Are we accountable enough? What is the other option they have?

Are we accountable enough?

The birds fly quitting the tree and the nests once the tree is on fire.

Employees quit once the Company is running through crisis.

What is the other option they have?

Else they burn along with their families.

When the company starts getting into problems, the employees also look for other companies to survive. This example though very apt for the situation and sounds mean, but there can’t be an alternative most of the times.

The only possible thing is see to that there wont be a fire or it gets extinguished in the very initial stage before it causes ruins.

The tree is a mandatory requirement for people to nest in, whether you plant it or someone else does it for you.

All accountabilities, responsibilities needs to be delivered before there is a chaos and in the initial phase of the chaos. Not when we have only option left…. to flee away.

-Sucheta Gour

A Manager’s job is not to make people stressed out at mind with work.

A Manager’s job is not to make people stressed out at mind with work. It is to make people tired at body and rejuvenated at mind. Rejuvenation at mind is due to the happiness of having crossed boundaries, set new milestones, achieved new targets and explored the potentials of self.

Stress is built only when you feel you have a limitation to achieve something. When you feel helpless, less confident, less skilled and develop a fear of not reaching the goals is when you feel stressed.

And you can tire at body only when you are young. So make your team members work hard when they are young so that they can reach those heights from where they do more of mental work, strategic activity than physical activity like execution or long hours work when they grow older.

-Sucheta Gour

Erase the boundaries team members have drawn around themselves.

Erase the boundaries team members have drawn around themselves.
Push them hard to step out of their comfort zones.
Every team member has a skill in them which can be their strength.
Step by step make them explore themselves.
Make them believe that sky is the limit.


Don’t give them leniency to cut corners. It won’t take them farther.
What you add to their habits and personality stays with them for long.
As a Manager this is our role. And in this pandemic, this approach is more essential to save our team members’ jobs too.

-Sucheta Gour

When you aim at promotions, higher designations, be prepared for never ending sacrifices first.

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When promotions are thought off, salary and authorities are fancied, responsibilities aren’t.
That’s how growth is envisaged. Higher roles are looked up at as trophies.
But very few realise, that, its not an achievement to settle down on. Its the starting point from where life’s comfort zone is completely eliminated. Continuous Improvement is the never ending goal.
So ,when you aim at promotions, higher designations, be prepared for never ending sacrifices first.

-Sucheta Gour

Aim at the sky, Success lies outside comfort zones, Perfection has to be chased time and again even after reaching there

All the Entrepreneurs are over ambitious. They want to serve as many clients as possible and to the earliest with quality, innovation and in great volumes.
Any successful entrepreneur who has been successful has been known as cranky, insane, dissatisfied soul, suffering obsessive compulsion disorder, insomniac, workaholic, over expecting, rude, upfront, decision makers against all odds, short tempered to the immediate reportees from the critics point of view. But these are the traits which led them to where they belonged.


‘Aim at the sky’, ‘Success lies outside comfort zones’, ‘Swim against the tide to reach higher’, ‘ Perfection has to be chased time and again even after reaching there’ – these weren’t just quotes for them.They were their ways of life.
People generally envied them, looked down upon them, and considered them bad bosses till they were accepted and appreciated by the whole world.Only few could align to their vision who dared to complete the race and believed in themselves.

-Sucheta Gour

Save the tree to save your nests. Work towards the health of the branches to hold you strong.

Save the tree to save your nests. Work towards the health of the branches to hold you strong.

People whose jobs are safe to say “If the company survives we survive, the boat will sink if overcrowded, offloading few people is fine to save the rest, Retrenchment of people is not an option, but a necessity to survive “, people who have lost jobs say,” We could have adjusted to pay cuts and more efforts. Plz, allow us to stay.”

Else the trend has been “Oh, it’s difficult to work in this Company. I have a tough time here. I get exhausted working here. The more we work, the more is the expectation. Ignorance is bliss. Carry ignorance and get away with doing more assignments. Everything in the world is more important than taking up more responsibilities at work.”

Very few have had consistency and commitment in what they did pre COVID or post COVID. But even these might have suffered the wrath of the pandemic since the natural disasters don’t differentiate between good or bad, the less committed and more, because the sinners are sinners and the silent audience also are a part of the sin.

But now the safer ones comment on the non safe ones. Such an irony.

Coexisting should be a norm, be it existing with your organization, or existing with your colleagues. Support them by accepting pay cuts, or more efforts at work or empowering your team members. Support people who have lost jobs, emotionally by helping them take up voluntary assignments. Build their confidence. Assure them that this will also pass by. We will build a bigger boat to onboard them again. Hold on.
But holistically, everyone needs a transformation to undergo now be it the best, the moderate or good. Reinventing self is the only way to survive.

