How cheating as a student taught me a lesson that I carry with me today

I heard a familiar voice whispering my name. I was in the middle of an exam. And my friend Joe, who was seated behind me, kept trying to get my attention.

“Shhhh… can you pass me your answers?”, said Joe, quietly.

I was a naive, 13 year old student then, not aware of the lesson I was about to be taught. Joe sits beside me in class, and was always chatty and playful. I knew he was not the academic type.

Being a good friend

“What?”, I replied to Joe, even though I knew exactly what he was asking for.

“Help me out man. Look, the teacher isn’t looking now, pass me your answers, quick!” Joe spoke with haste.

Should I give him my answer sheet? That’s cheating, so surely this can’t be the right thing to do. But I didn’t want Joe to fail his exam, perhaps loyalty and friendship was more important.

As our class teacher looked away, without thinking further, I quickly handed my answer sheet to Joe.

I didn’t want Joe to fail his exam, perhaps loyalty and friendship was more important

But what I did not realise, was that my Math teacher, Mrs Nora, was standing right outside our class, silently looking in from the back.

I did not see her when I passed Joe my papers.

I continued working on my exams. Ten minutes later, Joe tried to slip my answer sheet back to me.

As I turned to take my paper back, I caught a glimpse of Mrs Nora, still standing outside the class… and caught her looking right back at me!

My heart dropped. My first thought was that she would walk in screaming and tried to interrupt the exam.

But no. Instead, she gave me a disappointed look, smiled and walked away.

The conversation with Mrs Nora

I didn’t hear from Mrs Nora for the next few days. Maybe I got away with it?

That did not last long, as Mrs Nora walked into my class one day and asked me to follow her to her office. Without Joe.

I thought, “Oh no, what will she do? Will she call my parents? What do I tell them? And…. wait, why didn’t she ask Joe to come along, isn’t he also part of this?”

We stepped into her office, and she looked up at me.

“Derek, I saw you passing your answers to Joe. Why did you do that?” Mrs Nora said. “You’re a good kid. Did you know that you scored an A for this paper?”

I was nervous, and looked at her quietly without a response. I have always been a shy boy, following the rules, and never liked conflict.

“I am going to give you a C to teach you a lesson”, she continued.

Tears started flowing down my face. I felt a deep sense of fear and regret. And before long I started sobbing.

In an introverted fashion, no words would come out of my mouth, but my mind started racing, “WHY? Why are you punishing me? I didn’t cheat, I was only helping out a friend! Why isn’t he also getting punished??”

Almost as though she could hear the voice in my mind, Mrs Nora said “Did you know that Joe failed anyway? Even though he copied some of your answers. In the end, after helping him cheat, you didn’t manage to help him at all, and instead did something that makes me think that you do not have any integrity.”

Mrs Nora said, “Did you know that Joe failed anyway?”

“Even if you succeeded to help him pass his exams by cheating, how many times can you do this for him? Eventually he will still fail, because he didn’t actually get better. If you really cared for him as a friend, you should have encouraged him to learn to do the hard work in order to pass his exams. I want you to remember this.”

Still crying, I remained silent and accepted my punishment.

The lessons I carry with me

Joe knew what had happened. But he never stepped in to take responsibility, because why should he? He failed anyway. And needless to say, we stopped being friends after that. In fact, he eventually left the school without finishing, and I never knew if it was by choice.

It’s been 25 years since this happened, but it’s left such an impact on my life. Even though Mrs Nora said it in a way a 13 year old could understand, these are lessons even many working adults could use.

  1. If you really want to help a friend, sometimes you need to say to their face what is hard but true. Even if they don’t want to hear it, they need to learn to succeed themselves. Give a man a fish and you feed him for a day. Teach a man to fish and you feed him for a lifetime.
  1. If you want to progress in your career, you have to work hard and be genuinely good at your job. You can get away with shortcuts by playing politics to get promoted, or taking credit for other peoples’ work, but over a long period of time, you’ll eventually be found out and the market (invisible forces) will adjust you to your true value. The reverse is also true – if you feel you are not progressing fast enough compared to your peers, as long as you have a great attitude to work, time will adjust you to your true value, so keep going.
  1. If you’re a boss that thinks being nice to your team is being a good leader, you’re much likelier to hurt their long term career. Teach them the value of hard work, or they will go through their career thinking they are better than they actually are, and struggle in the long term.

