Are you a Mirchi Seth?

Narayan Murthy, the poster boy of Indian Industry, has often stated, “When the work force leaves for home in the evening, it is the challenge of the management to get them back in fighting fit shape, the next morning.” Looks like, INFOSYS had recognized this in early and what miracle we see today is the result of mastering this simple idea and then to take things any forward. After Murthy said this, lot has been done, reported, suggested, prescribed and reflected upon this topic. Various expertise streams like Employees Engagement, Human Capital Reviews, Talent Management and what have you, have come into existence. The exact words defining such terms may be different from what has been stated by Narayan Murthy but if you think that the situations in your firm demands similar attention then please explore the following text.


While the idea may sound simplistic yet I have noticed some very crude solutions to be in vogue. A few businesses and manufacturing units skip a month’s salary. They pay in the third month, the first month’s salary and thereafter follow the cycle. There is another variation, hold two month’s salary. The employees become tight fisted for a month or so and then begin to follow the cycle with a sigh of relief, after all money is coming. They begin to believe that it must be very bad out there, so why not keep the job by attending it next day. Almost similar to what Narayan Murthy stated or is it any different? There are firms and companies who use other variations of such devices, they keep expenses or incentives or bonuses pending; and some give promotions but release the letter to that effect only after say 4 or 6 months’ delay.


All these sound amusingly effective tactics and even the workforce accepts and there are no waves in the normally calm waters. But, while reading the above, if the taste in the mouth started getting any sour then you could certainly see that such tactics are self limiting one – they do not provide any avenues for growth, a much desired Product of Business or Industrial Activity. The work force considers them selves prisoners of circumstances and negativity, flattery and nepotism prevail. Over the years, I have observed from a distance, many commercial and industrial enterprises loosing in the long term. And owners of such enterprises are forced to find profits elsewhere; some play stock market – currency futures – commodity exchanges, others the real estate, yet others have ventured into education, directly or through a proxy. They can afford to act in a cheap manner, in their chosen business, as their real profits come from some place else. This is some what similar to the story of a Mirchi Seth, a character in Amir Khan starer and a block buster movie Sarfarosh.


Some one who has come out of such situations has the following to share as do-it-yourself solutions:

• Manage your executive time by doing the most productive thing at any given time. This may involve less number of business meals or entertaining. Fixing an earlier time (say at 6:30 pm instead of 8:30 pm or later) to go back home. Take part in only those activities that add value to the activity and delegating the rest.
• Change operating beliefs of your subordinates by communicating with them more intimately. Some of the popular and changeable beliefs are: More efforts will yield more out put. Quantity of out put is more important than Quality. If I let or help my subordinate handle this task, then how will I retain my importance at work place? When changing such beliefs for others, encourage them to find out what their common sense is whispering in their ears.
• The entire communication to be done with sole intent of figuring their beliefs and changing them to a more productive one. Later, they may be encouraged to examine it themselves and inform you, ‘How they changed such-n-such belief!’
• Jack Welch, former Chairman of GE has often stressed on keeping the work place environment similar to that of a small Grocery Store. That intimate work culture, that sense of purpose in handling each transaction. Avoiding the prevalent small shop ills though not stated yet implied.

Way to change is to first change yourself and then lead by being a good example!