Creating Happy Employees

So what does it take to have happy employees and retain them? Do they stay for the Money, Power, Title or Respect? ponders Shankar Kaliaperumal

happy-face-workers

Employee retention is one of the biggest challenges faced by organisations irrespective of the size. There are very few organizations where employee retention isn’t an issue. Different organisations might have different methods to retain employees like perks, benefits, open culture, etc.. Immaterial of which method or concept is used to retain them, there would be one common thread with all these companies i.e. no fear. Their employees wouldn’t have fear, like fear of being fired, fear of being targeted by the manager, fear about speaking up to a senior colleague, fear about voicing their opinion or fear about their career progress. Employees working with fear will eventually move out.

A happy employee will never look for alternatives, even if the situation arises he/she will be upfront with the company regarding why they are looking out for an opportunity and clear the air. Personal situations may cause employees to move out but if the environment is conducive then it’s a reflection that there is no issue with the company’s policies.

So…. how do we take the fear out of the employees? Remember dropping off your child for their first day of school at kindergarten? They most likely cried out of fear because they weren’t sure whether you would come back for them. The new environment amidst strangers was most probably terrifying. Eventually they would settle down and settle in, for some it might take a week, for some it might even be months! The reason they lose their fear is familiarity with the their environment and knowledge that you do come back for them and the concept of schools gains a new understanding and love.

Similarly new employees (who don’t know anyone within the company personally) will always start with a fear as it’s a new environment, new manager, etc. If they see someone being targeted, their fear will build that they might be next. If they see opinions not being valued based on the cadre/level of the employee, they might feel powerless to express their thoughts.  Also usually through their casual office conversations with fellow colleagues, they could form an opinion depending on how your current set of employees project the culture of the company. It’s where successful companies have a great advantage over others, as their employees would project the glass being half full versus half empty.

How do we really know whether employees are working with fear or not? How do we know they don’t fear taking a decision? How do we know they don’t fear raising their opinion when they see something isn’t correct?

When majority (90% or more) of your employees voice their opinion/thoughts about the company, progress, process, culture, management, manager, etc, without having to think twice about whether they would be targeted or victimized for speaking out, it means that they felt empowered to state what’s on their mind. Empowered employees don’t have fear. The problem with most of the companies is that there are always a handful that feel empowered and the remaining work in fear under them. When someone feels empowered, they will display confidence in whatever they do and also take bold decisions without having to fear being questioned later. Also fear brings a lot of negativity and defensive approach within employees, which will have cascading impact across the organisation.

There will always be an exception and someone might still feel unsafe or defensive irrespective of how positive the culture is. Please remember that overall culture will have an influence over a new employee and will either assist in acclimatizing them to their culture or influence them to move out. Does it mean new entrees will never fit? We never know, but as mentioned earlier they will get accustomed or will move out of the organization. It’s always better to have an employee leave the organization if they don’t fit in the culture. In order to avoid such a scenario most of the successful companies today have a “Culture Interview” to cross check whether a potential candidate will fit into their culture and that becomes the most important factor for hiring irrespective of how they may have fared in the job role interviews.

An organisation’s success should always start inward, with its employees, who will in turn take care of clients/customers. Even the most successful companies will have employees leaving, but they wouldn’t have to face the surprise factor which most of the other companies would be facing, as it would be well planned and executed while working alongside the company.

If you want to be a successful company, please take care of your employees first.

We’re hiring!

We’re happy to announce that we’re looking for new team members in our on-going effort to take over the cloud!

Read the following job descriptions below and don’t hesitate to reach out to us at

hr@qruize.com

if you think you-da-man (or woman)!!

LAMP Developer

Qruize is seeking a talented LAMP web developer to build web sites. Ideal candidates will have a can-do attitude, passion for technology, extensive PHP5/MySQL development experience, and will be able to get up to speed quickly.

 

Required:

  • Object Oriented Development / Bachelor’s degree in Computer Science- Ideal candidates should understand object oriented development, and apply OO concepts to everything they do. Formal CS background or experience required.
  • Skills: PHP5, MySQL, OPPS and good fundamental knowledge of MVC, ORM, HTML5, CSS, Javascript, jQuery
  • Experience: 3+ years

Good to Have: Experience in any of Zend, CakePHP, Yii, Laravel and Javascript Frameworks

 

We’re looking for self-starters who can jump in quickly without a lot of direction.

 


Junior Software Engineers

Qruize is looking for fresh graduates to design, develop and modify system modules based on functional and system requirements. The position requires that they work closely with team leaders, business analysts and project owners to understand requirements and then work with the architecture team to ensure project success.

 

The role calls for strong analytical skills and the ability to pay careful attention to detail. Also useful is the capacity to work well in groups and a willingness to understand the various roles played by fellow team members. Knowledge about the subject area in which they are working, or the intended audience, is valuable.

 

Qualification: B.E. (IT, Computer Science, ECE, EEE), /BSc. Graduates

Required: NIIT or any certification like Java

 


Internship

 

We are looking for working professionals/students having excellent network references with the intent of putting them to use. The core responsibilities include recruitment of candidates in various teams of the company, to make policies and implement them across the teams in company.

 

Skills Required:

  • Strong oral and written communication skills.
    • Should be a good listener and pro-active person.
    • Strong organizational skills and attention to detail.
    • Strong computer skills and inter-personal skills.
    • Adapt successfully to changing situations and environments.
    • Self Learner.

 

Qualification: MBA (HR) (Woman Candidate preferred)

 


Mobile Application Developers

 

  • Implement the next generation user interface using latest technologies and UX practices
  • Write well organized and sustainable Javascript (AngularJS) code
  • Strong Experience in building hybrid mobile app with Cordova with android ,iOS and window platform knowledge
  • Hands on experience with AngularJS
  • Experience implementing complex responsive modern user interfaces
  • Familiarity with Bootstrap CSS framework and RESTful APIs Integration
  • Ionic Framework , ngCordova and CSS animation an added advantage

Qualification: B.E/B.Tech, MCA

Experience: 3+ Years