Being a HR consultant, I’ve been fortunate enough to observe the rise and descent of some organisations. Not so surprisingly, one of the major factors that define the scope of winning or losing is the way businesses handle their partners—both external and internal. While many of them take utmost care in dealing with their external customers, they simply lack skills to meet the expectation of employees—their growth partners, inside the premises. And that is where the emotions of deep and bitter anger and ill-will start to penetrate, which causes the demise of a project and lead to a complete failure of a division.

In most of the cases, it is the manager who is largely responsible for the outcome. The problem persists when managers are incapable in leading a team because of their limited understanding of the way modern businesses work. And to hide that discomfort, they tend to chose those people in their team who are apparently less capable than them. If someone is more capable, the manager simply tries to cut him out of the picture.

People look for better opportunities and targets that should drive their ambitions; but beyond a point, they also want to grow as a person and look for steady growth and transparency. And if this is absent in their present organisation, there is no other option than to walk off.
Appraisals, for instance, is one fine example to substantiate that claim. I’ve seen many employees leaving their existing organisation right after their yearly appraisals. What does that signify? Are they greedy and moving to another place just for the sake of raking in some more money? Or is it the fault of management, which has not been able to give proper appraisals? My experience tells me that it is more to do with the incapability of the immediate supervisor and uncertain business practices being followed by the company.

This could have unforeseen repercussions like talent poaching by rival firms, business plans getting leaked, profit-oriented units turning negative and so on. And since the immediate managers have kept their seniors in the dark right from the beginning, it’s challenging for them to understand the reasons behind this fallout and to keep businesses profitable.
In a matter of time, an organisation can lose many employees, just because of bad people practices being followed at various hierarchy levels.

More so, the notorious deeds of a company can be spread out within minutes to the entire partner community through social media. Hence, the modern day manager needs to act like an entrepreneur who makes sure that there is enough scope for partners—be at any level —to grow and flourish.
Act before it’s too late.

 

 

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The author is a Consultant with one of the leading HR Firms in India