Hi friends,
We are a $40 million IT company.
I observed a lot of things missing in our company. And lot of things going wrong. So I did a survey and found few aspects which are making the system or whole process worse.
As an IT Company we have a very structured Model/ process/ system what ever you say for whole operations of all departments starting from Training, Development, Sales, Recruiting, HR operations..etc. But they are not followed strictly when it comes to implementation. And
The information flow from higher level to lower level and higher level to lower level is weak.
Professionalism is missing every where
Motivation and encouragement is missing
Efficiency is not recognized well
Leaders are not having good leadership qualities and attitude
Group dynamics are not observed, Knowledge sharing is not in process
Serious or aggressive work environment is missing
Hence those who are really efficient are leaving the organization. Those are not efficient are playing around the day. But still there are some people who are looking to develop and improve the company. So I'm planing for a MISSION to implement for a course of time to bring back the structure.
For that I'm going to build a team.
So please let me know and advise me what kind of actions can we implement to answer the current problem.
And let me know what kind of team I have to build and select them.
Please I'll be thank full to you if you can find me good advises or salutation.
From India, Srikakulam
We are a $40 million IT company.
I observed a lot of things missing in our company. And lot of things going wrong. So I did a survey and found few aspects which are making the system or whole process worse.
As an IT Company we have a very structured Model/ process/ system what ever you say for whole operations of all departments starting from Training, Development, Sales, Recruiting, HR operations..etc. But they are not followed strictly when it comes to implementation. And
The information flow from higher level to lower level and higher level to lower level is weak.
Professionalism is missing every where
Motivation and encouragement is missing
Efficiency is not recognized well
Leaders are not having good leadership qualities and attitude
Group dynamics are not observed, Knowledge sharing is not in process
Serious or aggressive work environment is missing
Hence those who are really efficient are leaving the organization. Those are not efficient are playing around the day. But still there are some people who are looking to develop and improve the company. So I'm planing for a MISSION to implement for a course of time to bring back the structure.
For that I'm going to build a team.
So please let me know and advise me what kind of actions can we implement to answer the current problem.
And let me know what kind of team I have to build and select them.
Please I'll be thank full to you if you can find me good advises or salutation.
From India, Srikakulam
Hi
It is nice you have identifeid these issues. Now the next step after any such survey is building a team and focus on Organisation Developemnt
You have two options
1. Do an OD exercise yourself
2. Do it with a Consultant
If you have prfevious exp then you can try it yourself Otherwise it is good to retain a consultant
It is imperetive that the CEO starts and owns this activity and you as HR Head will be a facilitator.
There are different methodologies used and you can also work out with limited budget to start with scale it up by the year end and see the results But these activities can not continue forever You can have a time frame of 18 months to resolve most of the issues specified by you By the end of 18 months you would have built teams at all levels
There must be committment from all in the organisation then you will succeed
From whatever you have stated, my impression is that you need to address these issues urgently and I am sure from the way you have analysed, you are capable of anchoring OD exercises
With one consultant for 18 months, you can change things
Siva
From India, Chennai
368It is nice you have identifeid these issues. Now the next step after any such survey is building a team and focus on Organisation Developemnt
You have two options
1. Do an OD exercise yourself
2. Do it with a Consultant
If you have prfevious exp then you can try it yourself Otherwise it is good to retain a consultant
It is imperetive that the CEO starts and owns this activity and you as HR Head will be a facilitator.
There are different methodologies used and you can also work out with limited budget to start with scale it up by the year end and see the results But these activities can not continue forever You can have a time frame of 18 months to resolve most of the issues specified by you By the end of 18 months you would have built teams at all levels
There must be committment from all in the organisation then you will succeed
From whatever you have stated, my impression is that you need to address these issues urgently and I am sure from the way you have analysed, you are capable of anchoring OD exercises
With one consultant for 18 months, you can change things
Siva
From India, Chennai
Siva,
Thank you very much for your STIMULATING reply. And it's very encouraging to find this kind of response.
