Instilling a sense of confidence in employees has become the need of the hour. It helps them reach their optimum level at their jobs. But are employers really doing that? Let find out
To do a job well and to reach the full potential, it is important that he has an ‘I can do it’ attitude. This is considered the most important attribute which makes an employee stretch and think beyond what is possible, the faith in his capabilities and skills. Once they have this confidence, nothing seems difficult for them and they can keep raising the bar to unleash their skill full potential.
Companies are doing their best to build that confidence, especially in newly joined employees. When an employee joins a new organization, s/he is usually apprehensive and takes times to adjust to the environment. Nirula runs a buddy training program for a month for the new staff. They have new employee trainers who are deputed to the new employees. These employees work with the buddy trainer for a month, who provides them complete training for their respective departments. New employees can look forward to their buddy trainers for any guidance required in the field of operations.
Similarly, Blue Dart has introduced a mentoring and buddy policy for the new joinees. Every new recruit is given a mentor who supports them for a period of 6 months to 1 year tries to make the new employee as familiar and comfortable to his work environment as possible.
At Tata AIG, the HR and T&D teams drive this closely through the ‘Chrysalis’ program and the 180 roadmap which aims at anchoring a new employee in the job. It is important for every supervisor to understand this need and be personally accountable for the success of new team member.
Although organizations are trying to build confidence in employees in some way or the other, it is important that the latter builds up confidence in them first. Organizational and individual efforts to build confidence must go hand in hand. This is because a lack of alignment between the two can cause emotional dissonance of sorts.
A few employees told us their secret mantra of building confidence in themselves:
Manager, Broadridge Financial Solution says, ‘My company gives me feedback on my strengths and areas of improvement. Apart from on-the-job learning, I have signed up for leadership/business/technical courses which help me attain my goals. This helps me build my confidence level and shape up to overcome any challenges ahead of me’.
Manager education product development, NetApp explains, that he tries to tell him self that the existence of his job is not fully under his control. So he does the best to contribute to the organization, remain positive and trust others.
The economic slowdown has affected the professional lives of many employees due to job insecurity and lack of jobs. This stress slowly starts cascading down to their personal lives which creates the imbalance. If an employee has confidence in his/her capabilities it helps them keep he stress at bay as s/he is confident that s/he is a good resource and will continue to contribute to the company’s success at all times. After all, no company wants to lose such precious employees.
In India the newly joined employees are not assigned any special mentor’s or have buddy policy but their immediate superior is responsible in guiding them in day to day’s work and see that they perform. The immediate superior may ask the new employee to ask for any doubts or clarifications while ensuring that the new recruit has understood the tasks to be completed. We think that this may be a better method. However other seniors in the group or department are requested by the head to help the new joinee whenever he asks any help. But the onus lies on the Team head or immediate superior.