Monday, December 17, 2007
Friday, November 30, 2007
connecting with life!
Job-Part of Life Cycle
While meditating on the issue of retaining and attracting people, I realised, that every organisation in every industry is facing the similar problem in the background of this truth, that the world is fast changing, it is becoming flat, and people are exposed to so much information that knowledge can be acquired by anyone and at anytime (smart people are utilising it for good), work life cycle is decreasing, “Work Life Cycle”. In the given situation like this one, retaining and attracting people is a major challenge indeed. (We are assuming all are talented people with college education, who are evolving fast).
In the scenario where expectations are high on both sides’ i.e. prospective happy employees and prospective happy companies, how to keep balance is the question.
I will take side of the happy workers because I like them.
One way to find a solution is by asking what are the needs, wants and motivations of an employee through the various stages of his work life cycle and how can it be mapped.
Before we go ahead…an important trend we all are seeing and hearing is “People Need Work and Life” i.e. work and life balance and another trend we'll see in next 15 years, is the shift in the way people will look at work, change in the attitude. “Work Is Part Of Life”and not life.
At present we will be mostly focusing on how to balance needs and motivations with “Work & Life” through the various stages of our happy workers work life cycle. (In the scenario were working life is declining)
Chart: C1- Curve one is a 20 yrs life cycle
C2- Curve two is a 10 yrs life cycle
In stage one our happy workers look for:
Learning (initial 1-4 yrs): To acquire soft skills, people skills, technical/professional skills, mastering ones subject or chosen field, independence to think and act, developing managerial skills.
Basic motivations: Wants to acquire needed skills and then wants to implement / demonstrate them to validate the learning (unlearn and learn from mistakes).
What he wants from happy HR people: Training (not the class room type), nice and encouraging boss, opportunities to demonstrate skills, environment where mistakes are seen positively….
In stage two our happy workers look for:
Growth (3-9yrs): To acquire various challenging work experiences and greater responsibilities. They also seek respect, status, money, independence to think & act, acquiring/updating knowledge & developing leadership skills.
Basic Motivation: Wants to acquire experience in the chosen area/subject/field and validate them by learning new skills (unlearn and learn from mistakes), Better standard of living, indulgence in luxury and savings.
What he wants from happy HR people: Give me five reasons, what would he want?
In stage three our happy workers look for:
Stability (10yrs+): Sharing experiences and mentoring, Authority, Challenges (e.g: leading the company), acquiring/upgrading knowledge and developing/identifying management style.
Basic Motivation: Exploring new avenue to grow personally, sustaining the Job and standard of living.
What he wants from happy HR people: Give me five reasons, what would he want?
HR is not my area of expertise, I came across the issue of people management from HR perspective only because my client/the account i handle needs solutions on attracting and retaining talent. So, please do incorporate your views on how to make more happy workers and happy organisations.
While meditating on the issue of retaining and attracting people, I realised, that every organisation in every industry is facing the similar problem in the background of this truth, that the world is fast changing, it is becoming flat, and people are exposed to so much information that knowledge can be acquired by anyone and at anytime (smart people are utilising it for good), work life cycle is decreasing, “Work Life Cycle”. In the given situation like this one, retaining and attracting people is a major challenge indeed. (We are assuming all are talented people with college education, who are evolving fast).
In the scenario where expectations are high on both sides’ i.e. prospective happy employees and prospective happy companies, how to keep balance is the question.
I will take side of the happy workers because I like them.
One way to find a solution is by asking what are the needs, wants and motivations of an employee through the various stages of his work life cycle and how can it be mapped.
Before we go ahead…an important trend we all are seeing and hearing is “People Need Work and Life” i.e. work and life balance and another trend we'll see in next 15 years, is the shift in the way people will look at work, change in the attitude. “Work Is Part Of Life”and not life.
At present we will be mostly focusing on how to balance needs and motivations with “Work & Life” through the various stages of our happy workers work life cycle. (In the scenario were working life is declining)
Chart: C1- Curve one is a 20 yrs life cycle
C2- Curve two is a 10 yrs life cycle
In stage one our happy workers look for:
Learning (initial 1-4 yrs): To acquire soft skills, people skills, technical/professional skills, mastering ones subject or chosen field, independence to think and act, developing managerial skills.
Basic motivations: Wants to acquire needed skills and then wants to implement / demonstrate them to validate the learning (unlearn and learn from mistakes).
What he wants from happy HR people: Training (not the class room type), nice and encouraging boss, opportunities to demonstrate skills, environment where mistakes are seen positively….
