A few good men

I met some of my ex-colleagues yesterday and we had a great time. Whenever we meet, one of the topics which always used to come out was how engaged all of us were sometime back.

ManagerWhile returning back home, i was thinking about what made all of us so engaged during that time. Even though some of us are doing some great stuff even today, but the engagement part is not the same.


“Many people are unmotivated, not because they have a great reason to be, but rather because they have not been given a great reason to be motivated & engaged.

Keeping the money part aside, some of the things which i could see as a difference

1. Great set of colleagues. I think it really matters with whom you are surrounded with. When you are surrounded with knowledgeable people and people who really work, it automatically spreads. When you are surrounded with people who come to office keeping their brain at home, CGO’s, News readers and As…..s, i guess there is no way people are going to be engaged.

Happy Team

2. A transparent and honest manager, who really cares, gives feedback and helps others grow. Also, when you see your manager putting his best effort and he is truly trying, it really motivates and inspires others. It all starts from the TOP. The same way when a manager can spot a bad apple quickly rather than promoting him or praising him, the work environment become a great place automatically.

3. A great work culture. With a great set of people and good practices, this automatically happens.

I concluded my thought with this. If a company has the right set of practices to hire good people, constantly improves on it, and promotes a good work culture which is transparent and honest, i don’t think there is no need for a separate HR organization promote employee engagement.

The value differentiation for any company always was and always will be PEOPLE.

“If you work in an urgent-only culture, the only solution is to make the right things urgent.” – Seth Godin, author of Linchpin

Happy Learning !!!

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Ambro / FreeDigitalPhotos.net
Marin / FreeDigitalPhotos.net


People are not your most important asset!!!

If you are like me, your eyes would have popped out by reading this title. I am reading “Good to Great” after a very long time and am seeing newer perspectives after i started reading this book.

Read this statement now.Right People

People are not your most important asset. The RIGHT people are.”

Jim Collins in his book “Good to Great” defines “the right people” as people with excellent character attributes than specific educational background, practical skills, specialized knowledge, or work experience.

Not that specific knowledge or skills are unimportant, but great companies view these traits as more teachable (or at least learn-able), whereas dimensions like character, work ethic, basic intelligence, dedication to fulfilling commitments, and values are more INGRAINED.

Definitely these are not theory. He has written this after researching so many companies for 5 years. I am sure people who are into hiring and executing projects for some time will definitely agree to this.

A must to keep in mind if you are into hiring…

Happy Learning!!!

Image courtesy of stockimages / FreeDigitalPhotos.net

Hiring Mistakes

Pawel Brodzinski has an interesting post on Hiring Mistakes. He has categorized the mistakes into few categories


• Toxic. High skills connected with either toxic character or primaballerina habits. Those people look perfectly when you discuss merits during interview, but somehow they’re never team players after all. This is a tough one, because from one perspective the person is very valuable. On the other hand harming team work can never be justified by high skills.

• Theoretician. Read all the books on programming. Knows all the theory. Never written a bigger piece of code for a demanding customer. Quite often (but not always) these are people with university background. Very challenging in discussion but tendency to dig through all theoretically possible methods and lack of practical knowledge frustrates those who work close with him.

• Unable. No skill. No will to learn. No use for a team. Three times no. A dead end.

• No potential. You don’t always look for people with a complete skill set. Sometimes you look for one who will learn all things over time and then will become a fully-blown professional. And sometimes you end up with somebody who doesn’t have potential to achieve that. A dead end as above, but it takes more time to figure it out. Sometimes that’s just wrong career path set by a candidate and she can be moved to a position which would work better for both sides.

• Uncommitted. Good skill set. Good-natured personality. Yet somehow never committed or accountable driving team morale down every time people has to give a bit more from themselves. Can ruin team chemistry and atmosphere.


Original URL: http://blog.brodzinski.com/2007/09/hiring-mistakes.html