Accenture Introduces New Parental Policies: 22 Weeks of Adoption and Surrogacy Leave

Adoption and surrogacy leave

In another bold step towards revamping its parental leave policy, Accenture India has extended its adoption leave policies to 22 weeks of paid sabbatical from the current eight weeks, thus making it one of the first companies in India to equate adoption and surrogacy leave to maternity leave practices.

The new policy means that all types of new mothers—whether biological or adoptive ones, will now be treated equally. Applicable with immediate effect, all new mothers, (part-time or full-time), the policy will offer 22 weeks (5 months) of paid leave which is significantly more than the present statutory requirement of three months.

Adoption and surrogacy leave
Img. Src. The Gazette Review

The overall adoption and surrogacy leave benefits of will also include three months of unpaid leaves, to cater to the new demands of the new member in the family. They will also be given access to several resources such as discounted childcare services, interactive parenting workshops, employee assistance programmes, and pre- and post-maternity counselling sessions.

Parag Pande, HR lead for India and global lead for learning and talent development operations at Accenture, said that as an organization Accenture aims at becoming the most inclusive and diverse in nature.

Last year the company extended its maternal leave policies to five months that helped in the retention of women employees to a great extent. This year, they have continued similar policies to adoption and surrogacy  leave accomplishments as well—therefore attaching another feather to their parental leave policies.

“The first few months is crucial for child nurturing and to bond with the child. It is not just in case of maternity but also in the event of surrogacy and adoption. Hence we decided to extend the benefits”, Pande was quoted saying.

He also stated that this is an attempt to send out a message to all female employees that the organization cares about them concerned at such a crucial moment in their lives; and also ensure that senior high-potential women employees continue to work with the organization post- childbirth.

Regarding the policy, Saundarya Rajesh, founder and president of Avtar Career Creators & FLEXI Careers India, who works in the area of re-engaging second career women, commented that with the advent of surrogacy and adoption leave, Accenture has announced that it affirms and embraces the personal claims of the joy of an individual. It is not cutting you out because you have decided to become a mother in a way that is not the majority norm.

In August 2016, the Rajya Sabha passed amendments to the Maternity Benefit Act that aims to provide 26 weeks of maternity leave to working women and 12 weeks to commissioning mothers and introducing a provision of “work from home” for nursing mothers. However, the Bill is still pending in the Lok Sabha.

Among a handful of companies that have extended leave for adoption is Procter & Gamble, which earlier this year introduced a policy to allow employees paid leave of six months on adopting a child.

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Source: Economic Times

 

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Oshana Dias Explains Identification & Retention of High Potential Talent in an Organization

High Potential Talent

HIPOS – the talent has created a buzz in the recruitment industry. With every next organisation introducing programs to identify and retain such kind of a talent, we thought of acquiring some knowledge about the topic from Oshana Dias- Vice President, Human Resources- Brandix.

Excerpts of the discussion with Oshana Dias- Vice President, HR- Brandix

“The key for us, number one, has always been hiring very smart people.”

– Bill GatesMicrosoft

The war for talent is upon us. There is constant demand for talented skilled individuals in the current marketplace, in fact there is a clear disparity between supply and demand. In this backdrop, it is imperative that companies focus on identifying, developing, retaining and rewarding their best people for the growth and success of their organization.

Who is a high-potential (HiPo)?

Different organizations will have varying definitions of high potential talent, but in broader terms HiPos are the rising stars set to take over future leadership roles in your organization.

As per the Corporate Executive Board (CEB), high potential employees possess three key characteristics: aspiration, ability, and engagement. A high potential individual will have the ability, aspiration and engagement to rise and be successful in senior critical positions.

High Potential Talent
Img. Src. Shutterstock

High potential talent versus High performance

Mistaking a high-performing employee for a high-potential employee can be costly. The term “high performer” is often used in conjunction with “high potential,” however the two are not the same. Research has shown that high potentials are almost always high performers, but the reverse is not always true. An individual’s current performance is not an assurance of the employee’s potential for advancement.

