Category Archives: Employee Management

S Venkateshwaran On Dysfunctional Organization Cultures And Falling Corporate Empires

ganesh article on Culture

A reader of Mission Sharing Knowledge S Venkateshwaran had this to say on one of our previous articles. Since we thought the comment to be really relevant, we have published it in its entirety. 

Dysfunctionality tends to occur in those organization more often than not, where the Boss is either a self made person who thinks that he / she knows how to run the business, or has an aggressive approach to business more out of the need to over achieve. I have worked in an organization where the Boss was so stern that he would keep pushing people in all directions. Every day would start off with meetings in which all the heads had to participate.

This would go on for an hour (discussing the activities of the previous night in terms of production targets etc.), followed usually by two or three in depth meeting with selected departments and finally followed by end of day meeting to review what was supposed to be done in the day. At the end of it all, he would rave and rant because work did not happen. To ensure this, he would make all the Heads stay back late.

The irony was he wanted a strong HR team that would “fearlessly” tell him when he was wrong. Quite obviously, when that happened, the poor guy was out of work the next week. Highly emotional, and rigid, the person would shower abuses which would put a rickshaw driver to shame.

The only group of people who were able to work with him, were, not surprisingly, those who could flatter and live up as his ego alters, who also used the same technique of imposing themselves on the poor “lower the line” persons. Not surprisingly, attrition was very high; but this did not affect him, even though others in the company knew the reality but choose to keep quiet.

Based on my observations, some of the traits of a dysfunctional Manager I would think are:

Tells you to do something you don’t want to do, but blames you when it goes wrong.
Says He / She wants you to take responsibility, and then publicly overrides your decisions.
Loves to be in front when there is a big audience otherwise will send sub juniors to attend a customer.
Intimidates with aggressive words and posture, knowing that you will never confront but becomes a pacifier when confronted. .
Handles meetings as though he is the only speaker.
Revels in the invention of creative curses for just the right occasion.
Verbally approves new requisitions, later denies doing it.
Gets too personal in his berating.
Ride you mercilessly while pet employees can do no wrong.
Always right: when confronted with mistakes, blames them on someone else.
Fiercely protective of pet projects.
Highly compulsive and obsessive about minute details.
Displays a good understanding of the “Good Cop” and “Bad Cop” routines and generally practices it.

Employee Recognition Is A Must

Rahul Krishna, Manager – Talent Acquisition Group, Espire Infolabs, speaks about one of the best practices of the industry – Rewards & Recognitions.

Talent_Management_Maturity

Some of the best Rewards & Recognition strategies are those that cost the least. The behavior that is recognized and rewarded is always the behavior that is repeated and widely spread by word of mouth, Simple Virtue.

This is a part of the global Recognitions & Rewards that energizes and engages employees to achieve your strategic goals. Employee recognition is a communication tool that highlights the most important outcome employees create for your business. When you reward your employees, the action and behavior you wish to see more frequently in your employees is inevitably repeated.

Reward programs prove more beneficial to the company than to the employees. Companies which have an effective program in place realize an increase in the average return to shareholders as opposed to companies which do not have ways to recognize employees. Only one in three Indian employees is working at full potential.

Dos & Don’ts: Designing a process in which managers get to select employees who will receive recognition might not be the best thing since the selection would inevitably happen on the basis of favoritism. A Process that single outs an individual, upon the individual contribution you made in the company’s growth, for instance, “Employee of the Month” or “Individual Contribution Award” will be more effective and motivating for employees.

For such recognition programs, each employee would receive a thank you note, hand-written by his Chief Reporting officer. This should spell out why the employee is receiving the honor/recognition.

The note would include the potential for the employee to participate in a “DRAW”. Gifts may range from a movie ticket to a dinner booking with family. Alternatively, it can be cash rewards.

National Employee Appreciation Day: This will be a perfect period to kick off a long-term employee recognition program. These appreciation days are important things when you recognize your employees in a Town Hall Meeting, and explain why the organization has chosen him/her.

As you can see, employee recognition programs are complex, and we need to architect those parameters to filter people. How is one person different from another person? Each program is custom-built to meet the needs of your organization.

In short, you need improve your bottom line as these resources are doing the real hard work and we have to measure our own employees by boosting employee retention and encouraging performance improvement.

For employees who wish to analyze their potential, you need to do the below following:

–  Utilize all your strengths
–  Manage your weakness

Please write these above on a paper and work to improve your own skills and the organization will recognize you as a potential candidate for the Student of the year Award! 🙂 Just joking Employee of the month goes to you, my friend.