And Siva, as you said it's the responsiblity of the CEO and HR. But as I mentioned the real people in the responsible roles are missing. Here I'm just a recruiter. But I myself experienced all the issues and want to do some thing for our organization. So I presented it to my CEO and he is happy to find all these points in the line with his perception. He approved me to plan and implement. And suggested me to involve HR and VP.
But they are really BAD. If they are able and committed to perform their job as it is. what is the need to a recruiter to do the analysis and take a load or responsiblities here.
So I'm going to make a team of people who has the same zeal and enthu to change the present conditions like me.
I have no experience in OD exercise could you help me in that I will be really thank fill to you.
And yes, I agree that it takes minimum or one year but I want to make it ASAP with effective plan and strict implementation so please let me know what are the things to concentrate to reduce the period .
From India, Srikakulam
Thank you very much for your STIMULATING reply. And it's very encouraging to find this kind of response.
And Siva, as you said it's the responsiblity of the CEO and HR. But as I mentioned the real people in the responsible roles are missing. Here I'm just a recruiter. But I myself experienced all the issues and want to do some thing for our organization. So I presented it to my CEO and he is happy to find all these points in the line with his perception. He approved me to plan and implement. And suggested me to involve HR and VP.
But they are really BAD. If they are able and committed to perform their job as it is. what is the need to a recruiter to do the analysis and take a load or responsiblities here.
So I'm going to make a team of people who has the same zeal and enthu to change the present conditions like me.
I have no experience in OD exercise could you help me in that I will be really thank fill to you.
And yes, I agree that it takes minimum or one year but I want to make it ASAP with effective plan and strict implementation so please let me know what are the things to concentrate to reduce the period .
From India, Srikakulam
Hello Suresh. My first question is: What is you position in the company? Next question is: What resources do you have at your disposal (money, time, staff, expertise)? Thirdly, what influence do you have in this company? Do you have the CEO and management team on side? These are critically important questions that will impact on your (and your company’s) ability to deliver.
“So please let me know and advise me what kind of actions can we implement to answer the current problem.
And let me know what kind of team I have to build and select them.”
The actions that you and your company will need to take will depend on the diagnosis of the problem. You have come up with a lot of symptoms; however, you have not talked about what are the root causes you found. Your remedial actions will need to fix the root causes, not just paper over the symptoms. As for the team you build, I’m not convinced that you need a team at this stage. Are you thinking about a new management team (if you are the CEO), or a specific project team, or what? This goes back to the initial questions I asked.
Les Allan
Author: Managing Change in the Workplace
http://www.businessperform.com
From Australia, Glen Waverley
“So please let me know and advise me what kind of actions can we implement to answer the current problem.
And let me know what kind of team I have to build and select them.”
The actions that you and your company will need to take will depend on the diagnosis of the problem. You have come up with a lot of symptoms; however, you have not talked about what are the root causes you found. Your remedial actions will need to fix the root causes, not just paper over the symptoms. As for the team you build, I’m not convinced that you need a team at this stage. Are you thinking about a new management team (if you are the CEO), or a specific project team, or what? This goes back to the initial questions I asked.
Les Allan
Author: Managing Change in the Workplace
http://www.businessperform.com
From Australia, Glen Waverley
Mr. Allen,
Your questions are quite interesting and which are the key points.
1. Here I'm just a technical recruiter.
But I myself experienced all the issues and want to do some thing for our organization.
So I presented it to my CEO and he is happy to find all these points in the line with his perception. He approved me to plan and implement. And suggested me to involve HR and VP.
But as I mentioned, the real people in the responsible roles are missing. If they are able and committed to perform their job as it is what is the need to a recruiter to take a load or responsiblities and do this analysis here.
2. Coming to the resources available for me are
Full support from our CEO
Few people who has the same zeal and enthu like me to do it.
And money is not a problem I can get it granted from our CEO for this mission.
Staff - I believe we'll get support from the staff as they are also facing problems.
And finally Expertise - I'm doing my MBA now, and I've no expertise in these like OD practices, performance evaluations and management, etc but have keen observation in total system and process of our organization But I have enthusiasm to do it.
3. All ready I influenced, and impressed our CEO with this proposal. And I'm in the goo books of management as well as employees.