High potential talent will demonstrate initial aptitude for their technical abilities and will have future potential to make a big impact while high performers stand out in the organization, they consistently exceed expectations, and they will have a track record of getting the job done no matter how difficult it is but may not have the potential (or the desire) to succeed in a higher-level role.

How do you identify the right candidates for your HiPo programme?

Identifying true high-potential is critical for any organization. Investing in the development of the wrong individual could mean the loss of resources, the employee and all the skills you’ve helped build.

The identification process needs to be complimented by a proper performance management tool. Performance management should not be a yearly process but be reviewed at least twice a year.  Different organizations adopt various approaches to conducting talent reviews, but most include a process for high-potential identification. High potentials are sometimes referred to as “top talent” or “top and critical talent”.

Tips on how to identify HiPos (or High Potential Talent):

1. Top vs Critical Talent: It is important to maintain a list of ‘top and critical’ talent and clearly differentiate between the two. It is essential to differentiate the two as it is easy to confuse the two genres. Someone who is critical may not be a HiPo; for example, an individual with expert skill that may be hard to find in the market and therefore is critical but might not necessarily be your next leader.

2. The 9-box grid: The 9-box grid is another technique we employ to evaluate both an employee’s current contribution to the organization and his or her potential level of contribution to the organization.

3. 360 degree appraisals for HiPos: This is used as a development Tool to help employees recognize strengths and weaknesses and become more effective.  In 360 degree appraisals, the employee’s own self-assessment is compared against feedback from his or her colleagues: direct reports, peers, managers, customers or clients.

What are your plans for your HiPo employees’ future?

Identifying HiPo employees will increase your odds of creating new businesses; key is keeping them engaged so you can retain them. Poor management and lack of growth opportunities can deter HiPo employees.

Suggested Retention Tools

Once HiPos (High Potential talent) have been identified,  have a Career development plan for them. In this plan training needs should be clearly identified. These career development chats will bring out the career aspirations of the HiPo and it will help you to align them with the organisational plans/structure.

  • Ensure the training plan is monitored
  • A % of increment in additional to standard increment should be allocated for HiPos
  • Have a communication matrix in place so that there is regular communication with the HiPos

Oshana Dias

About Oshana Dias – Vice President Human Resources – Brandix i3 (Sri Lanka)

The lady has evolved in several dimensions of Human Resource Management including Recruitment, Performance Management, Training and Development, Succession Planning, HR Systems, Resource Planning and Employee Engagement in the past decade.

Oshana is currently a HR Generalist who leads a Global HR team & has been responsible for handling the HR function in both the Apparel and IT industries in Sri Lanka. Her greatest success has been setting up the global HR Function for a fast growing global IT startup.

The best trait about Oshana Dias is her passion to bring out the best in people and make a great place to work.

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3 Reasons Millennials Leaving their Employers Within a Year

Managing Millennials

Today, the biggest challenge for companies is to find out – what it takes to get millennials work for them. Also, what strategies they must incorporate to hire the best talent from this generation. Managing millennials require out of box thinking which will keep them engaged in the organization.

Managing Millennials – Not as Easy as it seems

Let’s dive into the reasons millennials ditching their employers soon than expected based on the “Deloitte – Millennial Survey 2016” report.

Millennials in the emerging markets are the least loyal to their current organizations. In India, 76 percent millennials expect to leave their respective organizations by the year 2020.

And, you are making them leave.

Reason 1 – Negligence – Millennials feels that their development is far from complete.

Millennials believe companies are not doing enough to bridge the gap to safeguard a new generation of business leaders.

Reason 2 – Businesses have no ambition beyond profit

Millennials remain optimistic about business’ potential to do well. However, the majority of millennials held the belief that their organizations have no desire beyond profit. The new generation judges the performance of the business on how it treats people and what it does.

