Recently in a column E. Balaji, MD & CEO, Ma Foi Randstad said that "I am convinced that businesses need to act like organised ‘engagement exchanges' that promote, mentor and align employees' engagement with other internal and external stakeholders. Employers will have to host the conversations, networking activities and collaborations between employees and external stakeholders."
That brings to the point, once again, the importance of communication and networking in engaging employees. Having said that, the importance of communicating the right message at the right time is even more important. Yesterday, out of the many commercials that I am forced to see on the television, two stayed in the mind for different reasons. The one was of Toshiba laptops which had Sachin Tendulkar sprinting across a 'digitized pitch' amassing more & more runs and of course glory. A commentary in the background further eulogized the 'performance' of Sachin and drawing the same parallel to Toshiba's product performance. The other one was that of Birla Sun Life Insurance which featured Yuvraj Singh. The ad made him say in hindi which when translated meant that '...until the time one is performing, scoring runs, everything seems to be alright and everything follows you. but one day, when the runs dry-up, then things change overnight and you do not seem to be in-demand anymore.'
Going by India's miserable performance in England in the on-going test series, the first ad is definitely ill-timed. The audience (cricket-crazy fanatics) is generally furious over India's test debacle and losing the number one test position so meekly. At such a juncture, Toshiba's ad is sure to add salt to the seething fresh wounds of the fans. The communication is ill-timed and is a sure disaster for the brand. On the other hand, Birla's ad is sure to generate some sympathy and empathy for the protagonist and shall gel very well with the element of ‘uncertainty’ and 'risk-coverage' highlighted in the advertisement. The latter ad-communication is much more appealing and engaging.
The same is true when communicating with employees. organization must wisely choose the messgae and the timing keeping in mind the context. I call it 'contextual communication'. The importance of judging the context before choosing the message and time of delivery is key. Otherwise no matter how well the message has been crafted, it shall fail to achieve what it set-out for in the first place; worst it shall boomerang.
Showing posts with label Ma Foi Randstad. Show all posts
Showing posts with label Ma Foi Randstad. Show all posts
Tuesday, August 16, 2011
Friday, October 22, 2010
Mobile Tracker
'Indian employees are most eager in the world to change jobs in the next six months, a survey by global HR service provider Ma Foi Randstad said.
The 'work monitor' survey shows the extent to which employees are thinking of changing their jobs in the short-term compared with other countries in the world.
"India's mobility index is 140-- the highest in the world-- followed by Mexico, China and Turkey. This index shows that Indians are most open about shifting their jobs in the next six months," the survey said. The lowest employee mobility is seen in Luxembourg, Italy and Hungary.
"We hope the report contributes to enhance understanding of employee sentiments for organisations in India. In addition, this survey over a period of time will guide employers to direct their efforts to align workforce and raise engagement levels to optimise profitability," Ma Foi Randstad managing director K Pandiarajan said. The survey revealed that 80 per cent of the employees in India are open for a different job.
Moreover, employees in the salary bracket of Rs 5-10 lakh are the least mobile in India, while in the US the professionals in junior to mid career (USD 45,000-50,000 salary brackets) levels are the most mobile.' 'Indian workforce most mobile in world: Survey
India today represents the epi-centre of opportunities primarily beacuse of the growing markets and largely un-tapped consumer base. At the same time availability of comparitively cheaper but skilled labour acts as a force-multiplier. But as much this workforce is a potential, it is also a threat because of its enormous mobility. The key is not only to tap into this workforce but to understand them and engage them strongly with the organization. The challenge is same for all the HR leaders and managers in similar emerging markets, which have traditionally equated managing human resource to maintainence functions. Remember, Engagement is key!
The 'work monitor' survey shows the extent to which employees are thinking of changing their jobs in the short-term compared with other countries in the world.
"India's mobility index is 140-- the highest in the world-- followed by Mexico, China and Turkey. This index shows that Indians are most open about shifting their jobs in the next six months," the survey said. The lowest employee mobility is seen in Luxembourg, Italy and Hungary.
"We hope the report contributes to enhance understanding of employee sentiments for organisations in India. In addition, this survey over a period of time will guide employers to direct their efforts to align workforce and raise engagement levels to optimise profitability," Ma Foi Randstad managing director K Pandiarajan said. The survey revealed that 80 per cent of the employees in India are open for a different job.
Moreover, employees in the salary bracket of Rs 5-10 lakh are the least mobile in India, while in the US the professionals in junior to mid career (USD 45,000-50,000 salary brackets) levels are the most mobile.' 'Indian workforce most mobile in world: Survey
India today represents the epi-centre of opportunities primarily beacuse of the growing markets and largely un-tapped consumer base. At the same time availability of comparitively cheaper but skilled labour acts as a force-multiplier. But as much this workforce is a potential, it is also a threat because of its enormous mobility. The key is not only to tap into this workforce but to understand them and engage them strongly with the organization. The challenge is same for all the HR leaders and managers in similar emerging markets, which have traditionally equated managing human resource to maintainence functions. Remember, Engagement is key!
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