I was promoted to my first management job 18 months ago. Recently, my division conducted 360-degree evaluations that required peers, subordinates and bosses to comment on each other's performance. I scored high, but some of my subordinates complained that I hadn't given them enough feedback. This came as a surprise because I completed a thorough round of formal evaluations just nine months ago. I also make it a point to regularly compliment my subordinates on their good performance. What more should I do?

What you are doing is good, but not enough. As a manager, you need to give your subordinates unbiased appraisals of their performance and that includes feedback on their strengths as well as weaknesses. Your juniors expect you to be their guide, and their link with the top management. Apart from a formal evaluation, you also need to give them periodic (if possible, quarterly) feedback on their performance. Suggest any improvements you feel they need to make in their work. Share information that is not confidential about the company's plans for the future and their future roles.

I have just accepted a position with a company on the understanding that I will fill the position vacated by my superior when he retires next year. The compensation package is in tune with my expectations in the short- to medium-term. However, I wish to know if I will get another increment when I take over from my immediate boss. Should I bring this matter up now or later when the occasion arises?

T he appropriate time to have asked this question was when you were being offered the job. You have already accepted the position, so it is rather late in the day to be asking such question. Perhaps, you would do well to wait till the promotion actually happens before raising the question. If the company has hinted that your present salary is equivalent to what a supervisor usually gets, you should not expect a further increase in your salary. On the other hand, if that's not the case, you could ask the top management about a raise when you are promoted.

Last month, my junior, an employee performing a vital function in our company, suddenly quit his job. He dropped his resignation letter on my desk while I was engaged in an important conversation on the phone. By the time I finished, about 20 minutes later, he had already cleaned out his desk. My boss is angry with me for not doing more to stop him from leaving. I did try-we talked for almost an hour-but he had made up his mind to quit; he has been offered expanded responsibilities and a higher pay package somewhere else. So what could, or should, I have done under the circumstances?

I am assuming that there is no history of unpleasantness between this employee and your organisation. If a person resigns when his boss is attending a call and clears his desk out in 20 minutes, I would conclude that he doesn't have an iota of commitment to the organisation.

Regardless of what you are willing to do for him, he will not work in your company. You still talked to him-that's showing him more respect than he deserved. Try pointing this out to your boss. However, if he was such a key employee, you were also amiss in not being aware of the state of his mind or not doing anything about it till it was too late.

During job interviews, I am able to handle most questions comfortably. That is, till we reach the point where compensation is discussed. When the question of salary comes up, I become tongue-tied and end up accepting whatever the interviewer feels is right. How do I negotiate salary with my prospective employers?

Once you are through with the initial round of interviews, you should ask questions about the department you've applied for and details of your job. However, salary negotiations should commence only when the job has been offered to you and the company is keen to have you on board.

Asking about the salary in an interview comes across as a little crude and may create a bad impression. Once the decision has been made to hire you and the employer tells you that, ask and negotiate all you like.

Answers to your career concerns are contributed by Tarun Sheth (Senior Consultant) and Shilpa Sheth (Managing Partner) of HR firm, Shilputsi Consultants. Write to Help,Tarun! c/o Business Today, Videocon Tower, Fifth Floor, E-1, Jhandewalan Extn., New Delhi-110055.

SECTOR WATCH
A Heady Brew
The tea industry offers hot jobs for not just graduates and management professionals, but even doctors and CAs.

Aditya Jain, VP (HR&IR), Tata Tea

The tea industry in India accounts for nearly 30 per cent of global tea production and 15 per cent of global tea exports. It contributes about 0.05 per cent to India's GDP and earns over Rs 1,800 crore of foreign exchange a year.

The industry hires male and female workers in equal proportion. Of the total workforce, white-collar employees typically constitute 5-8 per cent, while the bulk of the workforce is blue-collar workers. A majority of white-collar jobs is in tea estate operations and allied functions such as tea tasting, tea broking, buying, blending and quality assurance. Other white-collar jobs are in areas such as marketing and sales, supply chain management, finance, human resources (hr), and information technology.

With the globalisation of the tea industry, personnel who have the capability to look beyond geographical boundaries are in demand. Chartered accountants and management graduates are required in areas such as financial management, sales, exports and brand management. Sourcing and supply chain management are becoming critical. There is a perennial demand for both freshers as well as experienced professionals in these functions.

For positions in tea estates, fresh graduates with good inter-personal skills and willingness to work long hours in remote areas are usually preferred. Tea estate operations need specialised knowledge and skills, and these are best acquired on the job.

Tea estate management is not a subject taught in most colleges, although a few institutes offering post graduate diplomas in this discipline have come up in recent times. After working for a few years in estates and factories, pick up substantial knowledge about tea and its allied aspects and are regarded as 'professional tea planters'. The qualities generally looked for in prospective candidates are sincerity, intelligence and the ability to endure tough climatic conditions. Doctors and other medical professionals are also hired, as tea estates have to provide employees with medical facilities.

THE BIG DIFFERENCE

What sets apart the best employers from other companies in India? Here are a few qualities that count:

Spirit and motivation always beat mere talent: Best employers have highly engaged and committed people with satisfaction levels higher on an average than those prevailing in other companies.

The best never underestimate the power of dreams: Best employers recognise talent as a source of rich ideas, creativity, and innovation, and use these qualities to enhance business performance and make product and process improvements.

The best understand the influence of HR: Best employers leverage strong employee relationships to achieve business successes. Bonding programmes for senior executives, employee referrals, adventure sports for new recruits, and regular core value-building exercises.

The best take everyone along: The hallmark of the best employers is their ability to make tough decisions with remarkable humanity. A critical organisational decision like a lay-off involves the entire employee community.

SOURCE: Hewitt quarterly Asia pacific
(BT and Hewitt are partners for the third edition of India's Best Employers,
which will be released in August 2003)