Reason 3 – Aligned values but off-balance purpose

In a survey, it became apparent that millennials believe the foundation of business success should be behaviors and activities that support long-term sustainability. Also, the focus must go beyond financial performance.

How to keep the millennials engaged?

There is no deny that organizations are struggling with the following questions to devise the best “millennial engagement” strategy.

– How do you earn their trust?

– How do you keep them engaged?

– How do you get the most out of them?

Here are some easiest ways to motivate the millennial workers and retain the best talent maybe forever:

Managing Millennials

1. Offer more Flexibility

Among millennials work-life balance is one of the most critical drivers of employee retention. The tech-savvy workforce can work from anywhere and at any time with an internet connection. Therefore, seemingly having to sit at a desk all day or subjective work hours is less appealing to them.

Providing occasional telecommuting, flexible scheduling or even good vacation time – on condition that performance ensures consistency. It will show your trust on them while meeting their diverse for flexibility.

2. Develop Titles and In-between Steps

Unlike their generation X siblings and Baby Boomer parents, the millennials less willing to wait 3-5 years of promotion and eager to progress in their careers. According to Jeffrey Epstein, “Managers and Department Heads can effortlessly meet their desire for career progression by developing titles and in-between steps”.

3. Give them time for personal projects

When it comes to managing millennials, the big brands like Google and 3M have had success providing employees time to work on the project of their choice. It not only boosting the innovation within an organisation but also make the millennials feel more engaged and in control.

4. Give regular feedback and encouragement

Today, millennials are more open to feedback and most of them take it in a positive way. Consciously or sub-consciously people need to know that they are being noticed.  Getting supportive feedback from the manager can make all the difference.

According to the industry speculators, it is necessary for organizations to find a balance between motivating and criticising the millennials. It is imperative for them to know right from the beginning how they are doing and how they can improve.

The bottom line

Organizations will be better positioned to retain and engage their workforce simply by obligating to understanding engagement drivers. Also, managing millennials require them to recognize differences across generations of employees.

Have you been considering the right engagement variables for your organization? Are millennials and baby boomers still considered the same and one when it comes to engagement?

As a business leader, you need to re-define your engagement strategies as per your workforce demographics. Else, you will start losing the best talent sooner than expected.

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Managing Underperformance at Work: Suggestions for Managers

Underperformance

Performance management review is one of the most challenging tasks of a manager. And, if an employee happens to be a poor performing one, then it becomes even more difficult for the manager to assess and give a proper performance review. However, one has to go on and continue working with all kinds of team members and reportees in the corporate world. So, as a manager, how would you deal with the performance or performance management of an employee who is unable to give his or her very best at work?

Managing underperformance can be one of the most stressful parts of handling a team. The problem is of course; good managers know that the vast majority of employees want to come to work to do a good job. When an employee is not performing, more often than not it is either because:

a)      They are in the wrong job

b)      They have problems outside of work

c)       They simply need more knowledge or information or understanding.

It takes a skilled and experienced manager to be expert and slick when it comes to raising poor performance. Often teams become less than enchanted with their manager when the manager fails to address underperformance, even when the impact is not extreme. One of the most frustrating experiences for a team is when they feel they are carrying a member who is not pulling their weight; frustration can turn into stress when the manager simply does nothing about it.

Ways to deal with underperformance

Nonetheless, it is the duty of a manager to ensure that all his reportees are able to give their best at work and also remain engaged for the maximum time. There are a number of ways by which a manager can deal with poor performance at work. Let’s take a look:

Underperformance

1. Have a fair and equitable way of measuring performance for all employees

2. Develop internal policies in such a way, so as to ensure proper management for under-performance. Design policies to get them right at the first place.

3. Identify the precise areas of under-performance. Exactly what element of performance is the team member not achieving? Poor performance could be associated with lack of productivity, efficiency, effectiveness, or an underdeveloped skill set. Gather clear examples and facts that clearly demonstrate the level of performance. Indulge in proper personal discussion with the employee as to what is leading to repeated poor performance.