And perhaps the most important lesson of all:

“Good intentions” can never justify cheating.

 

5 Leadership Lessons from a First-time Startup Founder

As we look forward to the new year, I have been pondering what are some of the biggest leadership lessons I’ve learned this year. WOBB has gone through significant growth, starting from just me (one person sitting at home in my pyjamas), to a 25 person team, with some of the most talented employees in the business.

I’ve definitely made many mistakes and learned a lot from them, but here are my personal top 5 leadership lessons.

1) The team doesn’t live inside your head

I’ve met founders who said that they were frustrated when the team doesn’t seem to be able to deliver exactly what they’d would hope for. “Sometimes if you want to get something done right, you have to do it yourself.” Admittedly I’ve had this thought myself too.

But what I’ve learned over time is that poor communication from the leader can cause a lot of these problems. When leaders don’t communicate with clear instructions and specific expectations, it causes the team to try to figure out what they think you are looking for, based on that they know, and of course, they are not going to get it right. Because they are not mind readers, they don’t live inside your head.

I always try to remind myself that as the founder of the company, I have access to information from other founders, investors, clients and competitors etc. I’ve been in the company since the beginning, and have clear context of everything that is going on in the company, because every team reports to me.

I can see the full picture. The full picture that individuals in the company do not have access to.

It is therefore our responsibility as leaders who have all the information, to see that your team can’t see everything you see, unless you make that effort to show them clearly what you need, or give them access to the information that will help them. Be clear and specific about your expectations.

Because if you don’t make that effort and just expect them “to know”, it’s your fault that they are not delivering good work, not theirs.

2) Be quick to weed out the “show horse”

(To be kind, I have changed some details of the following story to keep the person anonymous, but the essence of the story is here.)

Jim joined our company full of enthusiasm. Every time I spoke to him, he was incredibility helpful, looks so engaged and was always willing to do everything that I asked. He was also a very bright kid, someone I could ask a question to, and he’ll somehow find an answer.

I really liked Jim, and was thinking of promoting him.

Then one day, someone came to me and started sharing his concern that he caught Jim spending his time watching Youtube during working hours, and sometimes even during meetings, when I’m speaking at the front, he would be watching a video on his laptop instead of paying attention to the meeting.

I was surprised to hear that. There’s no way Jim would do that. Not the enthusiastic Jim that I know.

Then over time, I started hearing other concerns from other people in the company. Uncollaborated, totally independent stories.

“Jim doesn’t go for any client meetings, his calendar is always empty. He spends more time trying to talk to you than get any meaningful work done.”

“Jim is rude to me and doesn’t take feedback well when the team asked him to work harder.”

I started to wonder… wait, is Jim behaving differently in front me because I’m the boss? I paid more attention to his actual work and how he spends his time in the office.

And it turned out to be true. Jim spent most of his energy trying to appear to be doing a great job rather than actually doing it. He had the lowest activities, and delivered the least results. Everything that he touched either stagnated or became worse.

Jim spent most of his energy trying to appear to be doing a great job rather than actually doing it.

It was so easy to be blinded by this “showhorse” had I not made the decision to be unemotional about this and looked at it objectively without any biases.

Suffice to say, Jim didn’t stay long in the company after I started paying more attention to his actual performance rather than appearances.

Remember to watch out for the showhorse.

3) Embrace your “followers” as equals because they make you a leader

As single founder, people always ask me whether it feels lonely not having a co-founder I can share my worries with, or to bounce off ideas. And when I tell them that I can do all these with my core team, it always surprises them that our team is so engaged.

In fact, the team is so passionate about the performance of our business, that I often find them seeking out to do more for the company, seeing problems that worry them and proactively figuring out how to fix these problems, and sharing a lot of the stress that I share as a founder.

But what’s the secret? There no big secret. Just pull them into your world as an equal. As someone that you genuinely value, with opinions that you value, with actions that you trust.

Of course, some of you are now thinking “but not everyone in my team is at the level where I can trust and empower them in such a way”. In which case I would ask you to either:

  • Try anyway, because are you sure you can’t empower them? Or is it because you don’t have the courage to let go?
  • Start thinking about your talent attraction / employer branding strategy so you hire better people

Either way, this video from Derek Sivers reminds me all the time how your followers make you a leader.

