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| image courtesy: https://i.ytimg.com/vi/026W1DKtmFA/hqdefault.jpg |
You draw salary ever month, right? how it is accounted? as CTC – cost to the
company. Everything comes at a cost. Be it a server or computers – all of these
fixed assets or movable assets come at a cost. What about human assets? Of course,
they come at a cost. But expensive as compared to any other.
As employees, there are so many expectations. Likewise, the employer
too harbours much from the workforce. Harmony is when both the expectations are
met. In many cases employees whine about a lot many things – some just need the
perfect excuse to complain and the whining begins, and at times never ends.
When things
are not to your satisfaction, accept and adapt.
Human psyche is such that nothing satisfies – ‘when one need
is meet, another crops’- Maslow’s law and very much applicable in all places. We
don’t live in a perfect world. So expecting a Utopian set-up is worse than
wishful thing or simply aid ‘unrealistic’. From a small startup to established behemoth,
there are always possibilities for people to complain.
Always contribute
more than your job description.
When you work to your true potential, you can do more than that’s
specified in the Job Description. Meeting expectation is breakeven. You are
compensated to the services rendered and company CTC is justified. No loss. No gain.
When the equation does become beneficial? When your contribution becomes more
in scope and involvement on a higher scale.
Widen your
horizon and Broaden your Base.
When do you, as an employee, exceed expectation? When you
complete tasks ahead of time; when you rise far and above to the call of your
duty; when you go out your way to accommodate more work. But if you are
comfortable doing the same job, then get out of the comfort zone as you tend to
become complacent and soon a replacement to fill you slot will be lookout.
Wear Multiple
Hats and Multi-task.
The demand versus supply is skewed. The competition is
cut-throat. The more skilled and more ways of skilled will make you outstanding.
Now complementing a ‘specialist’ role with ‘add-ons’ draws more eyeballs as end
of the day, like it or not, companies do tend to question ‘what more do I get
from this resource?”. It was about primary and secondary skills. Since the
competition has intensified, so have the expectations. So how many primary
skills and how many secondary skills are calibrated by the recruiter in terms
of proficiency: elementary, Limited Working, Professional Working, and Full
Professional working. These metrics are just a sample and companies have their
own systems of measurement to score marks for profiling. The more, the better
are your chances to get past screening to selection.
The Budget
on you should not become a burden.
The company apportions budget on its requirement. Spending on
salaries is huge slice of the pie as it’s a recurring cost. The investment of
other things can be a one-time or yearly (like renewals) but salaries are paid
monthly. So unless, there is appreciable returns from the employee’s output
companies will start bleeding and remain in red. Forget breakeven, the company
is headed towards loss.
So what are
we driving at?
Since you, as an employee, come at a cost, ensure your
returns to the company IS ALWAYS HIGHER, else you become a liability. All those
trainings and workshops and knowledge sharing are meant to shape you up for
stellar performance, and the when you fail to deliver, what happens to the
investment on you? Many companies ask such employees to leave or quit, and they
come out and crib as ‘injustice’ without
justifying their cost to the company. Increase
you value-add. Become the game changer. Bring more to the table. Do more. Let
your action-items increase in number, and add to the revenue.
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