4. Make sure that you discuss the issue and not the person. Clarify details and explore the reasons why there is an issue. At this stage do remember to carefully listen to your team member. Try and value his side of the story as well.

5. Stay relaxed, be encouraging of the employee and summarize to check your understanding of the situation.

After you have succeeded in identifying the actual problems, it’s time for you to take necessary steps.

What are the next steps that a manager should take?

After an analysis and a solid discussion with the particular team member, you can choose to take certain steps in order to be able to tactfully handle the situation. The first thing you can choose to do is reassign the task and then observe. Typical job reassignments may decrease the demands of the role by reducing the need for the following:

  • Responsibility
  • Technical knowledge
  • Interpersonal skills

However, reassigning does not ensure that the task comes out to be successful. To ensure this, the manager must avoid tactics like demotion or any other form of punishment for a temporary period. Identifying the root cause of poor performance, working on improvising it through verbal guidance is way significant than simply punishing, that ultimately results in –loss of an employee. Determine what skills can be added, which can enhance his or her performance.

On the other hand, as a final option you might have to take a call and have to release the employee of his or her responsibilities. This might occur when reassignment is not an option and a few number of given chances have also failed. This is said because, continuing to retain an underperformer might have negative consequences and eventually end up affecting your business. Therefore, be careful while it comes to dealing with poor performers. As a manager make sure to exercise your wisdom in dealing with an underperformer in your organization or your team.

The power tip for managing underperformance

Begin from being neutral and equal with all your subordinates. Identify who can play the best role in something. However, do not overlook the performance of both—top performers and poor performers. An observant attitude and amicable strategy will go a long way in doing justice to top performers and providing motivation to the poor ones.

Remember, if they cannot perform after a certain stage, they are not adding any value to their work, the organization and to the business. Therefore, a final call has to be taken regarding their position in the team and organization as a whole.

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Self-Employee-Retention Practice – The Role of Employees

CareerBuilder

We often talk about the role of employers in retaining talent through best employee retention practices. And, one of the best methods to retain talent in any organization is providing employees with ample opportunities to maintain work-life balance.

But, have we ever seen the other side of the coin? Have we ever talked about employees’ own responsibility in maintaining their work-life balance or employee retention?

CareerBuilder

Understand Your Responsibility

Certainly, being an employee you also have a responsibility towards maintaining your own work-life balance despite the fact that the core responsibility is from employers’ side. It takes two to make a quarrel! Therefore, no heavenly plan sees success until everyone participates enthusiastically.

To understand it in a better way that how employees are responsible for their own good work-life balance, time management is really crucial. Those who always have a lack of time management skills at work suffer peace of mind and lack a good work-life balance.

How to Recognize What’s Wrong?

How to recognize that you own lack of time management skills through your own actions at work? Probably these points would answer your query about rating yourself to know whether you have a good time management skills or bad time management skills.

  • Despite a moderate task, you fail to deliver it on time.
  • You spend enough time on social channels and entertainment website – Facebook, Youtube etc.
  • You take long breaks.
  • You love gossiping at work.
  • You attend lot of personal phone calls.
  • You take things for granted until you find a huge pile of work.

Considering the points mentioned above, you must have known the facts about how much you are able to maintain your time in your professional life. Even, if you own 1-2 habits out of the 7, you are prone to suffering from a bad work-life balance.

Freedom at workplace provided by your employers must not be affecting your work through your own actions occupied with negligence. If you are misusing the cool work environment of your workplace, you cannot manage you time. On the other hand, you are not enough managing your time you cannot maintain a good balance between your office and home.

The best cure to a bad time management is to utilize your office timing in completing the task first, and further anything and everything. It would not only give you full time to spend with your family at home, but you will be able to find extra time for improving your other skills at work. Moreover, it would help you cut down the stress level. Better it should be called as “self employee retention” rather solely considering it “employee retention”.

