Comments on: Redesign Your Org to Retain Your Talent http://rachnaunedited.wordpress.com/2008/06/30/redesign-your-org-to-retain-your-talent/ Sat, 24 Oct 2009 10:08:03 +0000 http://wordpress.com/ hourly 1 By: Rachna http://rachnaunedited.wordpress.com/2008/06/30/redesign-your-org-to-retain-your-talent/#comment-106 Rachna Tue, 08 Jul 2008 14:37:53 +0000 http://rachnaunedited.wordpress.com/?p=72#comment-106 Sudeep, These changes have to be systemic, in the org design itself. The struggles you are mentioning are very likely if teams/pockets/individual managers try them out. Thanks for the observation! Sudeep, These changes have to be systemic, in the org design itself. The struggles you are mentioning are very likely if teams/pockets/individual managers try them out. Thanks for the observation!

]]> By: Sudeep http://rachnaunedited.wordpress.com/2008/06/30/redesign-your-org-to-retain-your-talent/#comment-105 Sudeep Mon, 07 Jul 2008 10:49:28 +0000 http://rachnaunedited.wordpress.com/?p=72#comment-105 I have a comment about the loan roles...i tried with 2 of my team members by sending them into loan roles..i am having difficulty in getting the loan repaid though its much past its due date...this sounds easy (and that's why i fell for it)..but has its dark side... As for Rota & Rev roles.... not everyone can be a square peg in a square hole...and the pegs (in my team's context) who can fit in, normally tend to be the ones who have many square holes awaiting them...what would you suggest the kind of additional roles for people who are round pegs...square holes? I have a comment about the loan roles…i tried with 2 of my team members by sending them into loan roles..i am having difficulty in getting the loan repaid though its much past its due date…this sounds easy (and that’s why i fell for it)..but has its dark side…

As for Rota & Rev roles…. not everyone can be a square peg in a square hole…and the pegs (in my team’s context) who can fit in, normally tend to be the ones who have many square holes awaiting them…what would you suggest the kind of additional roles for people who are round pegs…square holes?

]]> By: Rachna http://rachnaunedited.wordpress.com/2008/06/30/redesign-your-org-to-retain-your-talent/#comment-103 Rachna Tue, 01 Jul 2008 08:43:36 +0000 http://rachnaunedited.wordpress.com/?p=72#comment-103 That's the challenge with young folks - telling Nikki that spinach is good for her is not easy! :-) Long-term career plg does seem to be a four-letter word for the young and restless ;-) Though, to be fair, I have seen some of the younger folks take on nicely to rota/rev/loan roles - what helps is timely and ongoing counselling. Once they see substantial learning coming in, along with a premium tag of having got a role-augmentation does help calm the restlessness. Vijay, how about a rota-role for me? :-) That’s the challenge with young folks – telling Nikki that spinach is good for her is not easy! :-)

Long-term career plg does seem to be a four-letter word for the young and restless ;-)

Though, to be fair, I have seen some of the younger folks take on nicely to rota/rev/loan roles – what helps is timely and ongoing counselling. Once they see substantial learning coming in, along with a premium tag of having got a role-augmentation does help calm the restlessness.

Vijay, how about a rota-role for me? :-)

]]> By: Vijay http://rachnaunedited.wordpress.com/2008/06/30/redesign-your-org-to-retain-your-talent/#comment-102 Vijay Tue, 01 Jul 2008 08:17:05 +0000 http://rachnaunedited.wordpress.com/?p=72#comment-102 Focus of our workforce/talentforce is often personal progression in terms of $, title and city location etc. Consequently, the progression in terms of learning and capabilities takes a back seat. Your idea of rota/rev/loan roles is great and I have personally used them to great effect. The problem still remains with people not willing to get to rota/rev/loan roles. The challenge, threfore, is to make people see that the organisational nooks and crannies that you recommend are really growth enablers. When we have established the fact that those who go thru this process are bigger achievers there will be a clamour for such roles. Well said Rachna. Keep going. Focus of our workforce/talentforce is often personal progression in terms of $, title and city location etc. Consequently, the progression in terms of learning and capabilities takes a back seat. Your idea of rota/rev/loan roles is great and I have personally used them to great effect. The problem still remains with people not willing to get to rota/rev/loan roles. The challenge, threfore, is to make people see that the organisational nooks and crannies that you recommend are really growth enablers. When we have established the fact that those who go thru this process are bigger achievers there will be a clamour for such roles.

Well said Rachna. Keep going.

