Flirting For Benefits

There is this company that I know pretty well. I know several people who have worked over there or are currently employed with the company. It is a global company with offices in several countries (more than 40) across the globe. Though it has a decent name in the industry it operates in, I have heard there are several internal issues. Some people have all the power and they are running the company as a family run business. Well, that is not the reason why I wrote this blog.

I have heard that some key people in the management are known to flirt with women and they shower certain women employees with benefits. These benefits include promotions, increments, opportunities to travel abroad and so on. I have also heard that some women employees have had a unbelievably fast growth trajectory. There is a particular female in the India office; as per some of the people in senior leadership, she has slept her way to an important position in the organization. All this is widely discussed - I am surprised that it neither bothers those people in the top management nor those women employees!! It is extremely unethical and for an old school person like me, it is absolutely disgusting. Well, that is ALSO not the reason why I wrote this blog.

I came to know that one woman employee - who is widely believed to have benefited from these practices - recently acknowledged it. Apparently, she told 2 other employees that it is the fastest way to grow in the company. As per her, the management is full of old lustful men and one can get several benefits by flirting with them or giving them 'some freedom'!!! One of the other female employees - who was part of the conversation - acknowledged it and called her boss a disgusting pervert. For some reason, this brought a smile on my face. I am certainly not under any kind of delusion that it would change such men - at least in that company. May be I smiled because more people came to know about the disgusting practices. May be I smiled because at least these women know what they are doing. May be I smiled because no matter what these men think of themselves, most employees think of them as old, sleazy, lustful, perverted men. And this is the reason why I wrote this blog!!!

Trust???

When he put down his papers, the HR told him that the company would hold to 1.5 months salary, "as per company policy". When pointed that the policy is for 1 month, the HR representative asked to "trust the company". 

You are holding on to salary, you have held back variable component, you have blocked sites like Gmail, LinkedIn etc., you have blocked USB drives and you are asking about trust!!!???!!! Hilarious!!!

Corporate Lessons from 'Titanic'

Situation - There is this company, which is not in a very healthy state. Most of the senior leadership acknowledges that without significant efforts and infusion of capital, the company would be in "big trouble". Employees are worried.

Advise to employees from someone in the Senior Management (lets call this person 'Victor Victor') -

1. Titanic (i.e., the Company) has hit an iceberg. It cannot be fixed by people (i.e., employees) on board
2. There are few options available to passengers and crew members (i.e., employees)
3. Option 1: Wait for someone knowledgeable and resourceful (i.e., investor) to come and fix the ship
4. Option 2: Wait for a big ship (i.e., a large firm in the same domain) and rescue (i.e., hire) you
5. Option 3: Wait for a small boat (i.e., a small firm in the same domain) and rescue (i.e., hire) you
6. Option 4: You have the option of jumping in the water (i.e., leave without a job or leave for a company that does not do justice to your experience, profile etc.). Don't jump in water!!!

Great analogy and all very good suggestions from 'Victor Victor'.

But don't forget.....the ship is still sinking!!! 

Don't wait for too long. Find that threshold beyond which jumping in water and trying to stay afloat is a better option. Else the ship would sink and will take you down with it.

When employees no longer trust their management

Employees leave organizations for various reasons. It could be for better compensation, better opportunities, lack of recognition, personal reasons, for not getting along with an individual/team etc. 

For a good/valuable employee, organizations can make changes to ensure that the employee reconsiders the decision.

However, if employee is leaving because "they have lost faith in the immediately as well as top management", it is worrisome. And if several employees leave for the same reason and others are looking for a job, it requires immediate action. 

Trouble is who will take those actions and who would try and convince the employees....the very same people who the employees no longer trust?