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Workplace Surveillance – How It’s Good for Employee Retention?

workplace-surveillance

“Attention: This Area is Under Constant CCTV Surveillance & You are Being Watched”

How many times have you come across this warning or have witnessed a CCTV hovering over your head? With CCTV cameras everywhere, how likely is it that your employer/client is keeping an eye on you? Basically, 99% of the time.

But the question is ‘What is the need for employee snooping’?

There are numerous reasons forcing employers to snoop their staff, including:

  • To access and improve productivity
  • To ensure quality of their customer service
  • To retain and reward their best performers
  • To avoid misuse of freedom, power and authority
  • To safeguard their workforce – health & safety reasons
  • To ensure that the company policies are not being broken
  • To comply with legal and regulatory obligation throughout the firm
  • To prevent issues such as women harassment and bullying at workplace
  • To protect business interest – prevent crime, theft or misconduct, business secrets/property

As commonly believed, workplace surveillance is not 100% invasion of privacy. But, it is to monitor the quality of staff and ongoing work. Employers also use office surveillance to recognize their top talent and sustain them for a longer duration.

Employee Retention via Workplace Surveillance – How Is It Done?

workplace-surveillance
Image Credit: Paritynews

Office surveillance helps employers understand employee behavior and ongoing workplace equations. It also helps them track individual work and monitor ongoing performance; thus enabling them to revise work policies to increase employee engagement and productivity. Monitoring internet usage, job board & social media activities and official data usage empower management to understand workforce requirements and hence, help them re-frame retention, sourcing and engagement policies.

Legalized in most part of the world, employers are allowed to snoop their employees via certain ethical methods, such as:

  1. Fingerprint Technology

Fingerprint tools are used to keep a track of employee work hours. This could be done by installing a fingerprint gadget that tracks office attendance or a punching machine that requires an employee to punch a card whenever they enter or exit office premises; hence, tracking overall working hours.

  1. Video Surveillance

CCTV cameras are installed to monitor physical activity of an employee. It tracks their behavior, physical misconduct, abuse or any other physical function that cannot be performed in a workplace.

  1. Office Computers

Companies are authorized to monitor any hardware issued by the firm to their employees. Monitoring office computers and laptops provide employers a great deal of information related to work hours, data usage and data privacy. Most of the time firms use a keylogger software to monitor work hours and data usage of their staff. These tools help them keep website records and password details used by an employee.

  1. Office Phones

As stated above, companies are entitled to monitor official hardware data usage. Official phones could be recorded for security purposes. These data are then monitored to improve the quality of work (customer service). These recordings also help employers understand the appropriate or inappropriate usage of the hardware by the staff.

  1. Personal Phones

Employers cannot monitor personal phones of their staff. However, if you are spending your work hours conversing loudly about your weekend trips, you could be disciplined for not working. Employers cannot track your personal calls, but could certainly keep a close watch at the inappropriate use of office hours.

  1. Emails & Chats

Again, employers have the authority to track your official emails and chats. But they are not entitled to monitor any personal account. However, if you are using a personal account over office hardware for business misconduct, you could be punished.

  1. Social Media Channels

Employer tracks social media account of their employees from day one. Social media channel helps them understand candidate behavior, interest and inclination towards their company culture. It helps them comprehend whether the candidate is a good fit or not.

  1. Job Boards

Tracking job board activity enables businesses to understand their retention strategies and helps in sustaining them. It also allows them to find what their employees are looking for and hence, enable them to improve ongoing employee engagement and retention policies of the firm.

  1. World Wide Web

If you wish to find something, Google it. Today, World Wide Web is confined to the world’s largest search engine – Google. Every individual using internet shares their information with Google and employers use this data to track personal plus professional information of their employees.

A Word of Caution

However, if not done rightly, employee snooping could lead to distrust issues within the workforce; causing high turnover rates and workplace stress. To avoid such situation, management needs to communicate such plans to their staff beforehand. The goal of workplace surveillance should be to improve business productivity rather than employee punishment.

