Financial Planning for Employees

One of my friend consulted me on switching his job. I was aware that his employment was quite good. I wondered why he wanted to switch his job. He said he was not happy with his compensation. I asked his compensation and found that he was compensated above par the industry standard. An in-depth discussion with him revealed that his problem was not in his salary but in his surmounting expenses due to his ‘Beyond his means’ lifestyle.

He and I had a debate on if there can be any SATISFACTORY salary at all. My past researches have shown that employees with all grades of salaries lament for more. A large number of employees are victim of “Consumerism” and “Poor Personal Financial Planning” and try to live beyond their means. They are always complaining about the low salaries, are less productive at job and more likely to swicth jobs frequently.

On other hand, financially stable employees are more productive, more satisfied with their jobs. Such employees are stable in their jobs and often an asset to the organization.

Our discussion ended with both of us agreeing that, salaries can never be satiusfactory if the financial planning is poor. The key to satisfaction lies in better financial planning. Employees who are good financial planner make more out of the same salary.

There is a saying in finance, “expenses will expand to cover the income“. So what ever be the salary, employees with poor financial planning skills always live under monetary pressures. They survive paycheck to paycheck and switch jobs to increase the cash flow. Adding to their woes is the ever- rising cost of living, increasing credit card dues, and impulsive buying behaviors.

Role of HR in Employee’s Personal Financial Plannings: What and Why?

While financial planning is an employee’s personal responsibility, however, this aspect impacts the productivity of the employee which is a concern for the organization. HR can have a proactive positive role in this, thus helping employees as well as organization.

A few activities that HR can do to improve the financial planning skills of the employees are:

1. A positive cash flow is necessary for financial health. This can be maintained only when we expend less than what we earn. HR can take initiatives to encourage employees to do regular savings and investments.
2. Most employees do not have any finanical training. If HR can conduct trainings on personal finance planning by an expert, employees will be better equipped.
3. Overspending on the Credit Card is a major problem worldwide and I believe HR can play a big role in ti. HR can encourage employees to reduce credit card spendings by sending e-mails, putting posters on notice boards and via other channels of communication.
4. If possible HR can tie-up with some financial advisor who can act as a helpline for employee to discuss their financial planning needs.

Financially sound employees = More productivity = Less attrition – Happy HR! Sounds a good financial equation!

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Resolution for 2011

I quit smoking in November 2009 and kept it for whole 2010 and I am sure the ‘Butt’ is not going to hit me back.  By the later half of 2011 I tried controlling my personal finances, whipped the attractive “Consumer OFFERS”, skipped many “Buying Impulses” and used the savings to get rid of my debts especially Home Loan – large part paid off now.

Now when I think of the stressful life of continued chain smoking and hassles of paying the agonizing monthly installments – I think I am out of hell. By end of the year I experience both these factors significantly improved my professional as well as personal life.

My personal Resolution for 2011 – Focus of health, financial stability, freedom from stress, better relations at work, more productivity at work and motivating others to meet their 2011 resolutions. Wish me luck!

How does this improved my life at work?

After I quit smoking the frequency of the breaks that I used to take has reduced by 80% which means more time at desk. Now I am more productive and less distracted at work. A debt free life gives one more confidence and less stress. Financial stress is the biggest reason that prompts employees to look out for another jobs – Financial stability = less attrition.

My suggestions to organizations in 2011

While HR will have many resolutions for 2011, I have two suggestions that they should include in their list to improve productivity and decrease attrition:

1. Motivate employees to Quit Smoking: Organizations should spend time and resources on motivating employees to quit smoking. This can be done by organizing No Smoking Days at least once a week where they should urge employees not to smoke at work and also off the work. Organizations can organize camps and workshops to aware employees about harms of smoking and also ways to quit smoking.

2. Educate Employees for better financial management: Organizations should educate employees on better financial management. Financially stable employees are less likely to quit jobs because they achieve higher satisfaction in the same salary. Camps and workshops should be organized to let employees avoid the trap of debts by controlling their spending habits.

Why is Innovation difficult?

Innovation and creativity is difficult – because its needs high degree of talent as well as high degree of risk-taking capability and a very supportive business culture. Only one practical and commercially viable innovation emerges out of hundreds of failed ideas. Beyond every successful innovation is a long trail of failures and frustrations accompanied by a huge loss of money and time.

