News / Why tech companies must inculcate a great work culture
By timesofindia.com, Nov 04, 2015

To sustain in the market, organisations have to keep innovating and bringing in out-of-the-box ideas and to do so, they have to ensure their employees are offered a great work culture

Anshuman Pattanaik

In today’s era, where the technology industry is booming, hygiene factors such as investment capital, machines and infrastructure are available to most of the companies. Then why is that some businesses are more profitable than others?

The biggest differentiating factor is the quality of human resource, which is not just restricted to the senior management but covers the entire breadth of the organisation. The only way to ensure a highly motivated team that performs beyond set objectives is by providing them a great work culture that helps their holistic growth.

Gone are those days where working hours were restricted from 9 am to 6 pm. With increasing globalisation, physical boundaries are getting superseded by virtual connectivity. Companies, especially technology organisations, are running 24×7 where employees have to work in shifts, attend calls/ meetings at odd hours, stretch normal work hours for deliverables and working in sync with the global clients and partners. Employees can cope up with such situations only when organisations provide a good work culture, elements of which could be taking utmost care of their safety, ensure they have a good learning curve and providing them with more in house benefits.

It is not just about the dynamic working hours. The IT industry as a whole is becoming progressive. With each passing day, there is a new technology based startup or an evolution of new cutting-edge technology which in no time gets obsolete.

To sustain in the market, organisations have to keep innovating and bringing in out-of-the-box ideas and to do so, they have to ensure their employees are highly productive. Only a sound mind and a sound body can fully concentrate on work and be productive for the organisation. The challenge is how can organisations ensure that? The answer is simple — by ensuring that the work environment which they provide motivates employees to think beyond what is expected, providing benefits which takes away some of their worries, like providing crèche facilities for children of women employees, providing health checkups in the campus, putting up banking help desks, car pollution checks and a concierge service within the office campus, etc.

A great work culture can immensely encourage more women to continue working after marriage or pregnancy or while raising children.

If statistics have to be believed, in India, women hold only about 5 percent of directorships among the 100 companies listed on the Bombay Stock Exchange. Glass ceiling is prevailing in almost all organisations. We see almost an equal percentage of men and women at the entry level of the organization. But as the ladder grows, the number of working women keeps decreasing. Women give up when they find it difficult to juggle between the roles of wife, mother and a professional. Some big and some little yet impactful considerations by organisations can account for a good work culture for women employees, like, giving flexi hours of work to a working mother in the initial years of raising her child, counselling sessions for women employees, a benefit as small as reserving parking space for pregnant women to ease them off the effort of finding one can do wonders.

Providing a great work culture keeps the employees happy and this serves as a great tool for retention as money being the only retention tool doesn’t hold good any more. Employees who stick with an organisation understand the pulse of the organization and the culture. Retention of good employees can help companies grow their own leaders as it provides all the right ingredients for the perfect recipe of a great leader. Lot of companies look outside to recruit leaders which may turn out to be expensive as there are huge hiring and training costs associated with it. The risk of wrong hiring is even greater as the cost of wrong hire is 2 to 20 times the cost of actual hire.

In order to build a great company, organisations should have a high-level purpose which is beyond just making money and delivering returns to shareholders. Companies need to create and nurture a work culture which actually drives the organisation to this high-level purpose, which is the vision and mission of the organisation.

Now the question arises that whose job is to ensure a good work culture prevailing in the organisation. Is it the responsibility of the employees or the managers or the HR team or the top management? In my point of view, it should be a top down approach to encourage building a strong work culture.

The author is assistant vice president- India HR operation, Infinite Computer Solutions

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