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5 Simple Ideas to Make Those ‘Long Commute Hours’ Productive

Employee-productivity

Waiting for the train. Listening to the same playlist on the mobile phone or iPod. Standing for 90 minutes to 2 hours in the horde of people who will drop down at the same stop. All this contributes to a tiring and unsettling journey to and from workplace. Travel time hence appears like the most squandered time of the day, which is often one of the biggest reasons of employees leaving the job. Stress emerging out of long commute is not just limited to physical fatigue but also leads to mental disturbances, if not cured rightly.

According to a study in the American Journal of Preventive Medicine, individuals conducting longer commutes encounter bigger waistlines, higher blood pressure, and are less healthy over those who work closer to their home.

In the need to work for a great brand or simply career growth, employees- fresher, mid-level or even senior do not mind traveling to far off organizations. All that they loathe the most is the journey which seems painful to them. While, listening to music, reading books can decrease the level of agitation one can have from long commute, it too will leave the individual in the state of exasperation if that is all he or she has to do on a regular basis.  This does not mean, employees are suggested to leave their companies. However, to make that uninteresting and tedious traveling time to workplace more productive, CareerBuilder presents five simple ideas that can easily be implemented.

  1. Set your daily goals

“Successful people start their day by making a checklist of goals they wish to accomplish during the day.” says Thomas Oppong, the author of book the ‘Building Smarter Habits’. You do not need a pen and paper for any manual work. There

You do not need a pen and paper for any manual work. There is a multitude of to-do list apps out there – Evernote and Wunderlist to name a few. You can always drop down your tasks, set alerts, as well as, due dates during the commuting time to the workplace.

Employee-productivity

  1. Say ‘Hello’ to Loved Ones

Do your friends or closed ones complain that you are the busiest individual they have come across? Clear their perception by utilizing the commuting time and greet them. Socializing is one of the best ways to make your long commute appear like a short one and productive as you are certainly able to unwind while reaching out to your friends, family members or closed ones over the social platforms. All this reduces the amount of stress and tiredness one has while simply sitting/standing idle or just listening to the same music.

  1. Learn by Observing

By simply being aware and more observant while traveling can help you discover a lot of new things, which you might have been missing till now. For instance, taking a glance at what the stranger sitting next to you is reading or listening to. Observe something unique in and around your environment such as a weird individual who is yawning badly, someone yelling on the mobile phone, beautiful women who are gossiping without a pause and things that can keep you engaged. When you will ask yourself, “What did you perhaps learn out of those observances?” the answer could be ‘new engagement’, ‘new way to indulge in joy’, ‘enhanced observing and listening skills’ or may be something better than this.

  1. Clear your e-mail box

If there are pending e-mails which require your responses or even calls, then the best time to clear the important office clutter is while you are on the go. Open your laptop and send greetings, offer letters, client mails, post job ads or others during this time of the day. Morning or evening, the long-travel time will appear too short when your mind would be occupied in doing some important work, which you might not get time for while you are officially at work.

  1. Enroll in a new Language or Course

Did you ever feel like learning a new language or enrolling yourself in a course that could not be done due to your stringent work routine? There are some fantastic apps and websites, which facilitate working individuals with a flexibility to study or learn new courses online. You can hence make your commuting time productive by discovering some new knowledge that you had been long keeping on hold.

These are just a few ideas, which are easily applicable to employees who travel from public conveyance, however, the opportunities are endless. If you are agitated with your long travel time, then choosing either of the options can pave a new gateway for you to enjoy your journey and remain productive in those ‘non-working hours’ as well.

HR’s can certainly note down these ideas and convey to their employees ensuring their headcount does not decrease, employees remain productive and employee retention becomes smoother.th

If you liked the blog, share your valuable feedback on how to stay productive at @CareerBuilderIN

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Flipkart ’s Deferment Episode- Tips for Candidates to Handle Counter-Offers

Flipkart’s Deferment Episode- Tips for Candidates to Handle Counter-Offers

It is a helplessness among graduates to wait for 6 months despite getting an offer letter as happened with Flipkart. The e-commerce brand deferred the joining dates for IIM-A graduates for six months.