Thousands of entrepreneurs, employees and independent professional strive hard to innovate and create a new products, services and solutions. However, only a few succeed. What about those whose attempt proved unsuccessful?

Unfortunately, in most of the companies – the winner have it all; and those who fail are often looked upon with frowned eyes – and even reprimanded. Once beaten twice shy – many employee start playing safe – merely saving there job and to hell with innovation.

Though innovation being an important ingredient for success, each organization has limited funds & resources and cannot afford too many failed attempts for innovations. However, the path to success (at least large scale success) cannot be achieved being “Immune to Innovations” and avoiding the risks associates with the innovation. Consequently, thousands of organizations are struggling to inculcate the culture of innovation and create something worth while.

Then how to maintain a favorable culture for innovation and also avoid too much risk. Here are some questions that HR (or the management) must answer:

Question 1: How do the managers / management react when an employee come out with weird ideas?

Innovation often starts with some weird idea coming into somebody’s mind, something that doesn’t exist or is a fancy. An employee with innovative bend of mind, often approaches their manager with these ideas. How do managers react? Are they encouraged to polish these ideas or frowned upon for their silly thoughts?

Question 2: Do you forgive employees for the failure while trying out new things?

Where there is an effort to innovate, there is a risk of failure. How do you react to failures will define how your work force innovates I future.

Question 3: Do your employees dare to speak their heart out?

Is the fear factor of your employees low enough to speak their heart out? Can the disagreements with superiors be aired? Fear factor is the biggest enemy of innovation.

Question 4: Do you encourage risk takers (or only the successful ones)?

Innovation is a risk. It is important to encourage people to take calculated risk – proactively.

Question 5: What is your punishment for failure?

Employees are once beaten twice shy. They react the same way when one of their peers is punished. To maintain a healthy culture for innovation, it is necessary that the failed ‘Innovators’ are handled very carefully.

Question 6: Do you have clear guidelines for risk related to innovation?

While every company wants to be innovative, no company can afford to spend unlimited amount on funds on risks and failures, and neither can a company afford to suppress the culture of innovation. The middle path is to set clear guidelines and allocate the funds for Innovation. Employees must know their limitations – in terms of resources and money.

Innovation should not be merely a chaos or hit and trail – it should be a deliberate conscious effort to crate something useful, something meaningful and something commercially viable.

Long live innovation driven organizations!

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Why So! –  The answer is simple, as one of the call center executives in India told me  “You can always go to work with a few buck less in your pocket; but how about facing that devilish manager who always nag without ever  uttering a word of praise”

Yesterday, I and one of my uncle discussed un-employment versus employee retention issues in India.  This uncle ‘Joe’ owes a small chain of retail outlets in a small town with around 30 employees on payroll.  I explained him how companies face trouble in hiring and retaining good employees.

An experienced businessman and a man of wits he told that whether employee stays with business or not lies in the hands of employer or business managers. Employees crave for respect and good behaviors at work much more than the money they need to maintain their lifestyle.

This interesting old Indian Shopkeeper revealed that he has around 70% of his employees working with him for last 12 years. Oh! My god! What a great retention rate in such a small business. I was curious to know what makes it work. His answer was very simple:

Kick Once Kiss Thrice.

He said his model was inspired from the Hindu mythology books which tell that a king must treat his army well and eat only after arranging food for the last soldier. His  success mantra as he told me can be useful especially for small businesses and  managers:

1. Regular Communication with Employees: The key to maintain good relations and keeping a check on employees lies in frequent communication. Problems occur only when employer fails to listen to employees to fails to convey the correct professional message to employees.
2. Point out mistake only once a week or fortnight: Employees often commit mistakes, almost daily they will make an error or so, but this is obvious. If employer or manager start nagging employees all the time,  all they will do is to  try to save their neck. In this attempt they will work sufficient enough to save their job but never giving full productivity at work. It is okay to point mistakes to employees – but not everyday; may be once a week is enough.
3. Praise good work more often: Small businesses often pay less as compared to large businesses that not only pay a fat salary but also load employees with perks. While for small businesses it is difficult to do so, nevertheless the pay can be compensated with praise.

The small town successful business man explained me his year old management mantra in 4 simple words 4 words -

Kick Once Kiss Thrice

Unattended HR Automation Software

It is very exciting for HR folks to know when management shows interest in automating the HR department. For an HR department working on papers and using Excel and other MS Office applications, it seems exciting. But beware there is always a messed up baby (and a lots of doctor visits) after a really good love!