4) You dictate the culture of your company

Leaders play a critical role in influencing the culture of their teams. After all, you decide that is acceptable behaviour and what is not. You decide what behaviours get rewarded, and what gets punished.

So if you’re ever in a situation where you’re frustrated that your team is “lazy”, or always late, or don’t openly share their ideas, very often you’ll find that it’s you (the leader) that made the culture what it is.

Whether it’s because of your decisions to hire the wrong people (that ultimately influenced your team’s culture), your inability to publicly reward the right behaviours or punish the wrong ones, or because you do not lead by example, it really all comes down to you to dictate the culture of the company.

Your inability to publicly reward the right behaviours or punish the wrong ones… it all comes down to you to dictate culture

If you don’t want others to be late, then you shouldn’t walk in late just because you’re the boss. If you want your team to share ideas and act proactively, then don’t get annoyed whenever you hear an idea you don’t like (how are they supposed to know what ideas you don’t like, over time they will just learn to speak less).

At WOBB, we even went as far of building our own 9 core values that are specific and actionable to give the team clear guidelines on what is expected behaviour. We obsess about these values, and it’s what drives a lot of our business decisions.

WOBB’s Wall of Values is situated in the middle of the office and takes up an entire wall, as a clear visible reminder to the team about expected behaviour in the company.

5) You should pay more attention to your star players, not less

A common mistake I find many leaders make is that they tend to leave their best people alone, get out of their way. In their mind, if they have a star player that has earned their trust, they should leave their star alone. That’s called “empowerment”.

These leaders then tend to focus their time and energy on their weakest players in their team, which they believe needs “fixing”.

I believe that’s not a great strategy. Because not only will you find that spending time with your weak players doesn’t guarantee they will perform better, you will also soon discover that your star players will also start to get demotivated.

Your star players will soon feel that they are no longer growing in their role, or no longer getting a lot of recognition for their achievements. After all, they are star players, they are always expected to perform and deliver, and over time, it just becomes “normal” and no longer celebrated.

They are no longer coached, because how do you coach someone that is already at the top of their game? And this adds on to your star players feeling stagnated.

I’ve always believed that a better strategy would be to focus your time and energy on your star players instead. These are your best people. They are the most engaged. They have high will. They want to keep growing and they care deeply about their performance and your business.

Give them recognition for their achievements, no matter how many times they keep hitting their goals (that’s a good thing right? Celebrate!). Spend time strategising with them, supporting them, working on making them better.

Paying attention to them is not about you not empowering or trusting them. In fact, very often, high achievers want attention, because that’s what drives them, and it’s a mistake to stop doing that.

And how about coaching? How do you coach someone that is already a star? The real question is – why are you making it so easy for them? They are your star players! Give them bigger tasks, challenge them to do more. Make them uncomfortable.

That is your opportunity to coach them so they keep growing and pushing boundaries. Celebrate whenever they raise their standards. And support them when they need help.

And other people in the company will look to them as examples of how to excel in the company.

In short, investing your time building your best people is a much better long term strategy that will produce a high performance team.

 

employer brand

How to speak to your CEO about employer brand

I’ve attended so many HR events where HR leaders talk about the importance of building a great employer brand, treating your employees right, and about investing in attracting Gen Y. At the end of the event, everyone feels so inspired, people are patting each others’ backs, telling them what great ideas they have, and what an amazing job they are doing.

And then these HR folks go back to the office to share some of these ideas with their CEO and guess what? Their CEO doesn’t care.

To their CEO, all this sounds like HR fluff. “Just try to hire the right person with the least costs”. That’s all the CEO cares about.

So while it’s great we are talking about these things at HR events, it’s important to realise that we don’t want to be in this little bubble that we have created for ourselves, talking about the importance of a good employer brand, when their CEOs are not even listening.

Will your CEO care about employer branding?

So now I am going to attempt to answer a question I get asked most commonly – “How do I get my CEO to care?”

As someone who is running his own business, and also passionate about having great talent, I can share with you some ideas on what your CEO might care about and how you can position employer branding in a way that he or she can relate to.

1) Money

“How does this help us make or save money?”

Let’s face it, it’s easier to get the attention of your CEO if they can relate it directly to whether this helps the company make or save money. So let’s start with money.

Does building a great employer brand help your business make money?

Well, if the nature of your business requires a strong sales and marketing team, then you could say attracting the best talent in sales and marketing helps the company make money. That reasoning, though, may not work for many companies, and may feel like a bit of stretch.

