Tej Kohli Interview
Tuesday, July 6, 2010 | 11:15 am“Tell us about how you got your start with Grafix Softech. What are your areas of operations and recruitment presently?”
“I created Grafix in Hyderabad, India, and it’s now become one of the world’s leading e-business consulting, web design and Internet marketing firms. One of our goals is to improve the click rate of customer sites, and maximize its overall value, both in profitability and end-user experience terms.”
“To do this, Grafix also provides a complete customer design package, whereby we help them attract customers to the site, and when sales are made, to provide payment gateways – an ever-increasing source of frustration for many business owners wanting to process payments – something we can help them with. What’s more, we even provide mobile search and marketing services.”
“What is your working environment like and your present employee strength?”
“When seeking out the best solutions to any issue, whether it be in the personal or personal sphere, I always look for answers from the experiences of highly-successful leaders. Which is why I adopt a similar approach to the one used by Virgin CEO Sir Richard Branson, who believes that employee delight will manifest itself into greater productivity and happier customers.
“I’m also an advocate of the “dress down” policy in my Grafix offices. This keeps younger members of staff, those of the modern cutting-edge computer generation, happy and productive.”
“This approach to better employer-employee relations boils down to a matter of respect, where if employee are respected enough to be allowed to make choices over dress, they’ll feel more valued in other areas of their work and as such create a positive Domino Effect of better quality work and enhanced output.”
What are the basic standards and personality traits you look for in your employees?
“I prefer candidates to have relevant experience, and a mix of proficiency and creativity on computers for Grafix Softech. It also helps if they have a real passion for business and numbers since our organization is results-driven. I look for energetic people who are passionate about producing consistent positive results at the highest possible level, and believe in rewarding them for their success. That way, it’s a “win-win” situation…”
What are the career paths and promotional opportunities open to employees at your companies?
“Each new employee is asked not only to outline their career and life goals, but also asked to elaborate what success means to them, to write it down and visualize it while also thinking about the specifics of how they can best add value to our organization. As Napoleon Hill once observed: “what the mind can conceive and believe it can achieve”, a philosophy which inspires me and every team member to greater achievements on a daily basis.
You only have to look at my life – from the streets of New Delhi, India to owning a great corporation and striving to do even better.
I believe that the best people attract what they desire, and with the right mindset and focus, numerous opportunities open up for them no matter what they do. Opportunities which, if they perform them well, will lead to higher management levels and greater rewards.”
“What keeps your employees motivated, and thinking in terms of the greater team good?”
“When employees have been with us for a few months, we ask them to complete private surveys, to tell us what they like best (and least) about working here.
The goal is for an open, direct relationship between employees and management, so no one broods over unresolved conflicts and/or “issues”, and on the positive side it helps to build on the things they do like, thus enhancing team performance.
The best employees are incentivized with titles, plaques, cash bonuses, and a once a year even a vacation for the ‘Employee of the year”. That instills friendly competition amongst staff, which I know to be a good thing.”
“How do you identify your employee needs? What about their attrition rate?”
“Our internal surveys enable us to constantly keep abreast of our employees’ needs, since they allow for the honest expression and exchange of views sadly lacking in many organizations.
The logic for this is simple, yet persuasive: if you keep employees happy, challenged and rewarded, fewer people will want to leave, and your initial investment in their talents will bear greater fruit the longer they remain in our company. Not only will they want to stay, they’ll also recruit the best people they know to join them and share in our mutual success.”
—admin
(posted in BUSINESS VIEWS, Life)
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