Your Worth Is Not Always Growing


It is common for all of us to expect growth in compensation and designation year on year. This is primarily driven with the fact that we think that with more experience in working, we deserve this consistent growth.

While this was almost true in yesteryear’s, the basis of this model is now changing rapidly. Every employee is not a job seeker alone; they are contributors to a business where they are expected to deliver a value that is always higher than what they earn just like any supplier would be expected to deliver. They are part of a business where they are equally responsible for organization’s growth like everyone else.

In such a scenario, the real worth of an employee is no more the experience in the organization but the worth their experience and knowledge brings on the table.

For sake of example, a technology like Hadoop may be a big hit today and the engineers may command high salary. This is primarily because of the supply demand gap and not the skill which commands the high premium. However, over period of time, this technology may become commonplace with supply exceeding the demand. This equalization is bound to happen as the rule of business is to exploit such opportunities due to skill gaps.  The premium commended by such skills would then certainly be much lower and the worth of an individual would erode with passing time instead of growing higher.

This principle is only growing stronger with time where age and experience is replacing skill and ability to deliver. In such a scenario where there is a constant challenge of older employees being challenged by younger and better skilled employees, but also rapid aging of technologies and skills with passing time.

My recommendation to every person who is looking for growth is to assess their worth not only today but also assess the risks that may impact their worth negatively in future. Insulating from such risks and taking the role of a pioneer and thought leader is what one must look as one grows.

Alok Kumar

Alok Kumar is Managing Partner of SRKay Consulting group, a private equity company, nurturing innovative ventures. Alok also serves on the board of ICCL (Indian Clearing Corporation Limited - A subsidiary of BSE- Bombay Stock Exchange) as an external advisor for technology and information security. Prior to this, Alok had been Managing Director of Sears IT & Management Services India Private Limited (SHI) since its inception in December 2009 and served in the same position till very recently. Having been in senior IT management positions in Fortune 500 companies, Alok has won several national and international awards. Alok is instrumental in planning and setting up SHI and thereafter growing it to a multi-locational thousand-plus people organization. Over the last five years, with his strategic vision, Alok helped SHI grow roots in India, develop and support technology applications and infrastructure across core mainframe, cutting edge e-Commerce and big data technologies. With his unique people-oriented transformational leadership style, Alok turned SHI into one of the most valued investments of Sears, garnering great ROIs, and creating value much beyond cost arbitrage. Under his tutelage, SHI has filed two patents and is recognized widely for its best practices in various areas, the latter, currently featured in Indian Institute of Management (IIM) case studies. SHI also became a CMMI Level 3, PCMM Level 3, and ISO 20000 certified organization. Alok is a widely acclaimed corporate leader in India today. He regularly participates and leads various forums as a keynote speaker and is an author of several books in different genres. Alok has several awards to his credit. He is particularly known in the industry for his people management skills and innovative ideas in improving the productivity of employees through unique people practices. He has been credited with the following industry awards: ¬ Emerging Leader of the Year award 2013 by ¬ Game Changer CEO of the Year 2013 (SHRM) ¬ CIO 100 - The Bold CIOs - 2008 (Reliance Infosolutions) ¬ CIO - Ones to Watch Award 2008 (Reliance Industries) ¬ Extended Manager Award - CIOL 2004 (Tata Teleservices) As an able leader of SHI, Alok got SHI recognized widely in the industry with the following several awards: ¬ CII Award for HR Best Practices in 2014 ¬ Global Excellence in Outsourcing Award - AIOP (Phoenix 2013) ¬ IT Innovation Award (Design & Engineering) - Computer Society of India 2012 ¬ Golden Company of the Year - Economic Times 2011-12 ¬ 7th Employer Branding Awards - World HRD Congress (Mumbai, India) 2013: • ‘Asia’s Best Employer’ Award • ‘Best HR Strategy’ in line with business • HR Leadership Award • Talent Management Award by Bloomberg TV India ¬ Employer Branding Awards - World HRD Congress (Singapore, Asia) 2013: • 7th rank in ‘Asia’s Best Employer’ award • Award for ‘Best HR Strategy’ in line with the business • HR Leadership Award Other recognitions: Alok had served on the distinguished panel of NASSCOM's GIC (Global In-house Centers) National Council members. The council members play a key role in major initiatives of the industry and include the torch bearers of IT industry as panel members. Books and Papers: Alok is an established author, with three books to his credit. Alok’s third and latest book, a novel, “The Spy from Unaula” is a 2015 publication. A handwriting analysis enthusiast, Alok collaborated with his wife Nandani on the book, “Handwriting Speaks” in 2006. “Value Sourcing – Future of IT Outsourcing” was co-authored with Keith Sherwell (currently CIO, Altice USA) and was released in 2013. Alok also researched and published two whitepapers: a. “Creating next generation captives” talks about the best practices that are helping generate higher value from the IT company captives.

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1 Response

  1. Manish says:

    What such individuals find it traumatic to accept is that the individual worth is not the salary earned alone. There is a socioeconomic pressure to earn as much as possible if not more – that too in comparison with others. In my opinion, in fact the worthiness of a person is not in one’s monetary earnings but its in his/her assets like character, values, wisdom and actions. Where salary is for a job, worthiness is for the life.

    So yes, if one expects continuous growth of inflow, take the role of a pioneer and thought leader that companies are willing to pay. And for job satisfaction and happiness, read Alok’s blog on ‘Being Happy’!

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