The action what you mentioned is exactly matches with what I'm thinking that we need a treatment for our organization. But I'm not clear with what kind of treatment we have to start.
Coming to root causes,
the main problem is attrition and less performance. For that I found Job satisfaction as a factor. Here I found Full job security in some levels mainly Leader/ Manager level. And less in common employee level. And the people who sit around all the day and do nothing are not identified and punished and some times these people are given opportunities in salary appraisals, promotions. Hence the real hard workers are disappointed. when they get a chance they are leaving the organization.
And I can say below are the root causes as well as problems them selves.
The information flow from higher level to lower level and higher level to lower level is weak.
Professionalism is missing every where
Motivation and encouragement is missing
Efficiency is not recognized well
Leaders are not having good leadership qualities and attitude
Group dynamics are not observed, Knowledge sharing is not in process
Serious or aggressive work environment is missing.
So here I planed for a team which is like a army of soldiers who will work together and create a friendly environment for a course of time and implement the whole plan/ treatment until the we gain the results. So here I can say it's a Specific Project Team. And this team has to be build from the common employees none of the present Leader/ Manger should involve in it except our CEO and some other important higher officials.
Here I have to mention one more aspects that is
We are INDIANS. I know the cultural and emotional behavior of INDIANS. But let me know if you need any information in this aspect also.
Really it seems you are going to give me the best solution.
Please let me know if you need further information.
-Suresh
From India, Srikakulam
Your questions are quite interesting and which are the key points.
1. Here I'm just a technical recruiter.
But I myself experienced all the issues and want to do some thing for our organization.
So I presented it to my CEO and he is happy to find all these points in the line with his perception. He approved me to plan and implement. And suggested me to involve HR and VP.
But as I mentioned, the real people in the responsible roles are missing. If they are able and committed to perform their job as it is what is the need to a recruiter to take a load or responsiblities and do this analysis here.
2. Coming to the resources available for me are
Full support from our CEO
Few people who has the same zeal and enthu like me to do it.
And money is not a problem I can get it granted from our CEO for this mission.
Staff - I believe we'll get support from the staff as they are also facing problems.
And finally Expertise - I'm doing my MBA now, and I've no expertise in these like OD practices, performance evaluations and management, etc but have keen observation in total system and process of our organization But I have enthusiasm to do it.
3. All ready I influenced, and impressed our CEO with this proposal. And I'm in the goo books of management as well as employees.
The action what you mentioned is exactly matches with what I'm thinking that we need a treatment for our organization. But I'm not clear with what kind of treatment we have to start.
Coming to root causes,
the main problem is attrition and less performance. For that I found Job satisfaction as a factor. Here I found Full job security in some levels mainly Leader/ Manager level. And less in common employee level. And the people who sit around all the day and do nothing are not identified and punished and some times these people are given opportunities in salary appraisals, promotions. Hence the real hard workers are disappointed. when they get a chance they are leaving the organization.
And I can say below are the root causes as well as problems them selves.
The information flow from higher level to lower level and higher level to lower level is weak.
Professionalism is missing every where
Motivation and encouragement is missing
Efficiency is not recognized well
Leaders are not having good leadership qualities and attitude
Group dynamics are not observed, Knowledge sharing is not in process
Serious or aggressive work environment is missing.
So here I planed for a team which is like a army of soldiers who will work together and create a friendly environment for a course of time and implement the whole plan/ treatment until the we gain the results. So here I can say it's a Specific Project Team. And this team has to be build from the common employees none of the present Leader/ Manger should involve in it except our CEO and some other important higher officials.
Here I have to mention one more aspects that is
We are INDIANS. I know the cultural and emotional behavior of INDIANS. But let me know if you need any information in this aspect also.
Really it seems you are going to give me the best solution.
Please let me know if you need further information.
-Suresh
From India, Srikakulam
Mr. Allen I’ll be waiting for you reply because your reply is precious to me and my mission. And I believe that you are going to solve this problem. Thank you very much -Suresh
From India, Srikakulam
From India, Srikakulam
Hello Suresh. Thank you for the background information. I will need to be brief. Firstly, on a personal note, you are very committed and show much enthusiasm and I commend you for that.