But building a great employer brand would definitely save your business money.

With an attractive employer brand, backed up an aligned recruitment process, companies are able to recruit the right talent, make less hiring mistakes, get better people that fit the culture and ultimately creates an environment that these talents will thrive in. Your staff retention will improve significantly.

What happens when staff retention improves? You’ll spend less time and money on recruitment, less money on headhunters, and less on training and onboarding new employees (not to mention, having less stress and more sleep!).

And the “returns” you get on your employees will improve immensely the longer they stay with you. Employees that stay long will start to have a sense of belonging, become more dedicated, and the momentum they create while being in a job for a long time will mean that they spend less time learning, and more time contributing back to the business.

They spend less time learning, and more time contributing back to the business

2) Competitive advantage

“How does this give us an advantage over our competitors?”

Some companies greatly rely on the quality of their talent to succeed, and creating a company with great culture will give you such a huge competitive edge. This is especially true in these situations:

  1. When you work in an industry where there are only a handful of key competitors. In situations like this, companies aggressively compete with each other for the best talent, and so it makes sense to build a great employer brand to attract the best talent.
  2. If you’re in a service based industry, then there is a direct correlation between the quality of your talent and the service your customers receive. This is also an industry where customers don’t choose companies, they choose the people they want to work with. This includes audit firms, law firms, management consulting firms etc.
  3. If you’re in the creative industry where having the best creative talent helps generate great ideas and is key to your company securing customers and projects.
  4. If you’re in innovation and technology, where your products are intangible and you rely on your talent to design, develop and deploy your products. Having the best people will translate directly to the quality and innovation of your products.
  5. If you’re in a heavily regulated industry with complex products, such as financial services, where you need great talent who understand these products and also keep the company compliant.

In many cases, your CEO may be able to relate to how building the right employer brand to attract great talent will give your company a competitive edge.

3) Organisational transformation

“How do we get our people to be more productive?”

There are also situations where your CEO is frustrated at the productivity of the existing team, and is constantly trying to drive this productivity with the existing workforce, with little results. Some will soon realise that organisational transformation is what is needed, and that will involve rebuilding the team from scratch and hiring the right people, while allowing some of their existing poor performing staff to leave.

For this to succeed, your CEO may realise that having a clear employer brand and building the right culture is the key ingredient as the company goes through this painful but much needed organisational transformation process.

4) Fear of failure

“How do we future-proof our company?”

There are many companies out there who have been in business for many years, had a core group of people that successfully built the business with them. They never used to have talent issues, but for some reason, are noticing that they struggle to attract and retain new younger talent.

And this is a huge concern for some CEOs because they are starting to notice their aging workforce and realise they need fresh talent to keep their company going and that business will fail if they do not solve this problem soon.

This is a huge concern for some CEOs because they start to notice their aging workforce and realise they need fresh talent

Not every CEO can relate to this because they  are just thinking about stability and keeping things as they are. This is clearly a mistake though, as not wanting to change to adapt to the new reality is exactly what will cause the business to fail.

What you can do now

Often, because your CEO may have achieved their success without having to think about talent too much in the past, some may not understand why this is important now.

So I hope this post can help make your job easier, by giving you ideas about the issues that will catch the attention of your CEO, and how you can relate this back to the importance of investing in employer brand, which will ultimately help you attract and retain the best talent.

What to do when there are office politics

Office politics. Too often, people watch others get rewarded due to relationships rather than results, and those that feel they are “real talent” get sidelined because they don’t understand the politics game. It may frustrate you when you feel you or your friends are more deserving of these rewards.

“That guy is such a yes man, always sucking up to the boss.”

“He’s such a politician, never know what he says when talking to management.”

There’s this negative connotation about office politics. If someone is labeled a “politician”, the idea is that this person cannot be trusted. He or she is two-faced. Backstabs. Spends more time on relationships than on actually doing the work.

For people who resent this, they tend to behave in the opposite way, refusing to spend time outside of work with their managers. Believing that the work is enough to get them through. Resenting any form of relationship building with their bosses as a form of “selling out” on their principles. Quietly complaining to their close colleagues about how unfair things are, effectively, making them involved in office politics as well.

Why office politics exist, and it’s not because there are bad people

But the reality is, in large groups of people, office politics will be there and it will matter. How do you get buy-in from the team?

