Global Trends

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Stand up call – That is the start for most of the IT professionals today. Despite several thoughts in their mind, it has become a routine to our IT professionals to record their attendance in their team call in midst of the traffic; brushing; breakfast,etc,. As the name states, it is definitely not a stand up call, it is a running call for the IT professionals to start their day with numerous questions in their minds.


After all, it is a To-do list given by their managers that is in turn assigned by the clients to their respective vendors. While the employee(s) pretends to understand their everyday To-do list, the burning questions in among the IT-ians today are:

  • ✔ Am I in the next H1B list?
  • ✔ Would my current rating impact the next salary hike?
  • ✔ Am I paid in par with the industry standards?
  • ✔ Does my manager really keep the super boss informed about my efforts? Or should I start Cc-ing every super boss in the email?
  • ✔ Should I update my Resume in the job portal?
  • ✔ Would my HR be able to answer my queries?

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Employee Connect – A Calendar invite or A Real connect?

The connect sessions are the key to the employer to understand the pulse of the employee. It is necessary to close the query or requests, rather keep it unattended. It has become a practice to the Organizations, that a connect session with the employees are conducted, with a schedule to ensure that the forum is provided for them to speak. How often the company realizes that it has always been a calendar invite – either the employee's absence is high or the forum is just an introduction session?


Connect should be a healthy forum to make proactive retentions for the Organization. It should make the employee realize the value & benefit of the session. A connect can definitely make many proactive retentions and reduce the grievances among the employees. A healthy connect may produce results of productive employees in their Organization. Start planning for a meaningful connect(s) with your employees at work place. The Managers are not the only authorities to connect. The Management should take higher responsibilities in tracking and maintaining minimal or zero unattended questions to the employees.


Let us make our work place connected!



Maslow’s Theory – How does it apply now?

Maslow's hierarchy of needs is a theory in psychology proposed by Abraham Maslow in his 1943 paper "A Theory of Human Motivation" in Psychological Review. Maslow subsequently extended the idea to include his observations of humans' innate curiosity. His theories parallel many other theories of human developmental psychology, some of which focus on describing the stages of growth in humans. Maslow used the terms "physiological", "safety", "belonging" and "love", "esteem", "self-actualization", and "self-transcendence" to describe the pattern that human motivations generally move through. [Source: Wikipedia on the theory]


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While this is the basic that we have learnt so far, let us compare the stages of human life from the Industry perspective. The Stage 2 – “Safety” is the most debatable topic in today’s scenario. It all starts with a need of a job for living. Hence, it was termed as “Job Security”. Over a period of time, the individual does not realize to elevate to the next level and ensures to concentrate on the job security in several ways.


While the Belongingness and Self needs automatically follows in an individual(s) life, the Work –Life balancing is never given importance, in current scenario. The employee intends to perform “More” and deliver “More” to move forward in the career ladder and fight the Organization politics. Let us zoom in the scenario to understand more about this. Irrespective of the hierarchy in an organization, the situation is the same.


  • ✔ How many individuals, in today’s scenario invests time in identifying the “Self – Actualized” state, while they have not reached Stage 4?
  • ✔ How many leaders in the organization act as the mentor for their employees rather questioning the team on the targets?
  • ✔ The career ladder or the human motivation has become Self-centric for the individuals. This prohibits them to move forward to the “Self-actualized” state.

To identify a self-actualized employee in an organization, it involves immense behavioral change and coaching to the individual to make them realize to move forward. Do we have an existing coaching model in current scenario?


It is time for the Organization to make the leaders, “Self- Actualized” rather highlighting only on the targets. The Goals or the Metrics that an organization derives can also concentrate in balancing work life and make individuals move forward in the Theory of Human Motivation.


Let us think! Realize & Act!


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