Personnel Challenges Faced In A Start-up And How To Overcome Them
One of the biggest dilemmas I was faced with as I built the company needed good management people but the good people were not willing to join a startup company. I found it to be a huge challenge to get strong professionals managers to leave large companies and join a startup. Good managers, I realized, are generally poor risk takers and only when they see the stability of a company and they see other professional managers making this leap of faith do they agree to make a change.
The human resource function of any retail company can make or break a company since retail companies are people intensive and our people are our ambassadors and our “face” in front of our customers.
This function must have a strong leader and must have complete support of the entrepreneur. The entrepreneur must outline his philosophy for this function but in words and in deeds because this is what will set the management culture of the company.
Since I am the oldest member of the management, I used to often have to stop younger managers coming in to touch my feet and “seek my blessings”. I would tell them that there was no need to touch my feet at all, no matter what the culture of our country in India of respecting older people may be. If I had allowed this to continue, other senior managers would have expected something similar from their juniors. It has taken me time and this practice of touching one’s feet in the work place has now been stopped.
Similarly, I was often requested that the company must celebrate Founder’s Day on my birthday. My response was that while I was the founder, we should celebrate the foundation day of the company and there was no reason to celebrate my birthday. We now celebrate 25thAugust as the company anniversary where we honour our top performers.
Each time I walked into a manager’s room or I walked down an office aisle, people would stop their work and stand up. I have never understood how standing up and stopping work is a way to show respect to a senior.
To me, continuing with your work when a manager walks down the aisle is a much stronger way to show respect to the senior individual as well as the organization. It has taken me time but the message in the company is very clear – continue with your work when a senior manager happens to walk past you and keep sitting at your chair if a senior manager walks into your office to discuss some work.
Some of our guiding human resources principles that I established very early in our development were,
1. Guardian would rapidly move towards professional management and that we would not build a family run organization.
2. We would have professional growth based on meritocracy and not based on relationships or patronage
3. Any relationships between managers would need to be disclosed at the time of hiring and approved by the management committee of the company. We also specified that two managers who were related would not be allowed to work in the same department.
4. Performance management would be done based on agreed and quantifiable key result areas for each manager
5. Salary increases would be based on achievement of results and not based on seniority.
The author is the Chairman of Guardian Pharmacies and the author of the bestselling books, The Corner Office and The Buck Stops Here. Twitter: @gargashutosh