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?
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

Employment trends in the future

Employment trends in the future
2008 recession gifted the words ‘lay off‘ and ‘automation
2019 pandemic has gifted the words ‘ ‘furloughs’ and ‘pay-cut’.
During all these scenarios, employees have to empower themselves to survive, sustain, and grow. Uncertainties are obvious in spite of belonging to any Organization. Why not design our challenges and make the most of it?

Employment trends in India are undergoing a transformation with every disaster. With the compulsion of work from home model, better monitoring and measuring tools will be adopted and implemented in every organization.

Future trends of employment will be

  1. Engagement of resources on the consulting basis – Project-specific, Assignment specific, Location-specific, or tenure specific.
  2. Compensation will be prefixed before the completion of the activity and not for continuous employment.
  3. The competition will be cut-throat.
    Instance –
    • Engaging a resource to complete 300 drawings by draftsman or designers
    • Engaging a designer to design a component in a specified time and compensating in accordance
    • Validation of data by experienced resource within a fixed timeline
  4. Employees can convert themselves as freelancers and deliver the expectation of the company tenure basis, or at regular intervals monthly, quarterly, or yearly.
  5. Employees can propose guaranteed deliverables as a consultant and earn double the wages in a short span.


Employer –
• Cost-effective in terms of overheads for Full-time employment, Infrastructure cost, Performance management, Employee Engagement, Accountability, Delivery guarantee.
• Cost reduction on the support team to manage a huge Employee base.
• Elimination of cost on training and development.

Employee :
• Can work at their will and at their convenience,
• More time with family,
• Earning dependant and directly proportional to their willingness to expand their bandwidth and updating of their knowledge.
• No cap on their earning limit.
• No being exhausted in long travel hours.
• No Managers to meddle with career growth or
• No involvement in office politics.

More details on adapting and proposing your worth to Companies as an employee

-Sucheta Gour

Whose jobs may be at risk with this evolution of the industry? How is the industry trying to plan its efficiency with respect to resources?

Whose jobs may be at risk with this evolution of the industry?
How is the industry trying to plan its efficiency with respect to resources?
Every company is facing unknown risks. And every company is uncertain about economic progress.

The calculation of damage from COVID-19 will continue for at least 18 months. Working capital will be impacted, Inflowing business analysis will fluctuate hugely to sustain the market.
In such a scenario, the order of cost-cutting will be – resource retrenchment, pay cuts, and infrastructure cost reduction.

Recent Hires – Last come to go first. The company has not experienced the performance of a new joinee. And the resource has still not proven his credibilities to count on his performance. So their jobs might be at stake.

Support departmentsHR/ Accounts/ Procurement/ Quality etc., or any such areas not driven directly by P & L – such jobs which may be digitalized or outsourced – need basis or consulting basis. the other option is the volume of work can be increased and the number of resources can be reduced.

Coordinating jobs – Any coordinating jobs like project coordination, procurement coordination with cross-functional teams that can again be digitalized with single window interaction.

Supervisory levels – Multi-levels of supervision like Asst Mgr, Manager, Sr Manager which can be replaced with more number of reportees to one person keeping the hierarchy less complex.

Repetitive jobs – Quality check by different people, purchase activities, or back up resources where accountability can be increased with one person.

Costlier resources – Resources at Sr level or expensive resources at any level. Since now the market will be flooded with resources willing to join on same salaries as earlier or lesser too to survive and sustain, hence costlier resources will be on target

Less adaptive, less proactive:
Resources with will issue, or poor interpersonal skills. Not flexible enough to own additional responsibilities at this time of crisis. Sticking to the expectations given at the time of joining and not understanding the changed scenario and multi-task after COVID-19. Not willing to take up end to end accountability.

Continuous mentoring and monitoring
Employers, Sr Management and Managers have two choices in this scenario – invest your time in strategic planning, business acquisition, financial planning


Exhaust your bandwidth in building better understanding, repetitive training, hand-holding your team members in delivering, In such a scenario such employees are preferred who are fast learners, self-motivated, better skilled, have a better understanding, better committed, more positive and take the ownership.

