Have you ever been in a situation, where you have invested so much time and money in hiring the cream interns, but they never chose to work for you after graduation? This is not true in today’s economy, where students are thankful to have any job. But still……..I am sure, most of you must have seen a situation where your intern accepted a job offer somewhere else, and your time invested in him/her didn’t pay off for you. Through this blog post, I will provide you some high level ideas through which you can design your internship program to help YOU.
Summer Interns: Don’t get me wrong, but I am a huge fan of pay offs when it comes to business. I understand that you want to help your interns to grow his skillsets. But at the end of the day, you should also be benefited from this relationship. After all, you are investing your time and money to train this intern. Thus, to take the best work out of a summer intern, I would advise you to provide him with few smaller standalone projects. For example: projects related to testing, nice to have projects, bug fixes, etc. This practice will ensure that your work gets done, while giving you an idea of work ethics, self-sustainability, and leadership skills of your intern. I would also go further by saying…..you should hire only those students, who have only one semester to go. This will give you an opportunity to hire that candidate without disrupting your work flow too much.
Full time Interns: Most of the companies don’t offer this program. But I would highly recommend to include this program in your internship. This kind of internship means…..hiring someone part-time, probably 20 hours a week, while he goes to school. I would prefer to hire a local candidates over out-of-state candidates for this kind of internship. This will not only improve your relationships with local Universities and help you to get better full time candidates in the future, but this will also give you an opportunity to get out of paying unnecessary relocation costs. For this kind of internship, I would hire anyone from senior to about to graduate. Since, their working hours need to flexible due to their school schedule, I would assign them projects which require minimal supervision and are of lower priority.
CO-Ops: This kind of program is neither famous nor talked about. But this is my favorite internship program. CO-OP, formally known as cooperative education program, gives an opportunity to the employee to hire someone for an entire year to work for full time. In short, this is like hiring an inexperienced contractor for an entire year. I would mostly hire this kind of interns for a specific projects, which requires medium supervision, and which can be done within a year, OR some manual effort like testing, data entry, etc. I would recommend you to target those schools, where they offer online classes. Thus, if you really like this person during his contract period, you can then keep him as your full time resource, while he simultaneously finishes his school. Try to hire a Master level candidate who is about to finish his school in the next semester. In this way, you will get a resource who is mature but flexible.
I hope these tips will help you in making your internship program work for you instead of working just for your interns. Let me know, if you have any other ideas through which you can improve your internship program, so that you have a reasonable pay-back on your investments. Thanks. – Bhavin Gandhi
Tags: 21st century, Cheap labor, CO-OP, Cooperative education, Employees, First time manager, Full time internship, Generation shift, Hire someone, Hiring Manager, Internship, Leaders of Tomorrow, Leadership, Manage Change, Management, Manager, Manager Training, Manager's Guide, Manager's Note, New hire, Part time employment, Performance Management, Project Management, Software development internship, Summer Internship, Work culture, Work experience
Have you ever taken over a completely new team? Have you ever had a hard time in finding out what your team has to offer? Well…. in this blog I am going to talk about how to assess your team’s inventory as a new Manager.
Human capital: Most of the new managers always start their inventory count by assessing their tangible items first. For example: computers, machine parts, etc. I would definitely recommend against it. As a new manager and a new member of the team, one should familiarize himself with all the team members in the group. You should identify their job description, skill sets, work history, recent projects, and major accomplishments. Find out under what circumstances your team will be given access to any additional human resources, such as outside contractors or assistance from other teams. Find out under what circumstances human resources will be drawn away from your group or reassigned to other teams.
Raw materials and office supply: Once you are done with all the human resource information, you should start assessing all the tangible items available to you. For example: computers, furniture, special equipment, office supplies, work space, hardware, software, etc. You should also identify finished products on hand, and try to get estimated values of those products (if possible). While you are going through the process, it would be nice if you can identify future inventory requirements for your current projects. This will not only help you in better forecasting your inventory needs, but it will also give you an idea of how efficiently your raw materials are used.
Shared inventory: Most of the managers fail to count their shared inventory during this process. I would recommend not to do that. Try to determine if there are any other managers who have ownership over any parts of your team’s current projects. If there are, then you can introduce yourself to these managers so that you can begin to develop good working relationships with them. Ask these other managers to explain how your roles intersect and overlap; ask them to describe what they expect you to do (and not do).