While it is true that an HR software can ease down the work of HR, unfortunately it can’t do all the magic itself. Expecting an HR software to do a turn around in an organization is a total misconception.

While most HR software have the same features (except small usability and GUI differences), what make the difference are the efforts and the way HR and vendor handle the implementation process.

While HR Technology vendors will be happy to tell you countless benefits of HR automation software,  I will discuss  what are going to be an HR Managers’ top three challenges during the software implementation cycle. Be ready for these even before you select an HR automation software:

1. Getting the Data (read information) Right:  There is a continual flow of employee information in HR, be it employee data or policies or leaves or appraisals or warning letters or etc. While an HR software provides a platform to enable systematic data entry of information and manages various processes, work-flows, etc.; by no means an HR software can ease out the amount of efforts required to enter data into the software and then someone verifying its integrity. Unfortunately without the correct and appropriate data, the software can’t be effective. HR software too follow GIGO principle Garbage In Garbage Out! You must have one dedicated resource that takes care of your HR data!  

2. Training your White and Blue Collored Employees: After getting the data right, next biggest challenge is training employees on the HR software. You will find that many employees have never used an HR software, even if they had, it must be significantly different from what you are offering now.

After you install the HR software, your second biggest liability becomes user training. Often it must be vendor obligation to train the users, but with the new SaaS concept, vendors are trying to make the HR software as simple as possible.

But you know we have folks who can’t do even simplest things without training. So before you sign up the HR software contact, do not forget to include the user training as a compulsory condition in your contract, even if you have to pay an extra dime. Believe me, internally, you won’t be able to do it with your internal resources.

3. Internal Marketing and Excitement Building:  Unlike CRM or ERP or any other operational software where the business impacts are very high, HR software is not so important immediate  business differentiator; and management too thinks it only a good to have assets as it doesn’t really impact a business processes directly.

So the first person to be excited about the HR software is HR itself. Unless HR processes make a big impact on employee’s day to day life, they are not really excited about it. Apart from leave and attendance system, rest of the HR suite is used usually once in a month (leave application) or quarter (performance management etc.) and so on.
So HR automation software is HR’s own baby and you folks needs to create and maintain all excitement bout it. One way is to include the HR software as a part of induction training, where you dedicate 1-2 hours per batch to show the key functionalities and then on a continuous basis keep buzzing about it among employees and management.

Now don’t be scared, all above that I said isn’t very tough, but you need to take care.

Now some free learning stuff:  Those HR folks who have never worked on a HR software, I suggest you give it a try. There are many software that offer a free TRIAL (not really free but you have to part with your personal information) are:

Zoho People:  Really cool software!,  Orange HRM Open Source Software,  Employwise User-friendly simple software, Effortless HR still requires some efforts.

Free Trial Cheaters:  These guys say Free and Immediate Trial but they just collect your contact details and promises to contact back some times later. They are  Halogen, Taleo (Taleo does your right now means 24 Hours! )

No Free Trial Guys: These guys don’t give free trial but still worth a look if you are happy to give them your contact details:  Successfactors, EmpXtrack, MyAdrenalin, for rest go search google for many more.

So look before you leap into an HR software! Even the vendors who miss these points end up in messed up installation and long customer calls or poor reviews!

“Depth without Complexity”

A Review of Simple Software in Complex SaaS Sea

What a contradiction does the phrase express?  How can something be deep and still not complex? Can there be a simple deep sea, where I can dive deeper & deeper and then quickly come out without loosing the track.

Kishore, as he is popularly known in Indian software industry, said this in context of his software Impel CRM. This raised a curiosity in me to have a look at Impel CRM. So I explored it for a while. [Just before it struck my mind that why I not to add it to the blog – may be it becomes India Inc.’s desi SalesFocrce.com! So I decided to publish this experience as a review on my blog.

While it is always difficult to review software and then give unbiased feedback, for readers’ convenience, I would divide my experience in four categories: simple, deep, complex and strange and then calculate a score based on it – so at the end we get a fruitful result.

This quantification will also help me come to a digital analysis than just saying: good or bad. I will give 1 score for simplicity, 1 score for depth and 0 score for complexity. For strange, I would give no scores [if it is unusual for me doesn’t mean it is unusual for all].

[Disclaimer: I have no business or personal relations with the Impel as on date, except their two key executives are my Linkedin connections and Twitter followers.]

