Tulisan di blog ini kebanyakannya adalah catatan untuk rekod saya di masa depan. Banyak kali bila saya baca semula tulisan lama, Saya boleh kata kepada diri sendiri, “oh, dulu aku pun alami benda yang sama.” And I can sort of reflect perbezaan dulu dan sekarang and how I managed to pull through.
Hari ini 20 November 2016, kami ada satu sesi Tell Me di pejabat. Sesi ini sebelum ini seperti sesi townhall bagi syarikat-syarikat teknologi. You can ask any questions, it’s time for candor, it’s time to have difficult conversations.
Tahun-tahun lepas, that’s the spirit. Orang tanya atau tak tanya tough questions, that’s a different matter. Tapi opportunity tu ada.
Tahun ini I have attended a few TM sessions that spiritnya lain. Lebih kepada Tell You instead of Tell Me. Yang peliknya, tahun ini adalah tahun pertama kursus Culture Belief dimandatorikan kepada semua staff. Sepatutnya implementasi elemen-elemen Culture Belief seperti “Tell Me Session” ini lebih baik hasil dari training-training tersebut.
Namun sebaliknya. Tell Me Session tersebut saya kira bukan sahaja gagal mencapai matlamatnya bahkan dari body language peserta dan presenter seperti hubungan trust itu telah mundur selangkah ke belakang (ya, disebalik ketegangan yang berlaku, ada soalan sukar yang berani di tanya dan tidak dapat dihandle dengan baik sehingga kelihatan presenter lost control of the crowd).
Antara salient points dalam sesi ini yang saya kira agak sukar untuk dihadam adalah,
- There is no mutual trust or no such thing as nurture trust, trust must be earned (against the Culture Belief being shared, but don’t ask me why the message come across as so to the audience).
- There is no such thing as work life balance. Must try to achieve work life integration (where there is no boundary between work and life anymore). I understand that to be successful in your career/work, you cannot shut-off your mind from your work. Clock-watchers will never be successful in any organization. But at least management should propagate the hope to rally the troops’ morale. Outright refusal to recognize the aspiration of work life balance are just cruel. The reason tech company like Google have sleeping pods and first class employee services (foods, laundry, etc) are to encourage staffs to spend more time at the office and to make the time as productive as possible (to reduce mind shut-down time). But they advertise this perks as benefit for staffs. Staffs are given the choice to spend most of their time at the office. They are not being forced to. Maybe, we need to take one or two tricks from these tech company playbook.
- Your roles are either crucial or not crucial to the operation. You are either important or not important to the company. Flexi-time are only for non-crucial roles to the company. You decide whether you want to fall under Group A or Group B.