Future supply: Once you are done assessing existing supply, you need to identify any new initiatives that your team has planned for the future. What does your team plan to focus on? When do they plan to begin these new initiatives, and when do they hope to finish them? What business need are they trying to serve? Etc. This will not only help you to better predict your future inventory needs, but it will also help you to determine a roadmap for your team.
How would you access your inventory, if you took over a completely new team?
Thanks – Bhavin Gandhi
Tags: 21st century, Change Management, Collaboration, Communication, Communications, Employees, First time manager, future forecast, human capital, Information Technology, Inventory check, Leaders of Tomorrow, Leadership, Manage Change, Management, Manager, Manager Training, Manager's Guide, Manager's Note, office supply, Project Management, shared inventory
Have you ever fired someone? Were you ever in the situation where your employee’s growth was stagnant, and there were no other options other than firing that employee? Well……trust me, this situation arises more often than you would think. So, what would you do in this situation? Let’s say, you went ahead and got rid of the poor performing employee without any prep work. In that case, you might end up like my friend Naveen (changing the name for protecting privacy). Naveen fired his poor performer few months back, and now he is getting sued for ‘retaliation’. Obviously, this kind of examples should not become a roadblock in your job while performing your duties. Thus, I am providing you few tips through which you can fire someone without having the major risk of getting sued.
Give one more chance: Imagine….if you were the employee, who is on the line and about to get fired. Obviously, you don’t want to be in the situation where you think that you are a peek performer and your manager hands you a memo saying… “You are fired”. Thus, I always recommend managers to treat their employees as they would like to be treated. Hence, make sure to give your employee the last fair chance to improve his performance. Don’t just have verbal talks with him, make sure to document this and forward it to HR to put on his file. This will provide your employees with one last chance of improving their performance, while it will provide you with a supporting document, if you ever get prosecuted.
Work by the book: Before you take any drastic steps like this, make sure to read all the HR specific and company specific guidelines. If I were you, I would talk to my HR business partner or company’s attorney before even thinking about this. And before even talking to your HR personnel, I would recommend you to prepare a file which should contain all the documentations showing that you have had communications with your employees regarding this problem (i.e. e-mails, memo, etc.). When you have this discussion with your HR personnel, don’t forget to talk about all the minute details of your employees like his race, gender, recent leaves, etc. I have seen various situations, where employees have sued their employer for firing decision on the basis of their race or gender, and the firing decision didn’t have anything to do with that. Thus, it is better to disclose all the facts with your company’s attorney beforehand.
Have a crime buddy: By ‘crime buddy’ I meant to say, someone who knows the same information as you. In most of the situations, I would recommend you to include your immediate manager or the HR business partner. This practice will make sure that someone will back you up, if there are any legal proceedings in the future. Most of the managers know this fact, but don’t know how to implement this. Here is one tip….have a lunch with your immediate manager, discuss about this issue during the lunch, and then forward all the current documentation to him/her. This will ensure that you are not the only person accountable for this decision.
I hope these tips will help you in the unfortunate situation of firing someone. Let me know, if you have any other ideas through which you can save yourself after firing someone for their poor performance. Thanks. – Bhavin Gandhi
Tags: 21st century, Action Plan, Challenges, Change Management, Communication, Communications, E-mail Communications, Employees, fire someone, First time manager, How to fire someone, Information Technology, Leaders of Tomorrow, Leadership, Leadership Failures, Manage Change, Management, Manager, Manager Training, Manager's Guide, Manager's Note, Performance improvement plan, Performance Management, Self awareness
I have seen many people in my career, who only updates their resume when they are in the process of finding a new job. I would definitely recommend against this practice. With the current market place, one should keep his/her resume updated at all times. If an unfortunate thing happen to you, then you will be ready with your latest resume in no time. In order to keep your resume up-to-date, following are few things that I would recommend you to do………
Keep your recommendations updated: Do not just wait for someone to write you a recommendation. If someone (for example a friend, colleague, professor, customer, or client) praises you for your recent work or assignment, you might ask this person: “Would you write me a short note restating that so I can include it in my resume or LinkedIn Profile?” The chances are….. they will be happy to do so and they might even like your initiative to keep your profile updated. If they reply that they’d like to write you a note but are very busy right now, you can offer to do a draft of the note, which they can edit, put on their stationery, and sign. In this way, you are not becoming a burden on them and still getting your things done.