Step 1. To get a free trial of Impel, visit http://www.impelcrm.in/ and click on Free Trial on the Right Hand Side. If you try to search for the word Free Trial in your browser you wouldn’t find it, because the Free Trial button instead of being text is an image. Impel Designer take care! Complex (0)

Step 2. Signing up is simple only 4 mandatory field. I am feeling good as they didn’t ask to fill in my Resume. Simple (1)

Step 3. When clicked at Terms and Conditions, I was shocked to know that I have to download a PDF document to my computer. It is very unlikely experience so I didn’t download the TnC. Complex (0)

Step 4. But I really couldn’t resist browsing through it and downloaded it. It was four pages full of terms and conditions. I think it is absolutely unnecessary for a user who simply wants to take a free trial. Dear Impel, what if you go to a restaurant and they ask you to sign the Terms and Conditions before they serve you first glass of water. Complex (0)

Step 5. As soon as I signed up I got a message (Thank you for setting up your organization in Impel. You will be getting an email with your username and password shortly). Hey why can’t you let me in directly for a free trial? The free trial isn’t free! It cost me time and parting away with my personal contact information. Strange.

Step 6.    Waiting for the link to reach me for my free trial to begin with. Strange

Step 7. The email reached me quickly, but I checked my mail after 9 minutes. What if in these 9 minutes, I would have got engaged somewhere else, and the signup mail would have lost into the plethora of irrelevant mails I get everyday on my Gmail. For a SaaS vendor whose customer engagement model is purely on free trial, this means a lost opportunity. But still I would rate it simple (as compared to those who say that their team will contact me back.) Simple (1)

Step 8.   After sign in, got a popup that asks for “Select hint question and answer
this will help you in password recovery process.” Simple (1)

Step 9.   And it asks 4 questions “What are my Pet name, home town name, mother name and best friend’s name”. But where is ‘write your own question’? Almost 100 people in this world have that 4 piece of information. I need a unique question. Complex (0)

Step 10.  Oops! How deep it looks. 12 Main Menus (Leads to Reports and a lot in between) with each having 6-8 sub menus and may be several other functions. That means 96 + menus. It looks fairly Deep (1)

Step 11.  I assume it has everything that a salesman can need, but the Irony is that I have met many top shot salesmen, and this is TOO MUCH for them with so limited time in hand to fill in the data. Impel – why don’t you think like Twitter! Complex (0)

Step 12.  I started filling a Lead. The first designation that appears in the drop down is Dr. Feeling like I run a pharmaceutical company. Invariably, Mr. or Ms. should be the first in the drop down. Strange

Step 13.   Industry type has only 14 options and one of them is yes. Where do rests of the industry go? Strange

Step 14.  My Impel Dashboard looks promising. I didn’t have any data with me so couldn’t really comment on this. 9 most important reports on one screen. Must be good! Deep (1)

Step 15.   I strongly believe and suggest every Free Trial Version Donator: PLEASE GIVE A TRAIL WITH SAMPLE SENSE MAKING DATA. If in doubt, check Joomla installation. They give and suggest users to install sample data automatically. Free Trial without sample DATA is very Complex (0)

Step 16. There is some Session problem with the software. I have been logged out; however, in the same screen it says, you are logged in elsewhere. Complex (0)

Step 17.  Just realized that a + sign before some thing means you can add data. Pretty Simple. But you have to train yourself. Thus every Trial version should start with a small 1-2 page introduction about using the software and its distinct and most used features. Dear Impel, while it is impossible to create software for no-brainer, but a help/ intro at the beginning is a MUST. Not every body is as smart as me. Simple (1)

Step 18.  Help! I need Help! Impel offers a 17 page 1 MB PDF help file. Why don’t you have it on Web along with an option to copy?  Simple software like Helpmatic (http://www.helpmatic.net/) can help you put your help online; that too context sensitive. But your PDF is also Simple (1) by the way.

Step 19.   Video based Help Demo is available on site, which is a good thing. All that I couldn’t view those due to Cyber roam access at the place I was accessing Internet. So the Help system looks Simple (1).

Step 20.   Overall Experience: With some amount of self training it is easy to learn Impel.

Scores: 8/15 = 54% (That’s a good scores for a SaaS based software in India).