Not everyone necessarily responds to logic. Some value relationships over logic, whether it’s because of their natural personality or because no one is really sure what needs to be done anyway. So feels safer to take care of everyone’s feelings in case something goes wrong, in which case “we all made this decision together”.

People who resent office politics tend refuse to spend time building relationships, seeing it as “selling out” on their principles

People often have to make decisions based on imperfect information, whether they are your manager or colleague. Because of this, their trust levels with different people in the organisation influence how they make decisions, taking into account the interest of the people in their inner circle. It’s less risky when you can get buy in from your inner circle with so much uncertainty.

Understand that this is the reality. Understand that if you want to progress in your organisation, your ability to work with others is important, and many people rely on their feelings rather than logic when it comes to making decisions. Your brand and relationships with others matter.

And I’m talking about achieving a business goal, not a personal selfish goals. Being able to persuade others to make the right decisions and take action is an important skill, and relationships play a role in getting this done.

Wait, so we should have office politics?

Depends on what type of office politics.

People who believe they can get ahead in their careers by using relationships to hurt others are misguided and any competent leader or manager can and should spot this behaviour from a mile away.

Even though I’ve talked about how politics will exist when large groups of people are working together towards a goal, the type of politics that is malicious will damage the company’s culture and affect the company’s ability to make the best decisions.

Passive aggressive personalities that spend more time gossiping within their groups that hurt others. Those that are too afraid to confront, and backstab instead. Or those that focus on trying to get you to do worse, rather than focus on trying to do better themselves to get ahead.

People who believe they can get ahead in their careers by using relationships to hurt others are misguided

When this becomes the prominent culture in the organisation, good talent start to leave, and poor talent start to get rewarded, ultimately leading to businesses failing in the long run.

This is because good talent will soon realise that getting ahead is all about getting the boss to like you (which is what they don’t waste a lot of time on), rather than delivering results (which is what they are good at). They will get frustrated at the type of decisions being made which appear illogical.

So how do we reduce or eliminate politics at work?

The leaders role in managing office politics

This is where good leadership comes in. It takes a strong leader with the will to look pass their own emotions and relationships with others, and instead assess issues objectively using data and logic.

We all know this is not easy, because leaders are human beings too, capable of making mistakes, not having the confidence to damage important relationships, carry the same insecurities as any normal person, and in some cases, got to where they are because of their own relationships rather than actual results.

It take a strong leader with the will to look pass their own emotions and assess issues objectively using data and logic

Having said that, it’s not an excuse to try to judge others based on perception rather than actual results.

If you’re a leader, whenever you feel positively or negatively about someone in the company, stop and look at their actual performance, rather than how they make you feel. Is your feeling justified and is it fair?

Leaders should create a culture of transparency at work

Google is well-known for it’s culture, but employers often brush this off as an expensive luxury, referring mainly to the perks that Google offers employeees (such as free food) rather than looking at what makes their culture great. These often cost nothing.

For example, in the name of transparency, employees at Google are discouraged from complaining about other employees via email. In a popular book “Work Rules!” by Laszlo Bock, Google’s HR Leader, Bock writes about the first time he experienced Google’s commitment to transparency at work:

“The way we solve the ‘backstabbing’ problem, for example, is that if you write a nasty email about someone, you shouldn’t be surprised if they are added to the email thread… I remember the first time I complained about somebody in an email and my manager promptly copied that person, which forced us to quickly resolve the issue. It was a stark lesson in the importance of having direct conversations with colleagues!”

Even when it comes to sharing of information, the company “defaults to openness” by allowing all employees access to information about what is happening at the company.

This is a stark contrast to what most other companies actually practice, which is to share information only as required, keeping most information at the top, and not bothering to explain decisions by just referring it to a decision made by management. If you don’t have all the information, you have no choice but to trust management.

When a leader says “just trust me because you don’t know everything, it’s a management decision”, it creates a culture where leaders become lazy at thinking through their decisions. This lack of objectivity and accountability creates an environment where negative forms of politics will thrive.

When a leader says “just trust me because you don’t know everything, it’s a management decision”, it creates a culture where leaders become lazy at thinking through their decisions.

What we can all do to stop negative office politics

Work hard and deliver results, that’s always the most important thing. Embrace the fact that office politics will exist when large groups of people are working together, just hope it’s not the malicious or negative type.

