Can small companies become employers of choice?

Sundar Ramaswamy started the session with a  thought provoking idea  that rather questioning can small companies become employer of choice  we should question it the other way round that can big companies really attract & retain talent .

George Vettath said it is the extreme focus in one space or segment and aspiration of being the best not locally but globally which makes small companies become employers of choice.  He believes small companies can be employers of choice as they provide flexibility like completely tailored compensation, counseling and policies, they are more people oriented as they don’t deal with large numbers and last but not the least they give you a sense of ownership with the kind of autonomy they offer.

S Sridharan shared his experience and said one thing that stands out is that all leaders grow internally. As an organisation we sell we sell our customer case studies but rather we should showcase our talent case studies. Attracting the committed and capable talent & empowering them is the mantra for small companies today. Size does not matter it is the essence of organization should be important. He said the peer pressure from the family is the biggest challenge , making employees feel proud about working in small organizations is important in current times .

Santanu Paul  added that there are two categories of employees – the  first category include the one who questions what can I do for the company and the second who questions  what the company can do for me. Employees who belong to the first category fit in the small company environment while the second category employee is  fit for a big organization and  small company can be suffocating for this category employee .He said the three valuables that a small company offers is the level of excitement in the work, growth and pride of ownership. He added the kind of learning that a small company offers takes a lot of tenure in big organizations.

Sundar  Ramaswamy  who mediated the session  said though young talent are focused on brand they get tagged to, many of them  have set up their own small companies today.

S Sridharan believes that it is equally important to have systems like performance management, feedback mechanism in place in small organizations as they are in large organizations. He said as an employee tends to mould more in a company, its cost increases and a perfect balance of right growth at the top & fresh talent coming from the bottom has to be maintained.

Continuous evaluation and individual focus is the additional advantage in managing talent added George. While Santanu Paul drawing from his experiences shared that we need to nurture a system where we differentiate between high performers and average performers by means of rewards and recognition in small companies which motivates an average performer to become a high performer. Also a non linear model needs to be practiced in small organization to retain talent.

George spoke about the operating model that they practice in Kallos Solutions – getting the best programmers, promise them the accelerated learning for three years and later allow this talent to make choice for themselves.

George added that a small company might not have enough budgets to offer great exhaustive leadership programs but if we start taking advantage of ecosystem without mobilizing the large amount of money, we can be effective. The session concluded with a thought provoking idea that an individual’s brand is the face of a small organization but transforming that individual brand equity to organizational brand equity is equally important.

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