Confronting an awful scene of disappointment amongst the selected candidates, Flipkart offered Rs. 1.5 lakh as an additional joining bonus to all its campus recruits. The sole reason behind the delay of on-boarding graduates is that the association is experiencing a structural reformation and henceforth it needs its new candidates to experience the best of Flipkart’s experience. However, by offering the joining bonus Flipkart has proved that it is one of those few organizations to have offered such a sum to help the hires overcome the financial weight they have after graduation.

Flipkart’s Deferment Episode- Tips for Candidates to Handle Counter-Offers

Image Courtesy: indiagoonline

 What has been the impact of Flipkart’s Deferment of Grads Episode?

Flipkart’s step to postpone the joining dates may have suffered a certain loss like students dropping out on their own, but has been a profitable experience for rival startups including Paytm, Amazon and Voonik. These companies are keen on hiring the candidates who were hired at Flipkart and are ready to make them join from early August. 45 IIM students hired at Flipkart are also actively seeking alternative options. Recruiters have hence taken active steps to bring these candidates on board at the earliest where candidates are also finding hope over dissatisfaction, which they had to face with the delay in joining dates with Flipkart. The disappointment is deep but the opportunities can never fade off with skilled talent.

How Candidates can Handle Counter Offers? – Tips from HR

Not having the choice to join, failure to pay back education loan, feeling like unemployed for six months and in particular sitting idle at home are some of the worst feelings, which dampen most candidates particularly fresh graduates. In circumstances like ‘Flipkart Episode’, many students wonder if they will really be joining after 6 months and that shaky feeling tends to kill them. Here the HR experts bring you some of the great tips to overcome job fear and manage counter offers in any of such tricky circumstances:

  • Think What you are Leaving Behind

It was a tough decision as you thought long about what path you must take. But, if you have made up your own mind to leave then make sure it helps you progress. You would find many companies standing with an offer letter in hand with possibly an immediate joining as well. Give a second thought whether your wait for the already joined company is worth to work for a brand or financial responsibilities and job insecurity is calling you more. For a graduate, it is significant to have a good experience with a good company over job security as the opportunities for grads to grow are endless. If a brand has promised to make you join after a certain date, wait to experience the difference after the delay. Ponder over your needs at the beginning of your career. Is it the money? Is it the company? Is it the work culture? Or is it the job security?

  • Startups Are a Good Way to Start

Many grads are anxious about joining a startup considering a job risk associated.  Heard about Paytm, Zomato, MobikWik, and Myntra? All these brand names were once struggling startups. Employers of these organizations have devoted their heart and soul into making these companies the top-notch brands of today, which help you find the best restaurant, pay your household bills online, recharge within flip of seconds or shop anything or everything from the comfort of your home. Thus, believe that startups have evolved to create abundant opportunities to candidates. The best part about joining a startup as a counter-offer is you get to work with young entrepreneurs who welcome new ideas, allow freedom of creativity and on top of that, they believe in your skills. As far as stability is concerned, organizations – new or old, are always in hunt for its best players. If you think you have those abilities to master the role, accepting an offer letter from a startup brand is a good choice to make.

  • Reject Politely

If you are to refuse an offer letter, then make sure you do it graciously. Whether it is the current company from where you just received an offer or the new company that is calling you to join them at an earlier date, there is no requirement of burning any kind of bridges. Realize that you may have to work with the same manager again in the future. Therefore, make a rejection on a polite note so that you, as an individual talent, is remembered wherever you stay and work.

While, the Flipkart news about postponing its graduates has created an environment of frustration among candidates, it is never the end of the road. Your career graph is too wide to wait for another 6 months or join a company that has something better to offer. “Acting mindful always helps when situations like these tend to bring you down.”

 

Hope you enjoyed reading the blog, share your valuable views at @CareerBuilderIN

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