My Personal Experience : Overall Impel CRM functions proved good. This was my first time experience with Impel, if I one use it a couple of times, can self train himself. The total review took around 20-30 minutes to have a look at broad features. It seems to have all important information required for a sales team. However, I would say it is deep but not yet without complexity. May be it’s worth a try! http://www.impelcrm.in/

Note: I neither recommend nor endorse Impel CRM as a software.  Please do not buy based on my personal experience (I am a very tech savvy guy who can learn new software within hours, your sales man may not be that tech savvy!).

I love you mom!

Nishchae Suri, Business Head, Consulting Analytics, Asia-Pacific, Hewitt Associates says “Despite this, HR departments are on the whole still not considered a valuable strategic asset. After nearly 20 years of hopeful rhetoric about becoming “strategic partners” with a “seat at the table” where the business decisions that matter are made, the truth of the matter is most HR professionals aren’t even close. The majority of HR executives remain, to all extent and purposes, neither strategic nor leaders.”

Sorry! I retaliate! Mr. Suri, I strongly disagree with you!

The importance of HR in organization has always been on the top of my mind. In one of my researches at Talent Junction, where I invited CEOs to wear HR’s Shoes; I found that companies that respect HR grow as large as Microsoft or Google! And those who don’t; please note thousands of the businesses wipe off the scene every day.

HR is the mother of all business!

Mother is the originator, facilitator and half of the world! Same is HR. Similarly, in any organization, Human Resources Department also plays the role of mother.

Back here in India, we respect mother a lot – just like a goddess; we respect her because where we are today is because of her. So I want the same respect HR at work.

Here are my one dozen arguments that advocate to my new found title “HR is the mother of all business”.

Hey C…E…O… (Damn! The Papa), if you still think that HR (The Mom) is neither strategic nor leader… I give you a DAMN!

Finally I dedicate this post to my favorite half a dozen HR Moms (or to be moms) who are making a difference in the business from HR’s point of view:

Laurie Ruettimann @ Punk Rock HR http://punkrockhr.com/
Lisa Rosendahl @ Simply Lisa http://www.lisarosendahl.com
Trisha McFarlane @ HR Ring Leader http://hrringleader.com/
Sharlyn Lauby @ HR Bartender http://www.hrbartender.com/
Shauna Moerke @ HR Minion http://hrminion.com/
Suzanne Lucas @ Evil HR Lady http://evilhrlady.blogspot.com/

Frustrated Employee

The revival of Internet after a Dot Com Burst has however, changed everything! Internet’s new avatar in form of Social Media emerged as a powerful mass-communication tool enabling everybody who has an access to computers and some writing skills.

Yesterday, I read an employees’ vented frustration about one of my favorite companies on complaints board. BLR Events (a HR consultancy) recently hosted an event, saying “How to save yourself from a disgruntled employee with a PDA and access to free blogs?.”

Listen to what the guys from BLR Events says “Technology is changing the face of the American workplace in a variety of ways. Many of those changes are spurred by the challenges and opportunities presented by the Internet.
The Internet can be a great resource for employees and employers alike, but it can also lead to a whole new world of negative exposure and risk. This is especially true when you have an employee (or former employee) who has a grudge along with a platform-like a blog or a Facebook page-that allows it to be broadcast to the world.”

Social Media is Both Positive and Negative:

Recruiters felt very happy when they found a new friend in social media – aggregation of the information about employee that they plan to hire – Linkedin Profile, Twitter account, and so on and so forth. They started recruiting better candidates by gathering more and more information about from Social Media. But they forget there is NO FREE LUNCH.

Unfortunately, as Social Media is free for employers; it is free for employees also; especially employees with a painful experience in the company or more importantly one having a continued issue. There are many platforms where employees can go and complaint like:

Complaints Board: http://www.complaintsboard.com/
Consumer Complaints: http://www.consumercomplaints.in/
Better Business Bureau: http://www.bbb.org/

Even many online communities allow employees to write about the issue, or they can use question answer boards, yahoo answers, Linkedin discussions to highlight their grievances.

What’s the big issue?

The BIG issue is GOOGLE. Most aspirants now search google for more information regarding the prospective employer, before they make a joining decision. Any content posted on Internet is quickly duplicated in forms of tweets, comments, aggregations. Literally it is impossible to get a comment removed from Internet, once cached by google.

By grace of google, information never dies on internet – some website and one of the google servers always had it. So watch your employee engagement and work to neutralize the dissatisfied employees. Social media is watching! With bad policies and practices in place, it is difficult to attract talented aspirants.

