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    The millennials are increasingly making organisations worry about attracting them and the even tougher part – retaining them. The issue would have been easier to crack had the issue existed in isolation. However, like all vexing issues in life, this one also comes with the dual challenges of retaining and / or rationalising the not-so-young andnot-so-qualified workforce so that they do not get completely overwhelmed with the onslaught of the raw but enthusiastic newcomers. The conventional employment zones are, as a result, creating opportunities where those inside are looking out and those outside are wondering whether they should be getting in. Startups are providing some real attractive and challenging opportunitiesfor both sets of employees – the entrenched as well as the millennial generation.</p>
    <p>The ability to make a difference in a tangible way figures as an important driver for job satisfaction. The fact that my opinion matters and I am consulted has become an important aspect that leads to measurement of Employee Satisfaction. The suffocating organisation structures appear boring almost scary to folks who love the freedom thatstartups provide. The freedom is not a vague indescribable, borderless feeling but a realisation that contribution, job satisfaction and recognition are not mere words but takeaways that people experience on the bus or train ride back home, as and when they get to go back home i.e. The good part why more and more people are willing to take the plunge and join Startups is that barring the first few months of reduced or compressed take-homes, not all Startups are bad paymasters. The bigger zing however, that most people who have worked in Startupshave experienced , has to do with the ability to make a difference to the world. The fact that the miniscule stake in Startups could make you a one-in-a-million millionaire is too hard to ignore.</p>
    <p>However choosing a good Startup to work for is also part science , part art. Some solve the problem of choosing a good Startup to work for by starting one of their own which is a good idea as long as you are not the 56thStartup in your city with the same business model and no differentiator to talk about. It should also not be the first Startup of its kind that struggles to make 56 rupees in a month after 5 / 6 months.However for talent looking for a good Startup should certainly use some of the following yardsticks to help reach the decision. Firstly, it would be useful to see if the business of that Startup excites you, not just your job but the whole business they are in. Your ability to relate to that business, to take pride in its growth is something that you should certainly look for. In no particular order is also a reality check whether you are confident about contributing. Do not expect to hide in a big department when you work for a Startup. People around you will remember what you ordered for food, last Tuesday, so you have to really have it in you to want to work in a Startup. Now this is not scary in the sense that they will make you recite multiplication table of 19 backwards every morning but they might pretty much ask you to do everything else ( multiplication of 17 backwards is not part of the professional hazard either, well usually) . The other thing you should look for before you choose the Startup is the team there. Irrespective of whatever anyone might say, the founders /promoters/team will finally become a big reason why you will end up working for that Startup. If those guys can enthuse you, tell you what they can do and do it ( paying you for example) then you are set. Welcome to the Startups ecosystem. You are going to find lot of your friends, cousins and tauji’s neighbours working in some Startup and hitting it big. You might as well take the first step towards creating your own `mini-destiny’. Best Of Luck

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