Being part of a big company is a good experience as well as to the unpleasant experiences which we will face in future. Working in these companies speeds up each of our individual learning curves and experience while searching for the suitable employment to pledge loyalty.
While I’ve work for small to big companies, the difference of communication (feedback) can be felt at an instant. How responsive the response to the feedback and suggestions goes to show how important does the management feels about employees benefits and happiness factor in work to boost productivity and declining workplace medication leaves and medical claims thus resulting in higher sales profit margin.
Only when a company sets a good example than only will it be possible to improve and grow as a large company. Perhaps I should replace it with being part of a big family, when you feel at home than naturally will you want to take up responsibility roles on your own instead of others delicate the task to you. Responsibility doesn’t means that you have to be in senior position to be responsible but it applies to all positions regardless of rank. It’s personal responsibility in all aspects and helping the company to cut down operating costs and taking it as their own.
Corporate culture can be felt the moment you start your first day of work in any big companies, try consulting a superior and see how long it takes for response to be taken notice and if any changes has being implemented. While I was once part of the large companies including a MNC company at raffles place. All that I can comment is the slow response to our feedback, it’s the time that kills the trust of employees into believing that since it’s taking such a long period of time, than their feedbacks are not valuable to the management for rooms of improvement thus as time passes, the feedback department will receive lesser and lesser feedbacks with time.
Having a bad corporate culture might not have any significant effect on the top management because they often discuss and talk about profits and hang around together, but what makes a company and earns them their profits comes from the work of the masses (employees) thus satisfying employees should comes as a number one priority to curb high employee turnover.
For people in the HR dept should know this, especially in the F&B sector, when employees are unhappy with the work environment, the solution can be easy, just fire the boss and find another one. This may seems insignificant on the surface but if left on its own, you will soon find your middle to high management employees changing lanes and work for fellow competitors in no time.
The bigger the company is, the bigger the problem primary due to a lack of employee based welfare department to look into such feedbacks and suggestions. To make things more complicated, there’s only top-down approach and no bottom-up approach because of the multiple management systems within the companies. Top down approach is whereby instructions are only passed down with no rooms of negotiation from the masses (employees) with their own views to the extreme top management due to again the direct communication – their direct various head department in-charge will help resolve the issues. But often this is a flawed communication system that kills in the long term because all problems are kept within the department and even spreads to other departments over lunch and dinner breaks or even during panty tea-break sessions etc.
Following the recent case example of mass employees jumping over to another fellow company as mention in the news articles, such is not a problem that can be resolved easily. Company loyalty, no company has ever given or offered something near to what I’ve expected thus forcing me to turn to entrepreneurship. Being taught in a Problem-Based Learning thanks to RP, while it may seem insignificant to students but this first year of problem solving skills is important to gear all people to solve problems, but from what I observe, most of the students just take it with a little pinch of salt only and not applying what they have learnt.
Feedback and suggestions are important but are they really being valued in the middle management where all feedbacks and complaints are being silenced and prevented from reaching the top for fear the complaints will cause them to lose the jobs. Thus to survive the game, you have to play the game well. It’s a cruel and harsh reality not known to people with different exposure of working environment.
Having said my point, it’s up to individuals to decide if you want to play the game and putting yourself at risk of being targeted by all those under-performing employees who will form an alliance to de-throne you and from their own lazy department and putting on an act when the higher management comes for a visit.
Feel free to voice your opinions. =)
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