SMEs offer great experience - do they?

Last month, I attended two efforts around understanding human resource’s resistance towards working with small & medium industry. First as a panelist at SME mentoring session put together by Dare & Dell at Bangalore and more recently at SME roundtable held at WE School Mumbai. Incidentally while two forums were slightly different in their participation and agenda, I could see a common pattern emerging.

In both, amidst lot of democratic distribution of knowledge & sympathy, I could sense a somewhat frustrated cry from SMEs around the fact that professionals including fresh MBAs do not like to join SMEs. In Bangalore discussion, MNCs were blamed for bringing this curse on Indian SMEs while in Mumbai, way and means were being discussed to push young MBAs by force into SME workplaces.

There was talk abound, of the great work experience that awaits professionals once they join SMEs.

Somehow, I hold a slightly different view and I did raise it in both the forums but may be I couldn’t say it enough. So here it is once again.

Let’s for a moment look at a typical SME set up that one can see, on any bad day walking through some by-lane of Andheri East in Mumbai. The workplace would for sure look far from inviting and one can be almost certain to be greeted by a rude, smelly, cluttered reception. If you feel thirsty or get nature’s call, you can rest assured to catch an infection without much effort. Imagine how motivating this workplace would be for professionals to come in every day and gain that valuable experience.

Now, in most cases, during interview not much would be told about the role & career progressions, in fact the whole discussion might revolve around how part of money would be based on performance. If you expect that you’d be told about performance parameters, you’re being a typical MBA. Your interviewer may not have any idea about what kind of targets exit in business plan; in fact business plan itself might not exist.

If you join, don’t expect good appointment letters, Induction is a joke and training – you are supposed to have taken during MBA.

Now frankly, I haven’t met many young MBAs who would have slogged to get through a competitive exam and then read best of management work through two years, dreaming about a career opportunity at an SME of the kind I just helped visualize above. So my take is that rather than focusing on hiring MBAs, SMEs would do well to sponsor few of their existing employees to evening education and they’d do well by joining one such class themselves.

I am not saying that SMEs do not offer good experience, may be they do, but you can’t figure that out in absence of any communication around it. Also absence of basics and indulgence of top management in mundane stuff completely gets professionals wondering how long will the ship sail; it doesn’t sink you’d say but remember the experience of turbulence during flights; now imagine traveling like that all through.

SMEs must look inside and focus on turning themselves bit more attractive to be able to attract talent. Blaming MNCs or blaming MBAs for getting attracted to great workplaces won’t help. Good news is that its not all that impossible but that’s for another day….....

How not to lose job over the weekend!!!

Last two months of my interaction with so many employees, both in job and out of job has revealed a sad insight. That there is a generation of professionals in the market today who have no idea about what it takes to hold the job. Call it the complacency of the good times, enough of them have no idea how their own businesses make money and most of them are too slow to figure out changes in market conditions.

So here’s a short list of things one can keep in mind in order to keep those weekends paid for long.

Your employer is doing less business and is making lesser profit than it used to, when you had happened to him first time.
Your employer’s first concern (and the right) is to seek profit, rather than keep your job. Your job is largely your problem.
There’s a high chance that you don’t have a job today, but if you do have, there are at least 500 worthy contenders for the same job who will, if given a freak chance, will do your job not just better but also probably at half the cost. So you better sleep on your desk.
Two day weekend wasn’t your birth right, it just came about less than a decade ago, my advise is don’t stick to self-destruct idiosyncrasies, manage with whatever is available, remember during wartime, soldiers go for months without weekends.
Annual leaves, 20 days holidays, international vacations; you better count yourself in jobless already.
Now the good news is that the employer is still around, and he does have jobs on him. You got to assure him that you can add to his profit, that the purpose of your job would be his profit and not your salary. That if you don’t make him money, you won’t make much either.
I get job applications on my site where I have explicitly asked for references. I get entries like “references upon request”, why the **** would I request more than asking for them on my website in full public glare. Others under the effect of some sedatives write “references during interview”, the guy has selected himself for the interview. You think I care, you think I was out of my mind to ask for references upfront…..so why don’t you just give it?
Are you getting the point? There are fewer jobs, but jobs there are unless you blow them off for yourself.
And for god’s sake, don’t ask for long leaves this year at least, you’ll do yourself a favor.

I sincerely wish you paid weekends forever…….. keep watching this space, I’ll write a few more that will help…….. stay relaxed but stay on your feet :)

Verdasco won, you didn't notice may be

First one to realize was Nadal himself. He jumped over the net to hug one of the best player I saw this season, Verdasco made Nadal sweat it out for every point for some 5 hours finally double serving the match into the net. If not a winner he's no loser either, this was probably the best Tennis of the tournament.

World loves the underdog and there's so much support for anyone who tries hard. Scenarios in organizations is no different. While there is so much hue and cry about organizations focus on training, its interesting to see that very few people actually try harder. While employees want the perks, lifestyle and recognition of a Nadal, they do not want to sweat it out for 5 hours. Fact remains that for those who try harder, there is no dearth of support and encouragement from organizations, even companies want new winners, more winners.

To turn into a winner is tough, even attempting to win is tougher, no one else can make you one, not even your organization no matter how much they spend in training. First you have to decide to run for the win.....and the sweat, the cramps, the breath, the focus......

Do you have it in you?

Slowdown can get you more garbage

So three months into slowdown now, have you started getting brilliant people easily in your company. I am not surprised if your answer is no. If I ask, have you seen clear sign on better performance from new, improved employees who are joining now and your answer is no, I am not surprised again.
There's something so fundamental about attracting & engaging talent that market conditions seldom play significant role here. You have to answer one simple question, "why should someone join your company" and this question remains valid as long as the number of workplaces in the world do not shrink down to one.
So in absence of this answer, it would remain a challenge to attract & engage talent. Do not mistake attracting & engaging talent with hiring, so may still be able to hire. But its highly expensive to run the company with just hired employees and not the "attracted & engaged" ones. The behavior of engaged employees is very very different from the hired ones and most of the time when you are complaining about your employees its this difference that you are talking about.
So lemme add a few pointers about how you can try to build attraction:
1. Its a no brainer that if you can contruct a clear strong core purpose around your business existence, nothing attracts better. NGOs, Revolutionaries use this always.
2. You can be bigger than your competitor thus can offer people learning, training, handholding, bigger team, clear growth path....or you can be smallere than your competitor thus can offer them flexibility, multitasking opportunity, nearness to top management, less hierarchy etc.
3. You can be easy to reach office, fewer day's work office, no-office, fun office, open office, food at office, green-office, garage-office, but it must be attractive for one reason or other.
4. Again a no-brainer, talented people would expect you to know your numbers right and if your numbers seem too less for even their ambitions, they may not get attracted. When was the last time you got excited because someone was a chasing a business idea that could get as big as Rs.10 Lakh.
These are just thought triggers, point is, you must find answer to "why should someone work for you" to be able to attract talent. Is that enough? I am not sure, but its the essential. Till then keep hiring :)