“Here I'm just a technical recruiter.
But I myself experienced all the issues and want to do some thing for our organization.”
I presume that you are a front-line employee with no direct reports and that you have never had anyone reporting to you.
“And suggested me to involve HR and VP. … Full support from our CEO.”
Yes, he told you that you have his full support, but is leaving it to you to tell/involve HR and VP. This is not a good start. HR and the VP could very quickly come to the conclusion that a front-line employee is trying to do their job. Think of the political implications of what you are setting out to do. Many organizations are a minefield of political power struggles, involving wars to win influence and funds. Organizations such as yours that are not process driven and filled with people of low leadership and management ability are the most political in their workings. What I am saying is be very, very careful that you are not setting yourself up to make natural enemies and setting yourself up for failure. I will ask you what experience you have had in managing people and projects and bringing about large-scale, comprehensive cultural change in organizations?
“And money is not a problem I can get it granted from our CEO for this mission.”
Exactly how much money has he committed? Your company sounds sizeable, with a number of departments. For the kind of change that you are talking about will cost perhaps several million dollars. And lasting cultural change of the sort you are talking about may take three to five years.
“And this team has to be build from the common employees none of the present Leader/ Manger should involve in it except our CEO and some other important higher officials.”
Leaving out managers is a recipe for alienating the entire management team from the very start. In fact, for any measure of success, the initiatives will need to be driven from the very top (CEO) down, through the management team. Revolution by front-line employee is very unlikely to work. I will add to this that you will need outside OD/quality management/etc expertise. It sounds as if you do not have this expertise in-house.
“Really it seems you are going to give me the best solution.”
I cannot give you a solution, at least not via a public forum. My time is very limited to devote to long analyses. In fact, the solution will need to come from you and the management team. If the “solution” is sourced from outside, the management team will not take ownership of the initiative and you will get short- to medium term compliance at best. Our consulting approach is a process approach. We help you work through your problems so that you and your team come up with your own solutions.
As a start, what organizational diagnostics have you conducted? I mean, in addition to your personal observations. A common way to start is to conduct an audit using one of a number of tools, such as an organizational health survey, Baldrige quality criteria, Investors in People survey, etc. These are supplemented with a site visit and confidential interviews with employees. If yours is an IT company, you may be familiar with the P-CMM, an offshoot from the CMM. This is another option.
I should also add that the solution might be multi-dimensional, involving a number of inter-related initiatives. For example, it may involve strengthening strategic/operational planning, training in leadership and management skills, identifying and mapping core processes, changing the performance management system and the related system of rewards and recognition, etc, etc. You can see how a few million dollars can quickly get gobbled up.
Please do not send me private messages asking for detailed advice. I am of course happy to connect you up with one of our consultants/coaches to help you further. I trust that I have given you some food for thought.
Les Allan
Author: Managing Change in the Workplace
http://www.businessperform.com
From Australia, Glen Waverley
“Here I'm just a technical recruiter.
But I myself experienced all the issues and want to do some thing for our organization.”
I presume that you are a front-line employee with no direct reports and that you have never had anyone reporting to you.
“And suggested me to involve HR and VP. … Full support from our CEO.”
Yes, he told you that you have his full support, but is leaving it to you to tell/involve HR and VP. This is not a good start. HR and the VP could very quickly come to the conclusion that a front-line employee is trying to do their job. Think of the political implications of what you are setting out to do. Many organizations are a minefield of political power struggles, involving wars to win influence and funds. Organizations such as yours that are not process driven and filled with people of low leadership and management ability are the most political in their workings. What I am saying is be very, very careful that you are not setting yourself up to make natural enemies and setting yourself up for failure. I will ask you what experience you have had in managing people and projects and bringing about large-scale, comprehensive cultural change in organizations?
“And money is not a problem I can get it granted from our CEO for this mission.”
Exactly how much money has he committed? Your company sounds sizeable, with a number of departments. For the kind of change that you are talking about will cost perhaps several million dollars. And lasting cultural change of the sort you are talking about may take three to five years.