If you’re leader, and you sense your subordinate prefers spending time building relationships with you rather than on the actual effort of achieving results, remind them always that they will be measured on their results. If a colleague starts to gossip, show them that you are disinterested. Remember, allowing these things to happen on your watch could be just as bad as participating yourself.

And always encourage everyone to be transparent and speak with candor.

If you’re in an environment where you feel people are using politics for the wrong reasons, and your leadership is not doing anything to discourage this, always politely challenge and ask questions. Ask your leaders why certain decisions were made. Keep everyone accountable, regardless whether they are your leader or your colleague, to make objective decisions based on logic rather than emotions.

And if you risk damaging your career because you might upset your boss… well, do you really want to be in an environment like that anyway?

“Whoever you are, or want to be, you may not be interested in politics, but politics is interested in you.”

— Marshall Berman

Radical Candor

Before we jump into how radical candor works, I want to write about the “conventional” or adviced method of giving negative feedback. In my previous jobs, we’ve always been trained to manage communication with colleagues, especially when giving negative feedback, using a common technique where you “sandwich” the negative feedback between positive ones, to get your message across but not hurt egos too much. The idea is that this allows negative feedback to be received without demotivating your team. Continue reading →

Entrepreneur Views: Gen Y Work Life Balance

They say Gen Y value work life balance. So it may be a challenge for employers where work life balance is not possible due to the nature of the business. But the reality is, not ALL Gen Y talent put work life balance as a priority, and there are many quality talent out there that is willing to put in the hours to get the work done, it just needs to be the right kind of work, and in the right kind of culture or environment.

One industry in particular, does not allow for much work life balance. And that’s the events business. If you’ve ever heard any stories about the people who run events, you will know that work hours are long, and stress levels are high.

Yet for Jwan Heah, this has been a challenge he’s faced and overcome across the many years he’s been in the events business. Jwan is the Group CEO of Pulse Group, an events company spanning across Singapore, Malaysia and Thailand, and has previously been involved in organising some large scale events in the region.

If you’ve ever heard any stories about the people who run events, you will know that work hours are long, and stress levels are high.

Jwan has managed to hire and manage some of the most motivated Gen Y talent in the industry, so when I was looking for ideas on what makes Gen Y work hard and put in the hours, Jwan was kind enough to share some of his thoughts with me.

D: What are your views about work life balance?

JH: You spend the bulk of your time each day at work plus the the after hour work that you put in equates to a huge part of your life is work. If you’re spending almost all your life with/on work, then blur the lines a little so that you don’t have to balance work and life. Every morning you wake up and you’re excited cause you know its going to be a fun day, you head out to the office and hang out with a bunch of like-minded awesome people to do something you enjoy, its something you look forward to and then it doesn’t become work anymore. When you find joy in what you and who you do it with, its not work anymore.

D: When you interview Gen Y candidates, what techniques (or interview questions) do you use to distinguish those that are willing to put in the hours, from those who won’t?

Manage Expectations During the Interview

JH: During the interview, we start by giving an explanation into what we do and we’re very direct and open with how bad the situation is. Extremely long working hours, ‘show goes on no matter what attitude’ that includes occasionally the need to perform manual labor work, smile while receiving stress induced profanities, meeting crazy deadlines, dealing with all manner of people, changing plans within couple of hours notice, driving solo to ends of Malaysia or hop on a plane etc. Basically to get stuff done or die trying.

Ask questions about their personality

JH: Questions during interview focus more on personal attributes rather than skillsets. What makes you happy? If you are given RM1,000 to plan an internal company event what would you do and why?

Give them space to be sure of their decision

JH: Finally we tell them to go home and think about it and come back to us in 48 hours if they still want to pursue a life here in PULSE ASIA. At the end we always advise anyone wanting to join us that its their life and Pulse Asia is merely a platform to help you achieve your goals and personal vision, if the culture and environment gives you the added ability to do that, then join us.

jwan team - gen y work life balance

D: If your staff feel burned out from hard work, how do you try to balance that, to ensure that you retain them, and that they remain committed to their work?

J: We maintain a family like culture and a fun filled environment, and we’ve made spreading happiness and positivity a mantra. Everyone is aware of the company’s performance at all times including financials & profitability, we set targets and celebrate each mini achievement or win, and each individual’s contribution is publicly acknowledged and announced during our daily huddles and emphasised during our ‘Gratitude Fridays’. Although we do practice having a leave form, we are not tracking the number of leaves a PulsElite takes and half day off to sort out personal errands is a common practice. As long as the work is done, we allow the flexibility. Its the culture that we’ve built (building more like it) that keeps everyone together and committed to their work.

