We don't dry our linen in public but please note the following points with an open mind for improvements -
- FractaElite (pardon my spelling if I didn't get it right). We're working in a fast changing environment. Role models change in months if not weeks - and to hold someone as a role model for a year - too much. The recommendation process isn't fair either. It is more like you scratch my back while I scratch yours in return. And the genuine ones sometimes run out of people that will reco them - seen many occasions including myself in the last 4 years :) not that I want that spotlight.. Just trying to point that there is an area of improvement.
- Leadership development: There is a very little focus for leadership development. People getting nominated for the above program i.e. people apparently with great skills need further training - and the ones that are not nominated apparently don't need any training and is therefore never recommended for one. Pls don't suggest FAA training for leadership development
- Feedback: There must be a proper channel of routing feedback rather than spreading rumors (I mean it literally) and shooting the gun on someone else's shoulder. I mean let's be very categorical in our feedback process and let's own them.
- CDP: Career Development Plan - When are we going to start such discussions? When will the management take this responsibility rather than waiting around for people to look for IJPs, hop from one project to another, and someday get frustrated and quit.
- Ownership of the Organization about allocation: While the flexibility to choose your own boss is great, the organization must take some ownership in finding / recommending people roles. I've been fighting this battle of getting allocation - and trust me sometimes, it is really frustrating.