“And this team has to be build from the common employees none of the present Leader/ Manger should involve in it except our CEO and some other important higher officials.”
Leaving out managers is a recipe for alienating the entire management team from the very start. In fact, for any measure of success, the initiatives will need to be driven from the very top (CEO) down, through the management team. Revolution by front-line employee is very unlikely to work. I will add to this that you will need outside OD/quality management/etc expertise. It sounds as if you do not have this expertise in-house.
“Really it seems you are going to give me the best solution.”
I cannot give you a solution, at least not via a public forum. My time is very limited to devote to long analyses. In fact, the solution will need to come from you and the management team. If the “solution” is sourced from outside, the management team will not take ownership of the initiative and you will get short- to medium term compliance at best. Our consulting approach is a process approach. We help you work through your problems so that you and your team come up with your own solutions.
As a start, what organizational diagnostics have you conducted? I mean, in addition to your personal observations. A common way to start is to conduct an audit using one of a number of tools, such as an organizational health survey, Baldrige quality criteria, Investors in People survey, etc. These are supplemented with a site visit and confidential interviews with employees. If yours is an IT company, you may be familiar with the P-CMM, an offshoot from the CMM. This is another option.
I should also add that the solution might be multi-dimensional, involving a number of inter-related initiatives. For example, it may involve strengthening strategic/operational planning, training in leadership and management skills, identifying and mapping core processes, changing the performance management system and the related system of rewards and recognition, etc, etc. You can see how a few million dollars can quickly get gobbled up.
Please do not send me private messages asking for detailed advice. I am of course happy to connect you up with one of our consultants/coaches to help you further. I trust that I have given you some food for thought.
Les Allan
Author: Managing Change in the Workplace
http://www.businessperform.com
From Australia, Glen Waverley
Mr. Allen,
Really you are a big brain,
I appreciate your undersetting, you got all what's happening here.
Thank you very much for your time and I respect it. And thanks for your praise.
your presumption is correct, I'm directly reporting to one of our VP's who is also wife of our CEO. (she is not one whom I mentioned earlier). So in that way I'm in touch with higher authority. And there is no team reporting to me. I coordinate with Sales people and Technical Managers where both the teams are weak, so I'm sourcing the leads and doing the technical evaluations too.
As you stated Political implications yes It's allready in my mind I'm thinking on that aspect also. These people will definitely do that. Of course they got some information that I'm doing some thing so they are making their arrangements. But I'm not hesitating to move forward. I'm going to discuss it with our CEO to overcome those challenges.
Yes, it takes at least one year to get desired results, but I want to take some care to reduce the period.
First of all I'm planning to conduct an official survey by some questionaries to get the information from the employees what they feel about the organization and where they are facing problems and what extent they are satisfied with relations , salary, recognition, etc etc
Based on that we will plan the essential implementations
initially we change the physical environment by putting motivating quotes, posters, the name of the Mission is flagged avery where in every building every wall to get the attention of employees that some thing is going on and the same day we will enounce the plan of action and essential things to implement and the involve the employees in it.
Later we employ some consultants for personality development , communication development , motivation programms etc etc and we have to conduct some cultural activities to get the involvement and improve interaction of the employees. So here we require the Budget allocation.
As yet there is no prior plan on it I can't estimate the expenditure. But have the belief that our CEO will support. And that's why I'm asking the people like you to advises me.
And here I need as you said OD Exercises, performance evaluations and management, etc but I have no experience in it so here I need the help of you. Because here we have nobody qualified for this in our Org.
As I said you will give the solutions, it shows my helpless state and means I need your advise. sorry to miss drive you.
Yes, to start I need to do some surveys, all ready I've gone through the confidential interview from which I got all these information.
And I'm doing research on the tools like what you mentioned organizational health survey, Baldrige quality criteria, Investors in People survey, etc.
Yes the issue is multidimensional hence I deserve the solution also to be multi dimensional which is quite complicated, expensive and need lot of time and many brains.
And involvement of Management is a big question still in my mind. I we involve them in it the total mission will be currepted. If not we have to face dynamics. Still I'm not concluded with it
Thanks for your support and looking forward to here from you more....