Update your resume as you go: In addition to asking for recommendations, you can also add to the items in your Resume by creating them. Let’s say, you are in the same job from last 2-3 years, but your responsibilities keep on changing. In this case, you want to make sure that you keep a note of all of your job responsibilities somewhere. I would recommend you to keep your resume located somewhere on the cloud using something like ‘Windows Live’ or ‘Google Docs’. In this way, when your job responsibilities changes or you take on more tasks, you can go ahead and update your resume right away.
Create work artifacts as you go: I would recommend you to keep a personal folder in which you can keep all of your documents or artifacts. By artifacts, I mean…..something that you created during your coursework at school or during your employment at your current company. Few examples would be….. Scanned copy of your performance review, project plan that you might have created, any framework diagram, or any documented e-mail showing your accomplishments. These documents will prove very handy during your job interview. Imagine if you were interviewing a candidate for one open position in your team, and he comes to an interview well prepared with all of his achievements documented. I am sure, you are more likely to hire that person as compared to any other person without documented proof of success.
I hope these tips will help you to keep your portfolio up-to-date with the current artifacts. If you have any other ideas through which you can keep your portfolio current, then please feel free to share it on my blog through your comments. Thanks. – Bhavin Gandhi
Tags: 21st century, Blogging, brand awareness, brand management, Building Trust, Communication, Communications, Contact information, Generation shift, Hire someone, Information Technology, Leaders of Tomorrow, Leadership, Management, Market yourself, Marketing, New hire, Online portfolio, Online presence, Online resume, personal brand, References, Self awareness, twitter, Work experience
In my last blog post, I have provided you with some tips to create your online portfolio, but I forgot to discuss what you shouldn’t put in your online portfolio. While you want to maximize the reach of your online portfolio by putting as much information as you can to find new opportunities, there are few things that you should not put there. Following are my recommendations…….
Don’t include personal information: This goes without saying….. Never put your personal information on your website (or Blog). For example: Your age, birth date, etc. Actually, I would also recommend you to remove your birthdate from your social profile as well. There are various online data mining sites, which can collect your information from different public websites and gather all information at one place. Thus, putting key personal information out from your portfolio is a wise decision.
Don’t put private information: Let’s say, you have a PDF format of your performance reviews from your past employers, and you did a really good job there, and now you want to show that to the world. Please do yourself a favor, and DON’T DO THAT. Of course, you can carry your past performance reviews with you during your interview to strengthen your case, but it’s a really bad idea to put it for everyone to see. I would also not put any personal conversation that you had done with your Manager over the internet. Let’s say, you have many documented e-mails to prove that you did a really good job at your work, please keep a hard copy of those documents and show it during your personal interview, but don’t make it publically available.
Don’t put your company related work: Most of you must be working at some company, and most of your work must be related to the company that you worked for. You might want to include these artifacts in your online portfolio to strengthen your future employment chances, but please don’t do that right away. Please ask your employer/management, if it is ok to upload these documents online or not. Sometimes, you might be unknowingly violating any copyrights by making those documents public. So, make sure to ask your HR Department, before you make any document public. Let’s say, if all of your work is related to your company, and still you want to show that to the world, you can do that too. Edit that work, and make it as generalized as possible, and then run by HR to see if you can upload that to your website now. Once you get your employer’s approval, there is no harm in putting those artifacts on your portfolio.
Don’t put confusing documents: If you have any project documentation that you have worked on, and you want to include that in your online portfolio, then don’t do it right away. Any portfolio item that needs context and explanation to be understood is not likely to be a very powerful document in a Web-based portfolio. You can insert little text boxes that attempt to explain the relevance of the documents, and you can even try using voice-overs to explain how the documents demonstrate your important points, but it’s not the same as being there yourself and responding to questions that the viewer might have. Thus, leave out those specific documents that must be explained to communicate the message effectively.
I hope these tips will help you to create a better online presence for yourself, while controlling what goes online and what doesn’t. If you have any other ideas through which a person can control his/her online image, then please feel free to share it on my blog through your comments. Thanks. – Bhavin Gandhi
Tags: 21st century, Blogging, brand awareness, brand management, Building Trust, Communication, Communications, Contact information, Generation shift, Hire someone, Information Technology, Leaders of Tomorrow, Leadership, Management, Market yourself, Marketing, New hire, Online portfolio, Online presence, Online resume, personal brand, Personal Branding, References, Self awareness, twitter, Work experience
Those days are gone when we used to pass our business cards to someone, and they would keep them in their contact list. In the world of Outlook and e-mails, it is required to have your online portfolio. Some people won’t feel comfortable putting themselves out in the public, but those people will be at a disadvantage in their job search due to the competition. Thus, I would recommend everyone to have their online portfolio. And following are few tips to create it…….
