This article is a lightly-edited summary of the key takeaways from our speakers’ appearance on our podcast, “The Shape of Work.” If you haven’t listened to our show yet, be sure to check it out here. These speakers have an incredible stable of startup experiences to draw from, the kind of stories that are unbelievably helpful for HR/people managers to hear.
Our next guest for the podcast, “The Shape of Work,” is Chandrakumar Sivasubramaniam. He invented FlowTrack, a monitoring system for a smoother flow of remote workspaces.
GUEST AT A GLANCE:
Name of the guest: Chandrakumar Sivasubramaniam
What he does: CEO of FlowTrack
Find him on LinkedIn.
Get smart: “I believe every business has to work proactively in identifying the employee engagement, from onboarding to leaving the organization, I think managing their engagement is the key factor here for the success of every business in future”
In this episode, you will find discussions on significant topics like:
- The idea behind the speaker’s invention- FlowTrack.
- Remote work after the pandemic.
- The difference in way of work between the Western and the Eastern countries.
- The importance of Employee Engagement and Onboarding.
- The reasons behind Employee Disengagement.
- Employee Value Proposition.
- Role of HR in remote working spaces.
The idea behind FlowTrack:
The inspiration behind FlowTrack was noticing the pain point of workspaces.
They discussed this idea with their potential investors and people internally from the team. They got 6-8 weeks within which they launched their beta version.
This idea was generated after the pandemic hit the world. They discussed their customers’ problems and came up with this solution quickly. Soon a lot of investors were interested as they realized the potential growth of this startup. This growth soon became a reality as the demand for the product increased in the market.
Will companies start working in a remote framework permanently?
Our guest explains that everything depends on the culture of the workplace. It depends on the trust employers have in their teams. Western countries have complete trust in their employees. He feels Eastern countries still lack this ability.
He explains how western countries might feel different about monitoring their teams and not completely encourage it.
Thus they have stealth mode monitoring as well where the employees are unaware of the monitoring.
Differentiating factors between Western and Eastern companies:
Here, Chandrakumar explains that in Western economies, people have more ownership. He has worked in multiple countries like India, Vietnam, the Philippines, Malaysia, and Indonesia. He has observed that the manager-to-employee ratio is very high in these countries. Thus it becomes extremely difficult to create a rapport between them.
Less number of employees increases understanding among the employees. They start admiring their leaders and the company.
In Eastern countries, this pattern is missing. Hence monitoring tools are required. Chandrakumar explains that monitoring employee performance is actually beneficial. Team leaders can analyze the areas in which they lack performance and help them train and improve themselves.
How important do you think is employee engagement and onboarding at work in a remote workspace?
According to Chandrakumar, It is challenging to make the new hires bond with the team through a remote workspace. He feels that understanding the project and team members is more effective when done face to face. While the company might attempt to build it at the beginning, they might not be able to manage it. If they lose this engagement level, it becomes difficult to bring it back. Chandrakumar says that there are people who jump from one company to another within one or two months. This occurs due to a lack of interaction. It has grown to be a global problem now. Ideally, now every business can go for good engagement practices to maintain a good bond with their teammates while working.
What are the main reasons behind Employee disengagement?
Chandrakumar feels that sometimes employees feel that they don’t belong in an organization, especially when they are not recognized or rewarded. This is the main reason behind employee disengagement within a company. They stop showing responsibility and have a lack of progress. Thus, it is dependent on both the motivational and cultural aspects of the company.
Thoughts about Employee Value Proposition:
While talking about the Employee value proposition, Chandrakumar throws light on the different categories of employees (Gen-X, Gen-Y, Gen-Z). They have different expectations when it comes to a job. A few years ago, the focus was only on getting a good job with a decent salary package. Nowadays, employees want recognition, career opportunities. They want to make a good contribution to the company they work in and receive good returns.
These days countries see unicorns getting huge investments. This indicates that there is a good demand for creativity and highly involved individuals. There is a huge growth in these two segments. He says creative ideas can bring product-based innovations. Hence Gen-Z employees wish to enrich their experience.
They are equated exponentially with the company growing. This is the kind of culture product-based companies are building.
How is the role of HR increasing with the increase in remote workspaces?
Chandrakumar predicts a complete transformation of HR technology after the pandemic. He highlights that making your workplace virtual calls for HR tech’s help. They have a major role to play here. Managing the complete employee work cycle virtually can be a tough task.
HR tech gets an opportunity to showcase their significance in organizations. They need to build effective communications to connect the remote team online.