I joined a multinational corporation a few years back. To my dismay I discovered that I had my work really cut out for me. I had a mandate to develop the research division of the company . But I discovered that the industry itself was so nascent that there was no question of a thriving research division. besides, I found out that the organisation had also set up a small media outsourcing unit here as part of the global office.
These people who were recruited were simple, with little education and polish and largely from small towns. They were paid poorly, were not very motivated and were doing an okay job but were largely biding their time before they moved onto better jobs. Thus, the attrition rate was very high and we were constantly looking for people.
At the same point of time, I too was trying to grow the organisation and set up a proper research unit. I needed good people and resources but I was told that the organisation had a resource crunch and I had to make do with what I had. I really pondered the problem and also had a dialogue with each member of the organisation. They told me that they were not motivated as the hours were long, the work was not of much use elsewhere and that they had no future anywhere else. I noted all these points and then I worked out a plan , which played out over time.
I made a list of the work which I had and started identifying people within the organisation for these jobs. I explained to them that this was over and above their responsibilities already assigned to them. They were eager to take on these assignments as it gave them importance and a sense of fulfilment. I was very apprehensive when I set out but to my utter astonishment, I found them to be quite competent at their new assignments.
They also started performing better at their original jobs and so the company too was very happy. Due to small and timely inputs, the original work which was very boring for them , became much more interesting. Seeing this, I stated giving them certificates for projects work well accomplished . These certificates and the additional skills they were acquiring thrilled them ! Soon, I was able to negotiate with the organisation and get them better hikes in salary and the attrition rates dropped dramatically.
But the most significant lesson that I learned was that these lesser skilled people who were being hired at a fraction of the cost of the higher skilled people were as good as many of the people coming out of institutes of higher learning!! There is a belief in the world that higher centres of learning produce better students who can do a better job. This is why people who come out of these places earn a higher salary and these places of learning also charge a much higher fee. But my belief is that people are inherently bright. We need to believe in them and guide them and we will end up having many good people at a fraction of the cost. It could revolutionize the way business is run !
These people who were recruited were simple, with little education and polish and largely from small towns. They were paid poorly, were not very motivated and were doing an okay job but were largely biding their time before they moved onto better jobs. Thus, the attrition rate was very high and we were constantly looking for people.
At the same point of time, I too was trying to grow the organisation and set up a proper research unit. I needed good people and resources but I was told that the organisation had a resource crunch and I had to make do with what I had. I really pondered the problem and also had a dialogue with each member of the organisation. They told me that they were not motivated as the hours were long, the work was not of much use elsewhere and that they had no future anywhere else. I noted all these points and then I worked out a plan , which played out over time.
I made a list of the work which I had and started identifying people within the organisation for these jobs. I explained to them that this was over and above their responsibilities already assigned to them. They were eager to take on these assignments as it gave them importance and a sense of fulfilment. I was very apprehensive when I set out but to my utter astonishment, I found them to be quite competent at their new assignments.
They also started performing better at their original jobs and so the company too was very happy. Due to small and timely inputs, the original work which was very boring for them , became much more interesting. Seeing this, I stated giving them certificates for projects work well accomplished . These certificates and the additional skills they were acquiring thrilled them ! Soon, I was able to negotiate with the organisation and get them better hikes in salary and the attrition rates dropped dramatically.
But the most significant lesson that I learned was that these lesser skilled people who were being hired at a fraction of the cost of the higher skilled people were as good as many of the people coming out of institutes of higher learning!! There is a belief in the world that higher centres of learning produce better students who can do a better job. This is why people who come out of these places earn a higher salary and these places of learning also charge a much higher fee. But my belief is that people are inherently bright. We need to believe in them and guide them and we will end up having many good people at a fraction of the cost. It could revolutionize the way business is run !
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