Use free services: When I recommended my friend to create his online portfolio, he told me that it’s a waste of money. Well…… You don’t have to spend any money on your online portfolio at all. You can use various free services like Windows Blog, Google Blogs, WordPress, etc. These free services will let you create your blog for no cost, and then you can add different pages to your blogs. For example: A page to demonstrate your work experience, a page to demonstrate your references, and a page to provide a way for other people to contact you.
Include your contact details: Most of the people will refrain of putting their personal information out on web, while other people don’t have any issues with that. If you are one of those people, who don’t feel comfortable sharing your personal information on your website (or blog), then you can create a form for someone to contact you or create an another e-mail account through free services of Gmail or Yahoo, and put that e-mail address as your contact information. In this way, your personal information won’t be compromised and your contacts have a way to reach you.
Include your work experience: If you are looking for a job, then this added page is a must in your portfolio. This page can basically act as your resume, which can be searched online. Make sure to be as detailed as possible. Unlike your resume, which should be of certain size, you can provide as much information as you want on this page. So, why not make the best use out of it? Let’s say that on an airplane or at a social function you happen to strike up a conversation with someone for whom you might like to work. To get this person more interested in you, rather than just give her a business card and probably never get a call, you could also give her a Web site address for your portfolio. And with this ‘work experience’ page on your website, they can get more information about your experience before talking to you the next time.
Include your references: Let’s say, you are a contractor/consultant then this page becomes very critical for your portfolio. Of course, you need to take permission from your references to put their name on your website as your reference, but it is worth it. Imagine, if you were called for an interview and the person interviewing you asks for your references. In that situation, you can just point him to your online portfolio and lead him to think that you are some kind of a genius who came well prepared. If you have already few recommendations on your LinkedIn then you can either copy paste those there or provide a link for people on your ‘reference’ page to go to your LinkedIn account.
I hope these tips will help you to create a better online presence for yourself, while protecting your privacy. If you have any other ideas through which a person can enhance his/her online image, then please feel free to share it on my blog through your comments. Thanks. – Bhavin Gandhi
Tags: 21st century, Blogging, brand awareness, brand management, Building Trust, Communication, Communications, Contact information, Generation shift, Hire someone, Information Technology, Leaders of Tomorrow, Leadership, Management, Market yourself, Marketing, New hire, Online portfolio, Online presence, Online resume, personal brand, References, Self awareness, twitter, Work experience
Once you are done training your new hire on the workings of your team and the organization (see my previous blogs), you can then go ahead and talk to her about her development within your organization. This will not only help you to develop some strong relationship with your employees but also motivate her by demonstrating that the company is willing to invest in her future. In this blog, I will provide you with some practical tips through which you can motivate your new hire.
Motivation: It is very essential for you as a manager to discuss what are meaningful motivators for your employees. Make sure that your new hire knows about your existing employee’s values and energizing criteria. You should also explain her the potential financial incentives (i.e., cash sharing, bonuses). Describe the potential opportunities for advancement with the team, department or company, and how she can advance herself to achieve those motivators. Don’t just train her theoretically on how we will measure her accomplishments, but provide some specific examples of her probable accomplishments. For example: You will work on this software development project, and your achievements will be measured against the total time and budget required to finish this project. This will give her a clear picture of how your team recognizes accomplishments. She can then work towards achieving those goals, and making your team successful in the process of doing that.
Learning & Development: No one wants stagnant employees, who can’t grow with the organization. Thus, every new hire should be explained their growth options by their managers. As a manager, you should always inform your employees about the path to succeed. You should not only explain them what is expected from them to advance their career in your organization, but you should also talk about opportunities to participate in associations, professional organizations or networking groups through which they can succeed. You can go one step further by finding out how your employee likes to learn (seeing, listening, doing), and then exploring what skills and abilities your employees seek to develop in order to perform the job more effectively. You can also take this opportunity to discuss how your employees can prepare for future responsibilities, and what type of developmental opportunities are available.
