Blog

We’ll mostly be writing about the HR stuff and most of it will be authentic and genuine. Need to know what the real thing is? Let it be a process, a policy or a compliance; you’ll get it all right, right here.

5 things to do before quitting

pexels-photo-756883.jpeg

Do you really love your job? Does it get difficult sometimes?

Both my parents retired from their first jobs. They worked for good 30 years in their respective companies and they were always very happy about it. When I asked them, what made them work at the same place for such a long time, both had a simple and a common answer: They were needed at the job and they respected that. I interpret it as they were seen as the assets of the company.

And you see today, people change jobs like changing clothes. A little issue internally, a rupee more at the next assignment, an assumption of a better role and they move at a blink of an eye. And these are the same people telling us long stories about accountability and commitment.

I have always had a soft corner for the HR. They do everything they can to find you among the herd, board you, train you and tolerate you. And they get really disappointed when one fine day they see an email from you stating you want to ‘quit’. I am deliberately using the word ‘quit’ here because when you were recruited, you were expected to collaborate and add value to the growth of the organization. But you decide to ‘quit’ a legacy you could’ve built if you would’ve stayed.

Remember: No job in today’s competitive world is simple. In some jobs you’ll find challenges every moment

Try these things before you say “I quit”:

1.      Talk to your seniors when in doubt. If they do not listen talk to their seniors. Speak it out till you feel much lighter

2.      Chalk out your plan in the company for the next 5 years (even if it seems a little superficial) and share it with your seniors

3.      Give ideas. Be dynamic. Build a positive culture

4.      Find out if you really are the asset of the company. If yes, cherish it

5.      Before quitting, find options to stay

 

Late to work

pexels-photo-789811.jpeg

All my life, I have been coping with a common problem which I believe a lot of fellow HRs in different companies also have with their employees: ‘Late to reach office’. When employees come late to work, it forcefully gives birth to a policy to control the maximum time allowed for them to come late. A common policy is that if an employee enters late for more than 3 times then a certain portion of their salary is deducted. This of course is not legal, but some think people don’t learn until penalized.

This policy leads to many speculations and sometimes also challenges the integrity of a genuinely late-coming employee (Things like not punching in when late for the max allowed time). Then statements like “if I come late, I also go late” or “Is there a policy for leaving early as well?” are very common that we see most of the people making. During the recent Elphinstone station stampede, we also saw a message making it’s rounds on social media and whatsapp stating how HR should not reprimand employees, who cross fatal hurdles to reach office and do not reach on time.

We have observed 2 problems here, one is the inability to reach office on time and the other is the inability to leave office on time.

I have a simple policy: Come on time and leave on time. Manage your daily routine efficiently to ensure you do things on time. Dine early, sleep early, wake up early, manage your travel efficiently, take early transports and reach office early. Adopt good habits to avoid embarrassing situations.

The solution to the 2nd problem is to manage your tasks efficiently. I think efficient task management is a key to successful time management. Some tasks are recurring and some have a fixed deadline. One needs to ensure that they agree to the realistic deadline, finish the task on time and leave on time. Having a superbly managed personal-professional life balance is the key to a successful life. A 9 to 5 culture is always good to bring in discipline. Flexibility may lead to casual behavior.

At Verbond, we believe that your habits have a significant impact on your career and eventually on your life.

How important it is to assess employees thoroughly before recruiting

Better safe than sorry

This is a true story.

So there’s this guy called Satish (last name hidden to protect identity) who worked in a large bank and was unproductive in his job since the last couple of years. The organization helped him overcome, tried developing his skills through training sessions and gave him many opportunities, but all in vain. They also gave him several chances to improve but he wasn’t willing to. He was known to be a notorious guy who challenged the management with dire consequences if they fire him. Finally, after repeated warnings, they had to sack him. He approached the police and registered a complaint against the organization that they fired him because he belonged to a backward community and that he was a victim of racism. On 1st December, 2017, he dragged 13 officials of the company to the police station with no fault of theirs.

Now this is true that he was from a backward community and currently optimistic organizations overlook these factors during recruitment assuming all five fingers are not the same. However strong your company’s background assessment is or the upbringing assessment is, wolves like these will always creep in in sheep’s clothing.

I know that there are a few company’s who avoid recruiting from certain communities. Their reason is simple: “Better safe than sorry”. There are organizations who are up-to-date with the current affairs and who really want to play safe. Every little experience like Satish’s makes organizations more cautious.

Is there a long term solution to ensure high integrity among employees irrespective of what background they come from? Will practising honesty help them attain a better future? Are we moving towards making a breed of workable employees? There are many tools available to assess core competencies, character traits and even emotional intelligence. But the most important thing is the core value that an individual needs to have to be a winner.

My simple suggestion to employers is not just to assess employees based on their qualification, experience and skill-sets but also on their background, aptitude, views and opinions about different subjects, behaviour, thought process, etc.How to go about it? There are plenty of tools available on the internet.

Every organization and every country is defined by the type of people living in it.