-Sucheta Gour

Emphasis to shift from Company and Salary to Sector and Sustainability

Emphasis to shift from Company and Salary to Sector and Sustainability
Criteria for job security now will not be gauged by
How stable the company is?
How comfortable the job is?
How highly am I paid?
But
Which sector is sustainable at most of the times even in crisis?
What is the growth graph of this sector?
At what intervals the graph shows a decline?
Which deptt or skill I should be in to not be replaced by automation, digitalization or robotization?
How can I not become redundant in the organization?
How much can I save in this job?
Will I get paid throughout my career in this sector?

-Sucheta Gour

Revamping HR policies

Revamping HR policies….
It’s time to create a new HR Manual by all the Companies now.
New HR policies, Standard Operating procedures, Templates, and Agreements for all activities of all the departments.

To build a complete analysis of what will work, the processes, the challenges, the workaround -based on the forthcoming scenario will be a great task for any organization now. This activity will definitely take 18 to 24 months for the reason that, the scenario will keep changing every quarter. The impact on each Company, OEM, and Sr Management will have a cascading effect on the Sectors, Suppliers, and all the employees respectively.

Govt has already come up with historical decisions supported by new reforms and ordinances like never before. In the following months, the Government will also make a lot of amendments to the reforms at regular intervals to revive the economy and be a Model Nation to the rest of the world.

The change will be constant and at a faster pace than experienced ever before.
The need to survive will bring in this essential approach. Now the race is set up to excel with newer and tougher targets. Who adapts faster will win the race.

-Sucheta Gour

Happy with Work from Home Model? Redefining the whole World’s employment and employee engagement trend.

Happy with Work from Home Model?
Redefining the whole World’s employment and employee engagement trend.

With the lifestyle we had before COVID 19, our social life had got restricted to an extent of hardly any interaction with our neighbors, or we weren’t even familiar with the faces in our own apartments, or we hardly found time for our distant family members.
Post-Covid, our social lives will be further curbed as deliverables will matter more and not the number of hours which will make us glued to our laptops for more than the hours we spent in offices and travel. Social life will suffer. Relations with spouses will get stressed as there isn’t a break given in a relation. Life and relations will get monotonous and more repetitive. You won’t be able to walk into anyone’s house without prior permission but only on weekends. Work-life won’t end once you reach home. Work-life balance will get imbalanced to the extent of not being able to distinguish the ending line between work and personal life.

Post-2008 recession, the measuring parameters for performance had got rigid and one resource was required to do the work of two resources. Luxuries and benefits were cut down.
Furthermore, Technology is advanced to the extent of tracking and measuring performances more rigorously. Hereon, Companies won’t be measuring seconds and minutes, but the amount of results yielded. Task quality and Task duration won’t be emphasised upon, but ROI on the resource and success ratios for tasks assigned will be measured. Since efforts won’t be visible only results will be measured.

Competition will worsen.
It’s always a mutual deal of ‘Give and Take’ with any Employer for an Employee. Now the definition of giving will be redefined.
The ratios of variable pay compared to salaries increased after the last recession. And were applicable to most of the roles unlike earlier, wherein only Seniors had variable pay or very less people in the Company had Variable pay. Now even salaries will be clearly compared with the delivered outcome.

All Individual Contributing roles will convert on Work from Home. More sectors will adapt to the same.
Welcome to the virtual heaven which we are eager to turn out to hell.

-Sucheta Gour

‘We serve India’, ‘Make in India’, ‘Serving India’, and ‘Consumption by India’ is the Mantra and the priorities for every Indian Company today.

‘We serve India, We prosper’ is the Mantra for every Indian Company today.
A wise leader, a wise decision, and a great vision. Now it calls for every Indian to support and implement the same to succeed.
Our PM announces a 20 lakh crore, fifth biggest package in the world for reviving the economy.
Economy to be stimulated by reforms strengthening Infrastructure, Technology, Demography, and Demand.

‘Make in India’, ‘Serving India’ and ‘Consumption by India’ are the priorities.
We are the second most populated country in the world. If such a population cuts down the volume of imports even if from countries like China we are a self-sufficient nation with a stable economy. A philosophy thought off for quite a long time and lacking implementation in a robust manner is now taking the center stage and seeking a successful implementation.


Demand exists, the only diversion of the demand to local goods and an approach to look up at local goods needs to be developed.
Technology has been empowered by India across the globe by our valuable resources working outside India, Time to focus on empowerment in our own country, and give the credit to our country.
Our demography can be strengthened by Employment rules, Skill development, Clear expectations on deliverables, Standardized education system focusing on practical implementation and inventions, Time-bound assignments/ projects can induce the culture required to excel.

Next of the steps expected is to develop a platform with rigid rules like other countries to keep the focus intact and avoid manipulations. An Indian follows the rules in other countries and not in India. If an Indian’s approach can be developed to follow the same kind of rules and commit to deliverables with the support of the platform provided by Indian Govt and Corporates, the vision is not far off to be reached.

-Sucheta Gour