I hope these tips will help you to become a better manager by providing a clear direction for your newly hired employee. Let me know, if you have any other ideas through which you can help your employees to easily transition to your company. Thanks. – Bhavin Gandhi
Tags: 21st century, Action Plan, Building Trust, Change Management, Communication, Communications, Cultural Change, employee development, Employees, First time manager, Hire someone, Hiring Manager, Leaders of Tomorrow, Leadership, learning and development, Manage Change, Management, Manager, Manager Training, Manager's Guide, Manager's Note, Motivation criteria, New hire, Performance Management, Work culture
Don’t get me wrong. Micromanagement is also a style of management, and sometimes it is needed to manage some employees, but it doesn’t work in 80% of the professional environment these days. What will you do, if your Manager is a Micro-manager? How will you handle that situation?
I got the idea of writing this blog from a conversation that I overheard in the café. The conversation goes something like this…………..
- Mr. X: What happened to you? You don’t look so good.
- Mr. Y: Don’t ask? Tough times at work.
- Mr. X: Tough times? I heard you even got promoted few months back. What happened all of a sudden?
- Mr. Y: That’s the problem. My new manager is a Micromanager. He keeps tabs on me. I can’t even go to the men’s room without informing him. I feel I am in some kind of a prison. Do you know any other jobs that I can apply for?
- Mr. X: I am sorry to hear about your situation. You know what? There is this Project Manager Job that recently opened up in my firm, and I think you would be a better fit for it. Let me pull some strings and I will get back to you.
Let’s assume that Mr. Y was right, and his manager was at fault here. What would have he done? In this blog, I will provide few pointers to effectively deal with your Micromanager.
Talk to him about it: I am a huge believer of second chances. And that is the reason why, I would recommend you to directly talk with your manager about this (preferably in your one-on-one session). Some managers are micro-managers by nature, and if you don’t point out that this style of management annoys you, then he will never know about it, and might not change his style of management. At least by having this conversation, you are giving him a chance to change.
Decide a fixed time for rounds: Most of the micromanagers like to make 5-6 rounds a day to check up on their employees. Obviously, you might not be able to change their behavior overnight, but you can definitely work with them to agree upon some fixed timings for their rounds. In this way, they don’t feel like they are losing their control over you, and at the same time you get some fixed time of their visits, so that you can prepare yourselves.
Establish your SMART goals: There are very few managers, who are micromanagers by nature. Most of the other managers use the micro-managing approach because they want to continuously monitor your performance. What if…… you take a proactive action about it, and work with your manager to establish your SMART goals? In this way, your manager will have an established method through which he can measure your performance. Thus, he won’t need to visit your cubical 24×7.
I hope these tips will help you to better manage your micro-managing Boss. Feel free to comment on my blog, if you have any other ideas to deal with your micro-managing Boss. Thanks. – Bhavin Gandhi
Tags: 21st century, Action Plan, Building Trust, Challenges, Clear expectations, Communication, Communications, Employees, Generation shift, Leaders of Tomorrow, Leadership, Manage Change, Management, Micromanagement, Organization's Culture, Performance Management, Self awareness, Self-initiative, Work culture
In my last blog post, I have discussed few ways through which you can make your new hire understand your company’s goals and objectives. In this blog, I will provide you some tips on how you can make your new hire acquainted to your team culture and communication channels.
Talk about the rules: After you have explained your strategic objectives and work culture, now it’s time for you to explain her about your expectations. Some of the managers leave it unsaid. But I prefer to talk to all of my employees about the performance expectations. In this way, they can specifically know what they have signed up for, and you can avoid having performance improvement talks later. You can start this conversation by establishing clear goals and priorities for her; and then you can progress towards expected employee’s behavior, your feedback process, and how her work will be evaluated. Don’t forget to outline the path through which you will help her to be successful.
The Team: Providing an understanding of the team’s roles and responsibilities is very key to the new hire’s success. This will make sure that she doesn’t step on someone’s foot, and she can know who is ultimately responsible and who has the decision making authority. During this discussion, you should explain her how your team supports company’s goals and objectives. This will give her the overall picture of your team, and where it fits in to the organization. And yeah! Don’t forget to discuss the procedures & norms under which your team operates. For example: Our team follows an agile development process, where each engineer is paired with one another team member for the development of a particular feature. Last but not the least, identify the people who can help her during her first few months in the company, and how they prefer to communicate.