From India, Srikakulam
Really you are a big brain,
I appreciate your undersetting, you got all what's happening here.
Thank you very much for your time and I respect it. And thanks for your praise.
your presumption is correct, I'm directly reporting to one of our VP's who is also wife of our CEO. (she is not one whom I mentioned earlier). So in that way I'm in touch with higher authority. And there is no team reporting to me. I coordinate with Sales people and Technical Managers where both the teams are weak, so I'm sourcing the leads and doing the technical evaluations too.
As you stated Political implications yes It's allready in my mind I'm thinking on that aspect also. These people will definitely do that. Of course they got some information that I'm doing some thing so they are making their arrangements. But I'm not hesitating to move forward. I'm going to discuss it with our CEO to overcome those challenges.
Yes, it takes at least one year to get desired results, but I want to take some care to reduce the period.
First of all I'm planning to conduct an official survey by some questionaries to get the information from the employees what they feel about the organization and where they are facing problems and what extent they are satisfied with relations , salary, recognition, etc etc
Based on that we will plan the essential implementations
initially we change the physical environment by putting motivating quotes, posters, the name of the Mission is flagged avery where in every building every wall to get the attention of employees that some thing is going on and the same day we will enounce the plan of action and essential things to implement and the involve the employees in it.
Later we employ some consultants for personality development , communication development , motivation programms etc etc and we have to conduct some cultural activities to get the involvement and improve interaction of the employees. So here we require the Budget allocation.
As yet there is no prior plan on it I can't estimate the expenditure. But have the belief that our CEO will support. And that's why I'm asking the people like you to advises me.
And here I need as you said OD Exercises, performance evaluations and management, etc but I have no experience in it so here I need the help of you. Because here we have nobody qualified for this in our Org.
As I said you will give the solutions, it shows my helpless state and means I need your advise. sorry to miss drive you.
Yes, to start I need to do some surveys, all ready I've gone through the confidential interview from which I got all these information.
And I'm doing research on the tools like what you mentioned organizational health survey, Baldrige quality criteria, Investors in People survey, etc.
Yes the issue is multidimensional hence I deserve the solution also to be multi dimensional which is quite complicated, expensive and need lot of time and many brains.
And involvement of Management is a big question still in my mind. I we involve them in it the total mission will be currepted. If not we have to face dynamics. Still I'm not concluded with it
Thanks for your support and looking forward to here from you more....
From India, Srikakulam
Hi Suresh & Allen Sir
Wonderful Discussion
As Allen Sir told, suresh your commitment is commenable,,,
Be very clear in your thoughts,, Please make your Heart & Mind before starting the mission,,,
you should be able to take the resistance & failures that come across,,,
You have to take care of career,, you get too much involved in this aspect & forget your career,,, later On it will be difficult,,,
Do some self analysis before starting,,,
Allen Sir has given clear path on to how to go about,,,,
I am wondering how this discussion missed the Members Views!!!!
All the Best
Allen Sir you are Amazing,,,,,
Regards
M. Peer Mohamed Sardhar
91 93831 93832
From India, Coimbatore
Wonderful Discussion
As Allen Sir told, suresh your commitment is commenable,,,
Be very clear in your thoughts,, Please make your Heart & Mind before starting the mission,,,
you should be able to take the resistance & failures that come across,,,
You have to take care of career,, you get too much involved in this aspect & forget your career,,, later On it will be difficult,,,
Do some self analysis before starting,,,
Allen Sir has given clear path on to how to go about,,,,
I am wondering how this discussion missed the Members Views!!!!
All the Best
Allen Sir you are Amazing,,,,,
Regards
M. Peer Mohamed Sardhar
91 93831 93832
From India, Coimbatore
Suresh, it sounds as if you have put considerable thought into your company's problems. I wish you every success.
Les Allan
Author: Managing Change in the Workplace
http://www.businessperform.com
From Australia, Glen Waverley
Les Allan
Author: Managing Change in the Workplace
http://www.businessperform.com
From Australia, Glen Waverley
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