[Retrospection] - An open Mail to the team leads and team

Well I was in Dilemma whether to  re-post this blog or not, This was the blog which triggered a series of events for me , and when I look back I do realize the truths being spoken BUT more do I realize the mistakes I made.

• Communicate in written only if you need to , Words once written , can not be denied.
• Get your facts straight, Not just speak what "you think".
• Write once, Read a hundred times, over a span of days/ weeks if the need be. If you still feel certain , go do it, don't hesitate, but if you don't feel it right , chuck it.
• Put yourself in the others shoes, What would you have done , How would you have reacted to a similar letter/mail.
• Emotions and Job don't get quite well.
• More Lessons : http://goo.gl/lAA8q 

;)

Enjoy the Job , It's just a part of your Life.
And yes , Make Mistakes , But learn well enough to make new ones every time. And As Some One Said it , BE YOUR SELF !

Hi All

I have been thinking (after a long time actually) , on why we crib so much , why is it that after every policy change, after every appraisal , after every move , after every issue , after every promotion , after every tiny COA ... Instead of rejoicing on the overall success of the group (which should be the case) , we just crib.

The Core crust in my opinion lies with the vision , we do not have pro-active mind set, we just pretend , plan and display measures , which as a bitter fact , is hardly ever in line with what we want.

When it comes to resources at the bottom of the pyramid , who actually have the most zeal to do something , and the time to devote , we always ask them to be at their toes whole year. What is being said is : "Performance is measured throughout the year".

Whenever there's a successful implementation , It's these foundation , that  have actually worked (not without the guidance of experienced resources), but when it comes to remunerations , Its hardly replicated.

But even that is not the issue.

No matter what the organization gives , no matter how many times you appreciate , no matter how many accolades you give , if the way we execute it , and the timing at which we execute this, is not changed, "don't expect a happy team".

We have discussed a lot about ESS score, about What Employee wants, the "I appreciate" week , and so on and so forth. Unfortunately what we haven't learned is : "Employee is not a fool" , There's a True Appreciation , and a Faked one. In Most of our cases (exceptions are many as well) , this has been a Faked one , or a induced one when a US counterpart would have appreciated.

Why Can't Managers have faith and Judge their resources?

The reason is always given - "You can't keep 100% of employee happy"

I Say "Why not !"

I'll tell you one last bitter but fact.  The reason is because most of the upper pyramid is actually not aware of what their resources are doing , what their needs are , what their aspirations are, and what work they do. If I spare 30% of the upper pyramid , the remaining 70% comes in this category. (fortunately my lead comes in the elite 30)
Bad Choice : Never give a Data you can't explain, never be emotional in what you speak, be professional, be terse.

If you are well aware , you have a bonding (not a fake one) , trust me resources are not just a few Employee ID's, they understand. It's only when they feel being fooled , that they revolt.

Why is the case that Managers have to fight over for their candidates for rating at the crux hour of 1 month duration ?

Why is it always that managers feel an urge to talk , discuss and take feedbacks only when it's either IDP, KRA, Midterm, ESS or Annual Cycle ?

Does it take so much time ? and are we really so short of time all through the year , and suddenly have all the  time to discuss ?

I don't think so!

Just be Truthful.

This has been my first company , and I have learned a lot, and I expect to continue learning, Some day I would like to lead a team under me , I would definitely not want to be like most of you when I do so , That's a statement enough which shows the depth of it.

I am sure all of the people at the foundation of pyramid would agree.

PS: I didn't wanted to bring this up at the time of rating or appraisals , hence the delay, but as already said , I realized the Pinnacle Pyramid has all the time to discuss and take feedback during this duration :)

This is not a rattling , just a few 1 or 2 liners in the heart  which needed almost two pages to materialize .

Thanks and regards

Swapnil Kocheta

PS: May be someday I'll Write "The  3  N Mistakes of my life" , and this one would definitely be there at number 3 or 4 :P