In stage two our happy workers look for:
Growth (3-9yrs): To acquire various challenging work experiences and greater responsibilities. They also seek respect, status, money, independence to think & act, acquiring/updating knowledge & developing leadership skills.
Basic Motivation: Wants to acquire experience in the chosen area/subject/field and validate them by learning new skills (unlearn and learn from mistakes), Better standard of living, indulgence in luxury and savings.
What he wants from happy HR people: Give me five reasons, what would he want?
In stage three our happy workers look for:
Stability (10yrs+): Sharing experiences and mentoring, Authority, Challenges (e.g: leading the company), acquiring/upgrading knowledge and developing/identifying management style.
Basic Motivation: Exploring new avenue to grow personally, sustaining the Job and standard of living.
What he wants from happy HR people: Give me five reasons, what would he want?
HR is not my area of expertise, I came across the issue of people management from HR perspective only because my client/the account i handle needs solutions on attracting and retaining talent. So, please do incorporate your views on how to make more happy workers and happy organisations.
Tuesday, November 06, 2007
Sunday, May 27, 2007
Connect like the way STARS do
We have an insatiable desire to be different. This desire to be different from people around us is so strong that even 1-degree of separation makes us feel special about ourselves. No wonder that’s why we aspire for various things.
Commercial brands do this all the times i.e. finding ways to differentiate themselves from other brands, but are unsuccessful connectors. Most of the brands try hard but sadly still finding the answers. One reason is- they are trying to answer the wrong question “How should i connect?”
Look at STARS / POPULAR SINGERS (Michael Jackson, Madonna, Elvis Presley) they are true connectors. They market themselves uniquely. They are open to people, they talk about themselves and also, lets people to talk about them. What happens…they do what they like and showcase their qualities to “all the people” (consumers) and if people like them, these STARS (P. Diddy; Sean John) have a “select fan followings” (T.Group) to cater to. These fans “choose” the STARS for their “unique qualities”, not other other way round.
Once STARS identify which “select people” like them and for "what reasons”, they try to understand what they want and fulfill their needs by offering more music/movies or products.
So, what are they doing right that commercial brands are failing to do. The answer is STARS don’t ask, “How should I connect?” instead they freely showcase there Unique Qualities, then identify “who wants to connect with them” and then tailor make their offerings (entertainment) and satisfy there TG. In the process they make millions and a stong brand name.
Few new age commercial brands that have taken this route to connect with people are handful, I can think of only “Apple”, Puma, & “Google” right now, but I am sure in coming years this is the only way to connect with people.
Make people choose you, than you choosing people.
Commercial brands do this all the times i.e. finding ways to differentiate themselves from other brands, but are unsuccessful connectors. Most of the brands try hard but sadly still finding the answers. One reason is- they are trying to answer the wrong question “How should i connect?”
Look at STARS / POPULAR SINGERS (Michael Jackson, Madonna, Elvis Presley) they are true connectors. They market themselves uniquely. They are open to people, they talk about themselves and also, lets people to talk about them. What happens…they do what they like and showcase their qualities to “all the people” (consumers) and if people like them, these STARS (P. Diddy; Sean John) have a “select fan followings” (T.Group) to cater to. These fans “choose” the STARS for their “unique qualities”, not other other way round.
Once STARS identify which “select people” like them and for "what reasons”, they try to understand what they want and fulfill their needs by offering more music/movies or products.
So, what are they doing right that commercial brands are failing to do. The answer is STARS don’t ask, “How should I connect?” instead they freely showcase there Unique Qualities, then identify “who wants to connect with them” and then tailor make their offerings (entertainment) and satisfy there TG. In the process they make millions and a stong brand name.
Few new age commercial brands that have taken this route to connect with people are handful, I can think of only “Apple”, Puma, & “Google” right now, but I am sure in coming years this is the only way to connect with people.
Make people choose you, than you choosing people.
Evolving in the evolving society
Information (data+ analysis) + Observation = Knowledge + practicing knowledge = Exposure + interest = Experience + acceptance of people, situations and things around us = Wisdom.
Connection Granted!
Marketers have finally found a way to connect with there TG without annoying them. The service provider, "mGinger", who have started this service to save all of us.
I get some you get some. This funda is working for marketers and the consumers. Get paid to get ads on your mobile phones.
Check the link below and try for yourself.
http://www.mginger.com/index.jsp?inviteId=437579
I get some you get some. This funda is working for marketers and the consumers. Get paid to get ads on your mobile phones.
Check the link below and try for yourself.
http://www.mginger.com/index.jsp?inviteId=437579
Tuesday, March 27, 2007
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