepared for any kind of situation in future. If in future your company is not earning as par then these employees will be used and habituated to recieve such a Compensation/gifts/perks (watever you call). then they will oppose...........
This is apart.......I think i am distracting the topic........comming to the issue. I suggest to develop KRA's and assess the performane of each employee. Then there will be documentry evidences for the performance of your employees which could be shown to your MD aand necessary action could be taken depnding on the finding that who is right on the way.........
From India, Hyderabad
Greetings,
I read your inputs to understand the situation . To begin with , keep your expectation right in terms of employee life cycle . Every individual have their own concept of their career path . They may work in smaller firms doing specialised jobs and then move to the bigger player to build a brand credibility. Its difficult to understand the time they have allocated to such roles. But then its not impossible to figure that out . A talent who have worked in a large firm for a long time and felt stagnated would join your company for a specialised role and stay for 3 years to build a credibility . Whereas a fresher would join you and work for 2 years to join a bigger firm . You will find talent who come with the vision to work in one company for a long time and grow with it . It needs a very high patience level and conviction to achieve it .
Monotony is one of the reason why talents start thinking about a job change . Day-to-day friction is another invisible factor. You must have seen them being admonished for an error made. Do you have a similar system to sooth them and ensure they don’t start updating their resumes in job portal .
I can understand why you MD mentions the booming market. He must have seen this happening in many cycles.
Do continue with the employee engagement programs that you have . Spot the eagerness in your employees and involve them to run programs such as employee newsletter , CSR based programs and etc. Start a newsletter and make one of your employee run it along with you .
Still at the end of the keep your expectations right.
Wish you all the best ,
(Cite Contribution)
From India, Mumbai
I read your inputs to understand the situation . To begin with , keep your expectation right in terms of employee life cycle . Every individual have their own concept of their career path . They may work in smaller firms doing specialised jobs and then move to the bigger player to build a brand credibility. Its difficult to understand the time they have allocated to such roles. But then its not impossible to figure that out . A talent who have worked in a large firm for a long time and felt stagnated would join your company for a specialised role and stay for 3 years to build a credibility . Whereas a fresher would join you and work for 2 years to join a bigger firm . You will find talent who come with the vision to work in one company for a long time and grow with it . It needs a very high patience level and conviction to achieve it .
Monotony is one of the reason why talents start thinking about a job change . Day-to-day friction is another invisible factor. You must have seen them being admonished for an error made. Do you have a similar system to sooth them and ensure they don’t start updating their resumes in job portal .
I can understand why you MD mentions the booming market. He must have seen this happening in many cycles.
Do continue with the employee engagement programs that you have . Spot the eagerness in your employees and involve them to run programs such as employee newsletter , CSR based programs and etc. Start a newsletter and make one of your employee run it along with you .
Still at the end of the keep your expectations right.
Wish you all the best ,
(Cite Contribution)
From India, Mumbai
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Root Cause Analysis.ppt