Communication: Being a software development manager for years, I have seen various managers failed to provide this information to their employees. As a result, you have a new geeky employee who got herself acquainted to only e-mails, and you have to wait for her e-mail response for feedback. Thus, I would advise you to have these conversations beforehand. Convey to your new employee how you would prefer to be communicated, and what should be the frequency of those communications. For example: I expect an e-mail response within 1-2 hours. In case of a blocking issue, I want you to call me up instead of waiting for me to reply to your e-mail. And yeah! Explain how your employees prefer to communicate with themselves.
I hope these tips will help you to become a better manager by providing a clear direction for your newly hired employee. In the next blog post, I will be discussing about how to familiarize your new hire with the growth opportunities within your organization.
Let me know, if you have any other ideas through which you can help your employees to easily transition to your company. Thanks. – Bhavin Gandhi
Tags: 21st century, Building Trust, Challenges, Change Management, Collaboration, Communication, Cultural Change, Delegation, E-mail Communications, Employees, First time manager, Hire someone, Hiring Manager, Leaders of Tomorrow, Leadership, Management, Manager, Manager Training, Manager's Guide, Manager's Note, New hire, Organization's Culture, Team work, Work culture, Written Communication
Have you ever thought why big company’s CEO can cash in on millions of dollars in bonuses and still remain untouchable by Federal Government? Have you ever thought why media always talks about ethical issues, and nothing ever happens to those people? Recently, I was watching a documentary on how big companies are moving their IPs (intellectual properties) to Ireland, and paying only 15% taxes there instead of paying 35% tax in United States. Then I asked myself a question….. Is this legal? ……The answer came out to be…. “YES”. They are not doing anything wrong legally. So, government in United States can’t do anything about this. This raised an another question in my mind….. Is it ethical? ….. And surprisingly the answer came out to be as “YES”. And here is why……
Basics of business: Have you ever saw the definition of business? If you have then you know what I am talking about. In defining a business, ethics don’t play in to the picture at all. Sole purpose of a business is to increase the value for its stakeholders. Thus, can you blame those businesses, who are taking advantage of the lower tax policies in Ireland to increase their net income? It might be morally wrong for those businesses to show all of their profit in Ireland, while they get their 50-70% profit from United States, but you can’t do anything about that. As more and more countries loosen their tax policies to attract foreign businesses, there would always be some companies who want to move there to increase their net profit by paying lower taxes there.
Definition of ethics: In my opinion, definition of ethics is very subjective. I don’t think that you can have a clear defined ethical standards globally. Whenever you try to define ethics, it doesn’t remain ethics anymore. It becomes a law or a rule. For example: If you think that it’s not an ethical practice for people to do insider trading on the basis of the insider information, and if you want to change that then you might want to change the law which punishes those people. Unless you put that law in practice, you will always find immoral people, who will be using their insider knowledge to make huge bucks for themselves. At the end, ethics shrink down to morals and personal belief of that particular individual, who is running that business. Because there is nothing clearly defined in the books, which will prevent this person from taking unethical decisions.
Subjective nature: As I mentioned earlier, ethics basically shrinks down to morals and beliefs of the person who is handling that business. Thus, ethics tend to be very subjective in nature. And there are various other factors that affects the core definition of ethics. For example: It would be considered unethical for an employer to hire a kid, who is only 15 years old. But in some countries, some government encourages companies to hire younger people, so that they can support their family, while getting the invaluable professional training for their future. Thus, you can’t exactly define what is ethical and what is not, when your business is global and you yourself can’t define what is considered ethical.
Though I have my tight morals, beliefs, and ethical standards; I don’t think that a business, as an entity, can have any kind of ethical standards. Of course, business can have rules and policies under which it can operate, but there can’t be any ethical standards that it can abide to. I hope you liked my argument in this blog. Please feel free to discuss your view points on the same. I am always curious to hear different perspective from different people. Thanks – Bhavin Gandhi
Tags: 21st century, Business Ethics, CEOs, Challenges, Cultural Change, Ethical Issues, Ethical laws, Ethical Standards, Leaders of Tomorrow, Leadership, Leadership Failures, Management, Moral Codes, Self awareness, Unethical behavior, Work culture
Have you ever been in a situation, where you have invested so much time and money in hiring the cream interns, but they never chose to work for you after graduation? This is not true in today’s economy, where students are thankful to have any job. But still……..I am sure, most of you must have seen a situation where your intern accepted a job offer somewhere else, and your time invested in him/her didn’t pay off for you. Through this blog post, I will provide you some high level ideas through which you can design your internship program to help YOU.
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