What should employers do?

1. Use Google Alert to get information about any information about the company as it happens.
2. As soon as someone posts a grievance on internet, post an appropriate positive answer.
3. Make sure that nobody goes out of the organization with a heavy heart.
4. Make sure your website is good and helps in you employer branding efforts.
5. Revise your HR policies and consider each case of dissatisfaction carefully, especially if employee is about to part off.

The story was featured on my blog as “The power of Pradeep + Gireesh = ICICIBank_(S)Care“. I and Pradeep shared tweets with ICICI bank to get it resolved.

Here are the further tweets from the same issue:

Pradeep Gets his Package...Social Media Works

Inside scoop of what happened after our tweets is:

1. ICICI Bank Marketing team identified the person responsible for the mess-up. – Social Media works in Marketing.
   The person responsible is advised to maintain high standards of customer service. – Social Media works in Human Resources.
2. Some one from ICICI Bank quickly follows up with Pradeep and delivers the solution at his home. – Social Media works in Customer Service.
3. Pradeep informed Gireesh that the job is done. – Social Media works in in Socializing.
4. Pradeep thanks ICICI. – Social Media works in word-of-mouth marketing.
5. ICICI satisfied another customer. – Social Media works in customer service.
6. ICICI messages its employees that customer is important, serve him better. – Social Media in Human Resources.
7. Pradeep gets his financial issues resolved, says Social Media Works!

Hence proved that Social Media works everywhere – marketing, HR, Customer Service, word of mouth marketing, socializing… Give me a name where it doesn’t work, and let me see if it is true.

Next, I am experimenting with Social Media in Recruiting…will come back soon.

Long time back I wrote an article “Who is responsible for attrition?”. My research at CiteHR said that the biggest reason for attrition (read non-performance) are supervisors. But a commenter named MP3 rightly said “The poll results are simply inadequate.”

It made me to re-think . But non-performers do exist. Then who is to blame.

Consider an employee be a non-performer.  His Supervisor is to blame, as he is responsible for non-performance of employee. Right!

In organizations…usually…

All fingers point to grass root level supervisors. But one of my fellow HR bloggers with his experience says that apart from Supervisors (i.e. Reporting Manager of the employee), there are 4 more reasons for poor performance of employees, making the equation 20/80:

1. Lack of transparent and employee friendly HR policies,
2. Absence of processes to implement and audit these policies,
3. Absence of an holistic approach to label employees as ‘non-performers’
4. Focus on recognition & development of high potential employees only.

This means that supervisor is only 20% liable for the employee non-performance, 80% it is “something else”.

I don’t think we should now blame grass root level supervisors, for poor performance of employees, who have no control over 80% “something else”  i.e no powers to change unfriendly HR policies, poor business culture, or…….nor…or whatsoever.

Then who is to blame:

1. Supervisor’s supervisor – Who has more powers but limited to approving leaves in time or merely recommending a raise, or plead to management, in some case even that is missing, making him helpless creature.
2. Next victim is HR Manager (all employees blame him/ her for every damn accident happening to their career and management for unable to control the attrition!) – Hi CEOs/ HR Folks! Do you really think even Senior HR Manager is empowered to make any changes in the policies, compensations, or whatever. Employees, please be kind enough to HR,  s/he isn’t empowered to do what you expect.
3. The last and powerful in the ranks – Key leadership or Top management (the Grey Matter): I won’t comment anything here, as 21 people in my Linkedin connections will punch me, but unfortunately there is no one else left (apart from indifferent investors) to whom we can pass on this wet baby.  Top management has the food (Finance),  clothes (Compensation) , and baby rockers (Business culture) under their control. So only they can… only they can…only they can!

That’s why most of the effective supervisors read Rich Dad Poor Dad and quit to start something of their own, even if it is a travel agency.

As I have said earlier, CEOs must ponder at  Big Five Questions on a continual basis. Otherwise innocent supervisors will keep suffering for a sin which they never committed.

90% of supervisors curse the management in private talks or at water cooler, “Why pointing fingers at me…….F…ing..its not me, its You….”.

F...ing..its not me, its You....

Sorry CEOs to pinting the fingers back to you, however, as an independent HR Analyst and Blogger it’s my job to save you from this.

All I can suggest you is to be creative in handling your fuel (your employees) and remember innovation is the need of the hour.