Hi, How to over come the burning & crashing of team due in the absence of Trust & lack of commitment by the same time without any promise on their expectation on CTC or Promotation etc. Rgds
5th September 2010 From India, Madras
Dear Rajagopal,

Beyond a point salary or promotion does not matter. In your case team leadership has great role to play.

Few things are most important to earn the trust of the team members. First is that the leader should have functional expertise. Without functional expertise he/she will not be able to take right decisions. These improper or inappropriate decisions must be hitting motivation of the members.

Second is that leader must walk to talk. This is no easy task. However, this has to be done.

The third thing is of empowerment. Has the top boss delegated sufficient authority to this person or this person is also craving for power.

The other things why staff members don't have trust may include the behaviour of leader's leader. If the top boss does not believe this leader at middle level then from where this leader will be able to create atmosphere of trust? His/her team members may have a feeling that what are you up to or who calls the final shots, we know. You are yet another cog in the wheel albeit a little bigger.

The other factors are proper recruitment, staff training, goal setting etc. You need to take care of that also.

Ok...

Dinesh V Divekar





5th September 2010 From India, Bangalore
That is fantastic insight. I think that might be an area I will attempt to explore.
There is a concern more of entry level, who are eager in moving up in the ladder in very short span for a small compensation increase and / or a market title, which is generally offered.
Rgds..Rajagopal
11th September 2010 From India, Madras
Dear Rajagopal,
You have said that "There is a concern more of entry level, who are eager in moving up in the ladder in very short span for a small compensation increase and / or a market title, which is generally offered."
But then this problem is faced by each prominent company and not by you alone. For example, top notch IT companies like Wipro or Infosys or Taj group, Oberoi group in the hospitality sector each is beset with this challenge. The benefit of these companies is that they have a brand pull and getting right candidate is not that difficult.
However, those who are at tier II or tier III level have to contend with the mediocre staffs. That is their fait accompli.
In the first post you spoke about absence of trust and in second post about the challenge of retaining junior lot. For the latter there is no solution per se other than creating good and challenging working environment. However, for former the solution lies with your company's leadership.
Ok...
DVD
12th September 2010 From India, Bangalore
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