Of course, certain sectors like tourism, auto, airlines, retail, are affected by the rule and even the best of the employees will have to be losing jobs here.
Or a few more have lost jobs due to traveling back to their native places or not having internet connectivity to work from home.
Its an extraordinarily challenging, demanding situation for the whole world.
Learn to prioritize the organization, if the organization lives, you live.
STAY PUT, BE FLEXIBLE. WORK MORE to align with this crisis.

Follow to read about the employment trends in India in the days to come.

-Sucheta Gour

How to survive without much difficulty after a layoff or pay cut?

Companies are contributing funds for the pandemic PM cares or any other source on one hand and, retrenching (laying off) people on the other hand/ holding vendor’s payments/ announcing for pay cuts.

When there is no money to fund their own employees’ salary, why is this ‘charity – show off’ going on is what every employee/vendor might be thinking of. It is all about maintaining balance in the ecosystem.

There are two ecosystems in which every Company operates. One, the ecosystem of the organization – the Company, its employees and their families. And second ecosystem, the actual society in which we all live the Company with its employees, workers, vendors, clients and the whole of the people in the city, state, country, and world. The company’s ecosystem is a small part of the second ecosystem, the larger one. When you support the larger ecosystem to survive is when you survive.

Similar to the instance that, you can’t exhaust all the oxygen in the air by consuming off and live on oxygen cylinders at home.

In a population of 130 cr, Around 50 crore population is in the labor category according to 2015 stats. They are at the base of every Industry. And so they serve the base of society’s ecosystem too. If this population is affected, then every project, every company, every society goes for a toss. So it becomes the utmost ethical responsibility of every individual, every government and every Company to care for this class of the society.

If there is a pay cut or layoff for someone in an executive role like us, definitely we won’t starve without food, but will sustain at least three months, though our luxuries like EMI for a home loan, car loan might get affected in a major way, our psychologies will be affected. Our luxuries, savings, and net worth will come down. But with appropriate support from family, friends, and psychologists we will overcome it. We will emerge much stronger because adaptability is our inbuilt skill when we humans were created. We are educated, smart and tactful. But the workers or labor class who are struggling to earn their daily bread to survive for the next day won’t be able to sustain even a week with no food, no money, no job scenario. We are in a much better position.

So support the Companies who are supporting the society. Let us not create a hew and cry on the compromises on our luxury. Let us bounce back better and stronger.

Follow the blog :
How to survive without much difficulty after a layoff or pay cut?
Industry employment trends after the pandemic which you can take advantage of
Employment trends / After effects worldwide after Pandemic.

-Sucheta Gour

How to Survive, Sustain and Serve this Pandemic as a Company?

How to sustain this Pandemic as a Company?
After-effects of the pandemic will be in ‘n’ numbers.
All the addressable now are for the moment.
To address the impacts and analyse the project, client and vendor behaviors, which is going to be of dynamic nature is the real challenge.
Demands, Expectations, Approach – everything is going to vary.
So plan, replan wisely.

  1. Lower your margins.
  2. Analyse costs in a diligent way and plan sustainability for the next 24 months
  3. Cut down additional costs
  4. Have only effective, flexible, integral and result oriented people in the organization.
  5. Introduce multi-tasking as a way of work.
  6. Set goals in accordance with the market scenario, measure the performance and take faster actions. Learn to be impatient to survive.
  7. Automate repetitive or less human interactive jobs
  8. Implement kaizen every quarter. Observe market changes at regular intervals. Analyse the need of the hour. Apply what works.
  9. Adopt, Implement and Adapt strategies in the least TAT
  10. Diversify in the business
  11. Take up services you considered lower level in the past for your organization.
  12. Give value adds.

Survive, Sustain and Serve

-Sucheta Gour

This lockdown has taught us the difference between need, greed and luxury.

This lockdown has taught us the difference between need, greed, and luxury.

We have arrived at a budget which is 10 – 20% % of our earnings if we exclude our EMI’s which are again luxuries.
All we needed for self and family was food and self-sufficient life without showoff.

-Sucheta Gour