Archive for August, 2010

Adopt the “Pay It Forward” Way

August 26, 2010

Cross-posted on the MIX Blog

PIF stands for Pay it Forward. The Wikipedia link talks about the concept and has a link to the movie that was made as well. Why not introduce this concept to Managers within organizations? This concept will help build a community of Managers who are committed in helping each other.

There is a lot of expertise in any organization. It remains within the persons concerned and rarely gets to the benefit of others. When newer Managers are in spots of bother, they dont know whom to approach, usually. They are hesitant for various reasons.  There is a need for an informal setup in the organization that morally binds the (expert) Managers to coach the (novice) Managers.

Solution – Problems are always present for any Manager – how does he solve it? He takes the help of a peer or a senior Manager within the organization. What happens if the senior Manager has a problem? He asks another one and so on, goes the chain of activities.

All it takes for the chain to start is for one Manager to help another in need. He can then ask the one he offered help to repay the deed to another Manager. This way, one can cover all the Managers in the organization and bind them in a way that no formal roles or hierarchies will. The camaraderie between the Managers will be a treat to watch, thanks to this small gesture.

There are a lot of advantages with this approach

  • Increased goodwill between Managers within the organization
  • Best Practices sharing by an informal network
  • Problems get solved as quickly as they arise

There will be challenges to implement this approach, bereaucracy being the biggest obstacle. As long as there is no sign of this being an official initiative, the move will be really effective. Obviously, it will take a while for it to catch up – but once done, it will be a very effective movement.

The Senior Management should be asked to start this initiative and show the path forward by starting various chains within the organization and track it grow.

What do you think about this initiative?

Money-back offer for your job

August 15, 2010
Clipart of bills and coins-Transparent background
Image via Wikipedia

Money-back offer – almost all products in the retail segment carry this tag. If you are not happy with the quality of the product, you have the option to return it back and get your money refunded by the retailer.

I was wondering why can we not use it in our job offers?

What can one offer during the interview process, that gives the new organization a good feeling about their recruit. Obviously, interviews to most extent tend to give an impression about the candidate (what he is capable of and not).

References are another option that are used very widely. Those who know the candidate offer their views on the capabilities to the new organization. But, it is also possible that this process can be ‘doctored’ to an extent.

Why cannot the candidate offer a money-back guarantee to the new organization? How does it work?

On a high level, it can be done this way – the candidate and his Manager get into a post-employment agreement where the Manager agrees to give opportunities to the candidate in the appropriate areas and also take care of all hurdles that come in the way of implementation. There are a set of KRAs that are defined to be met by the candidate during the course of the year. From the candidate perspective, he agrees to be evaluated as:

  • If the candidate exceeds the expectations, he gets a promotion and raise after a year
  • If the candidate just meets the expectations, he gets a raise
  • If he/she doesnt meet the expected results, he does not get any raise
  • If he/she performs poorly, he can be ousted from the organization

One can argue that this is very much like the appraisals that are already prevalent in any organization. But, the results are not usually measured and worked upon in such an effect. This implies that the expectations are set very clearly and the new recruit knows what is expected from him in the course of year and what will happen if he does not perform.

Do let me know if you know of any other expectation-setting exercises that you have witnessed.

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