D: How do you compete with other employers who can offer work/life balance to their employees?

JH: We don’t compete. We’ve created (constant fine tuning) our culture and we’re continuously evolving to ensure we stay relevant in our industry. We’re transparent in terms of our expectations from the start and do our best to understand employees expectations. Part-timers, friends, vendors and clients constantly get a glimpse at how we live our lives as PulsElites and that creates good word of mouth for us. As an organization we do all that we can within our capacity and financial limits to provide an environment that is safe, fun and caters for as a wide a spectrum of personalities… as mentioned in the earlier questions, in the end its up to the job seeker to decide which organization suits his/her desires, values and goals.

We don’t compete. We’ve created our culture and we’re continuously evolving. In the end it’s up to the jobseeker to decide which organization suits his/her desires values and goals.

D: What do you think are some of things employers can offer that Gen Y candidates will find more important than work/life balance?

JH:

  1. Exorbitant amounts of money?? (hahaha)
  2. Clearly articulated and visible Vision, Mission, and Values statement. So you attract the right people who share those dreams and make sure its repeated day in day out.
  3. Engagement. Break the boundaries of the traditional hierarchical structure and engage across all levels and departments. e.g CEO spending time with the janitor to get his/her feedback and acting on those feedbacks, upper management walking the floor daily. This probably has a much bigger impact than on work life balance. In the end, people want to know that they matter.
  4. Involve everyone who will be affected by a decision in the decision making process.
  5. Opportunities for learning and personal growth and development
  6. Champion a social cause. Provide the resources and time for people to spearhead community enrichment programmes or charity causes.
  7. Drivers and/or UBER. Cause driving to the office and to meetings stuck in traffic is emotionally and physiologically taxing. Coupled with trying to find parking for an important presentation a the clients office can cause serious damage to the heart and mind! (we are beta testing the use of UBER for work at the moment)

Learning from the Best – Alliance Bank Bizsmart SME Challenge

So we finished in the Top 20 of Alliance Bank Bizsmart Academy SME Challenge for 2015. After two months of training and networking, the question I get asked frequently is – What did I learn, and was it worth it?

I don’t really want to write too much about what I learned from training. Obviously I learned a lot. When I first found out that training was compulsory, I thought about how busy I was going to be trying to manage the business at the same time, but I made the decision to go into every session with an open and receptive mind. And I came out of each training session learning new ideas that I wanted to apply to the business, or how we managed the team, and I felt lucky that we were selected.

I want to write about what I learned from some of the judges on the panel.

Continue reading →

Speaking About Culture to Malaysian CEOs

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It was an interesting experience for me to speak about work culture to a group of CEOs in Malaysia. When I was first invited to do it, I was quite skeptical about how receptive this topic was going to be. After all, these are very experienced business people who have successfully built multi-million dollar businesses without having much thought about culture. Why would they even care?

To my surprise, they really did. These were very forward looking people who wanted to know where the wind was blowing, incredibly dynamic people who would want to hear every idea, realising that resistance to change and evolve according to what the world has become, will have a negative effect on their companies.

The one thing some of these CEOs could agree on, was that culture increasingly mattered to a lot of the younger jobseekers, and therefore this could no longer be ignored. In fact, while the need to change and start caring about culture may not be immediately obvious, by the time you realise you need to do something about it, it’s probably already too late. Because the culture of your organisation is made up of the people you hire, and how they think, and any change is extremely difficult and time consuming.

A special call out to two companies that really stood out for me during this talk – Feruni and PosAd.

Feruni is a ceramic tiling business, and was probably one of the last businesses I would imagine to start caring about culture. Yet the senior management team took a trip to attend a course in Zappos in Las Vegas, to learn about what culture means to them, and they have since been passionately implementing a lot of these ideas back here in Malaysia (separate blog post coming soon!)

PosAd is a diversified advertising business that recently embarked on a culture change initiative, as they hired external consultants to help them make their workplace a better environment to be in.

I hope more companies in Malaysia will look at these companies as amazing examples that caring about culture is important not just to attract talent, but to succeed as a business, before it’s too late.