]]> By: rachnaunedited http://rachnaunedited.wordpress.com/2008/06/30/redesign-your-org-to-retain-your-talent/#comment-101 rachnaunedited Tue, 01 Jul 2008 06:33:43 +0000 http://rachnaunedited.wordpress.com/?p=72#comment-101 Thanks for the encouraging comments! I believe its time for organizations to look at some radical org design changes to create a mesh to accomodate and grow talent, particularly the young and restless. Traditional rotation and promotion policies are myopic and simplistic solutions - like building flyovers to solve Bangalore's traffic problems :-) And guys, I am experimenting with leaving aside naughty humor for the time being!! Thanks for the encouraging comments!

I believe its time for organizations to look at some radical org design changes to create a mesh to accomodate and grow talent, particularly the young and restless. Traditional rotation and promotion policies are myopic and simplistic solutions – like building flyovers to solve Bangalore’s traffic problems :-)

And guys, I am experimenting with leaving aside naughty humor for the time being!!

]]> By: Senior http://rachnaunedited.wordpress.com/2008/06/30/redesign-your-org-to-retain-your-talent/#comment-100 Senior Tue, 01 Jul 2008 04:22:09 +0000 http://rachnaunedited.wordpress.com/?p=72#comment-100 This is contrarian to the popular theory and hence very refreshing. The popular theory is based on "career planning / pathing / growth" which to my mind are anticoncepts (an anti-concept is an unnecessary and rationally unusable term designed to replace and obliterate some legitimate concept - for more on this read Ayn Rand) as opposed to more real principles / practices like "Play to people's strengths", "Careers fit people - not the other way round"...Just look around you and figure out how many careers (including yours) were planned. This is contrarian to the popular theory and hence very refreshing. The popular theory is based on “career planning / pathing / growth” which to my mind are anticoncepts (an anti-concept is an unnecessary and rationally unusable term designed to replace and obliterate some legitimate concept – for more on this read Ayn Rand) as opposed to more real principles / practices like “Play to people’s strengths”, “Careers fit people – not the other way round”…Just look around you and figure out how many careers (including yours) were planned.

]]> By: Anamika http://rachnaunedited.wordpress.com/2008/06/30/redesign-your-org-to-retain-your-talent/#comment-99 Anamika Mon, 30 Jun 2008 22:40:33 +0000 http://rachnaunedited.wordpress.com/?p=72#comment-99 On employee care, I really admire the new media companies like Yahoo and Google. Believe it or not, free food on demand has been a great motivator. I suppose intellectual stimulation zones which combine pursuit of hobbies, relaxation and experimentation can be great ways to de stress and also generate ideas that can further enrich roles and help people grow as individuals. Great thoughts in your article. Missed your sardonic sense of humour here though! On employee care, I really admire the new media companies like Yahoo and Google. Believe it or not, free food on demand has been a great motivator. I suppose intellectual stimulation zones which combine pursuit of hobbies, relaxation and experimentation can be great ways to de stress and also generate ideas that can further enrich roles and help people grow as individuals. Great thoughts in your article. Missed your sardonic sense of humour here though!

]]> By: Joel Indrupati http://rachnaunedited.wordpress.com/2008/06/30/redesign-your-org-to-retain-your-talent/#comment-98 Joel Indrupati Mon, 30 Jun 2008 08:47:31 +0000 http://rachnaunedited.wordpress.com/?p=72#comment-98 Nice post. Your 3R formula is wonderful for HR people. It can certainly motivate and retain staff who seem eager to move on, but are bored with current status and feel uncared for, when it comes to 'career growth'. Though I feel that the 'rev' coinage could be something better in the nomenclature than that you propose. Its a fresh new look at the job enrichment act. Keep writing. :-) These are good insights. Nice post. Your 3R formula is wonderful for HR people. It can certainly motivate and retain staff who seem eager to move on, but are bored with current status and feel uncared for, when it comes to ‘career growth’. Though I feel that the ‘rev’ coinage could be something better in the nomenclature than that you propose. Its a fresh new look at the job enrichment act. Keep writing. :-) These are good insights.

]]> By: Sarosh http://rachnaunedited.wordpress.com/2008/06/30/redesign-your-org-to-retain-your-talent/#comment-97 Sarosh Mon, 30 Jun 2008 05:39:49 +0000 http://rachnaunedited.wordpress.com/?p=72#comment-97 Rachna this is one more of those really interesting articles and a real eye opener from your end. I can vouch for this myself being in the growth phase of the learners curve. Wish I could write as well as you :-) However, i do look forward to many more such articles from you. Rachna this is one more of those really interesting articles and a real eye opener from your end. I can vouch for this myself being in the growth phase of the learners curve. Wish I could write as well as you :-) However, i do look forward to many more such articles from you.

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