The Hindu Business Line : Who is a valuable employee?

Returning from a short break, Bill went on to explore the people philosophy at play. An abundant philosophy creates a culture of optimism, tolerance and the pursuit of universal good. A scarcity minded philosophy on the contrary might reward circumstantial short-term wins denying room for chance and intuition.

Putting the HR manager on the spot, he motioned towards four options created by interplay of gainful deployment of personnel (X-axis) and the returns they posted on the potential resident in them (Y axis).

Premium plus depicted the workforce that was firing away on all cylinders stretching themselves to their fullest potential on a purpose that was well articulated and fully visible. If overdone, the company could create heroes who may hold everyone else to ransom thinking they are indispensable.

Undervalued workforce on the contrary were deployed on very meaningfully challenging engagements but did not allow their fullest potentials to be articulated, consequently they performed at a discounted potential. While it may be possible to stretch them more, either they were let off or were unwilling to submit themselves to more adventurous pursuits. Consequently, a section of the employees will always feel short-changed for not being given the right career breaks, breeding resentment towards an unfair management system.

Spot merchant responded very well and brought forth their creative genius on assignments that were of questionable nature. The value delivery was highly suspect although their potentials to contribute were far from reproach. They could masquerade through life as OSD, Officers in Search of Duty, as the late Sharu Ranganekar would describe them.

Gratis persona are the privileged few (or many) who were forever a work-in-process ; they get assigned as shadow resources to ‘real players’ as a night watchman or tried out on several R&D assignments that may never see the light of the day. Although their services may be confirmed, they may remain perpetually on probation until superannuation.

Just as the stakeholders, employees and suppliers are quick to pick up cues from the philosophy held out to people regarding their growth and deployment as to figure out the career value proposition held out by the company.

From these cues, they decide whether to join, if at all, and as what, how long to stay and when to quit. These are telltale signals the senior management and, more particularly, the HR Head may well pay attention to.

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