Skip to main content

Islands of the Dead! The Working Dead employees!

When you read the @perceptyx report and read a follow through article on @forbes magazine, you start to look back at organizations and people you worked with and you see many of them, who you left a decade or more back, still remain there though they looked like quitting any day..

This is not uncommon and so Perceptyx report is a reality that we didn't want to acknowledge for decades...worst part is the lost decades...



Look at snapshots below and check these articles.. 

It's Time To Talk About The ‘Working Dead,’ The Unhappy, Unmotivated Remainers Who Didn’t Quit In The Great Resignation (forbes.com)

10:57am EDT|17,865 views

It's Time To Talk About The ‘Working Dead,’ The Unhappy, Unmotivated Remainers Who Didn’t Quit In The Great Resignation! 


...

Perceptyx: One Third of All Employees Are ‘Working Dead’ — Unhappy, Unmotivated and Staying Put

Research reveals widespread dissatisfaction among US workers, but ‘antidote’ is within reach


TEMECULA, Calif., Oct. 28, 2021 (GLOBE NEWSWIRE) -- Hopeless, aimless, and dispirited: that’s how one in three US workers gets through the day, according to a new report from employee listening and people analytics company Perceptyx.


The conclusions come from an analysis of data from 15 million employee survey respondents in Perceptyx’s HR Benchmark Database, including responses from one-third of the companies in the Fortune 500. The study gauged employers’ performance in three categories: people management, employee development, and workplace climate, defined as the organization’s commitment to respect, inclusivity, and overall psychological health.

HOW DO THEY SURVIVE AND REMAIN?

This is simple, they survive and remain since they are clones of their ancestors and are extremely domesticable,  they survive like Cockroaches...Over time, these tadpole cockroaches become parents and grand parents and everyone around is a family...

those who are sharks, leave the cesspool.. 



THE REMAINER crisis is no worse than the Rohingya crisis..the illegal immigrants who over time create a den of illegal activities and governance is an underworld lord's mandate..

May sound quite hyperbolic but look at MNCs in India and this is a common sight.

In Indian Lala companies, who are sharper as everyone in under lenses everyday and no free-lunchers are tolerated..

Even when you are  a loyalist, you mean business..they won't pay you just for loyalty..

Many MNCs (especially the IDCs) in India this way are like the hidden islands of the Dead! 

Captive back offices of MNCs in India are the real dope for the survivors and remainers! HR and OD folks need to watch this trend closely and keep them alive and kicking! 

Agree, culture is set by the remainers and survivors but we can't allow another epic  statement like this to emerge "Culture eats Strategy for Breakfast"! 

Comments

Popular posts from this blog

What is The Hay Group Total Reward Framework

The Hay Group Total Reward Framework A new way of understanding reward Reward strategies must be anchored in business reality to be effective. Which means linking it to your business strategy – and the needs of your employees as well as your organisation. Our Total Reward Framework helps you optimise reward, no matter how challenging the conditions. The issue Remuneration tends to be one of the worst-managed parts of an organisation’s cost structure. But with 10-70 per cent of total costs wrapped up in it, reward cannot be ignored, particularly in a downturn. To be effective, reward programmes must reflect the needs of the business, now and in the future. Only if they are tied closely to company strategy, business performance and the needs of employees can reward programmes deliver the ROI that is needed in tough times[MK1] . The Hay Group Total Reward Framework takes strategy as a starting point – and it focuses on total reward: every financial measure together with no

Aon Hewitt Total Rewards Framework

Aon Hewitt Total Rewards Framework The Aon Hewitt model and approach believes in considering Total Rewards as a business tool and very much linked to overall business objectives! Reward as understood is a very complex mechanism and some efforts of correcting the base pay and titling in a hurry by many MNCs in India have done a bigger crime by trying to correct it by market adjustments without looking at the talent map, complexity and expectations out of role and mapping it against the benchmark. Titles in India are a big misnomer and hardly any survey on compensation ever probes and captures and calibrates the tangible outcome based bench marking! If we dive deep, we will find that the key factors of Education, Experience and Quality of Education, Quality and relevance of experience and education are not calculated granular! A diploma holder technical manager gets the salary benchmarked for the top T-school manager with top quality experience in a challenging and break-through

Jim Collins and TV Rao: From HR to CEO!

TV Rao's article in TOI Ascent, Feb 13, had some interesting discussion on 5 levels of HR Managers, based on what they do. I just created my own metrics and placed my descriptions in columns called, "Level of work", Hierarchy level' and "Action proposed". I urge you to look at the Level 5 Definition of Jim Collins and check what is missing at all the levels of HR of TV Rao is, "Leadership". Things will be very different if Leadership is added at all the levels. Refer to link for downloading the file.. https://docs.google.com/file/d/0BwBOW5MTJapWRmIwVVJRdldLcEE/edit Level of work Nature of work Hierarchy level Action proposed Level one HR Bottom rung work HR Administration: documentation, Data gathering, Record keeping and MIS Clerical/Entry level Outsourceable low end work Level two HR Just above the bottom, Coordinator and analyser of mundane data of time and a