Indian Work Culture 2020

Business Plan, Business Idea, New Venture, Start-ups, Free lancing, Work from home.

These topics are buzz word today; they are often termed as the future of New India. Competition is at all time high, so are the aspirations to be an Entrepreneur. So where are we heading? 8 years from now (2020). What are our woes? Our strengths?

Let’s first see what our work culture is as of today.

The Primary thing which drives many of us into a job today is social security.Viz: Money, Comfort, Reputation etc.
Unfortunately only 4-5 % of the Indian Population is tax Payers as of today. I.e. around 60-70 Million people. These people are mostly people like us who work in an organized work culture.

So what do the remaining 1 Billion people do? When we are talking about work culture, we must not disregard the 1 Billion+ people, the real India.

The Current government is trying to organize the work for these 1 Billion people, Like Bringing FDI’s, Encouraging Trading in Securities market etc. These policies have mixed reactions from the corporate and Diplomats. And of course these decisions are going to shape how 2020 is going to look like for India.

Before seeing forward we also must look 8 years back. 2004 probably. What was our culture then?

May be fewer American India pvt.ltd companies and lesser technologies. But did the work Culture change much? I don’t really think so. We have all Smart phones and apps today. People, however still work the way they used to, yes of course with upgraded tools and technology which perhaps helped them with their TAT for any activity. Thanks to Mobile phones which changed the way people used to communicate.

Work culture is not only the way of working but also the motivation for working.

So, the point which I want to make here is that it is basically the technology which changes the way we work or determines our work culture. It is also true that we are laggards, i.e. we import our technology and are late adopters. This is probably the main reason why we are turning western.

This was about technology, now let’s come back to the Buzz words. Business Plan, Business Idea, New Venture, Start-ups, Free lancing, Work from home.etc.

India in the recent past has an education system which promotes success in the job market.

Most of the higher level education is job oriented today. B schools, Technical universities and Professional degrees are classified successful or failure based on the Job they guarantee in the tough markets today.

These buzz words have emerged not just due to aspirations but also due to necessity. With widening gap between the demand and supply of jobs, I see these words picking up a real high in the near future. Why entrepreneurship will also be successful in 2020 because knowledge and technology are now easily accessible. These have to comprise at least 25% of Indian work force by 2020, if we want to keep a professional work culture alive in India.

For Professionals joining corporate in 2020, reverse mentoring will be an essential part of any work culture. Again to bridge the technology gap between the young and not so young professionals.

Where would I be working in 2020? I believe I am already working in a professional environment.

But I will have to change with change in times. There is no sitting back and relaxing. An upgraded I will be required every time I walk into work. Learning with time and changing with needs. That’s what Charles Darwin Says. Survival of the fittest!

Reverse Mentoring

Mentoring has invariably existed. 

The experienced guys take youngsters below their steerage, giving recommendation and therefore the advantage of their years of hard-earned expertise.

This surely helps the young staff to urge a holistic approach and taste success in their early career.

Amazingly, mentoring relationships are changing and changing quickly.

The High heads of the corporate are currently suggested to be told from the company’s newest staff. conjointly termed as “Reverse mentoring”

But what will a fresher with peanuts in their pay roll provide to the senior executives?

Well the answer to it?“LOTS”.

We all understand that the youngest folks in his organization have grown up using the web — if truth be told, they don’t understand life without it. 

Any organization youngest staff are way more tech-savvy than their capable managers.

So isn’t it logical for the older staff to learn from that expertise?

It’s merely the method of passing concepts, experience and skill up the company ladder, rather than the opposite means around.

Young people simply getting into the workforce bring with them a far totally different skills set than their older managers and supervisors. Younger employees have a contemporary perspective on their jobs and on the corporate as a full. they need gigabytes of pc and technology-based experience, however that’s not all.

One notably helpful means for young staff to mentor their seasoned managers and supervisors is within the space of workplace perception. Often, a replacement employee is ready to ascertain things clearly while not the filter of years of expertise, which may generally cloud the reality.

It’s straightforward for senior staff, homeowners and mangers to become alittle faraway from what’s happening on the front lines of their businesses. It’s the adolescents, the counter employees, the servers, the desk clerks, that actually see and listen to how the corporate, its policies, procedures and product, are perceived by the general public. the actual fact that a  president worked on the front lines twenty years ago doesn’t create him or her an knowledgeable in what’s happening currently.

The difficult issue in reverse mentoring, however, is that the ego issue. several senior staff don’t very similar to the thought of learning a factor or 2 from newcomers, despite the worth of that information exchange to the organization as a full.

Young staff aren’t typically asked to expire their information to older, capable managers and supervisors — it’s an intimidating prospect.

The contemporary perspective is invaluable, and therefore the anonymous facet of a survey encourages folks to talk freely? Eliminating the “ego” issue from the equation. Older staff will enjoy younger insights while not one-on-one mentoring.

After all isn’t it a world of Agile methodology? and possibly will be in the near future.

A good sink between the Seniors and the Young guns might create all the required difference. 
                  ---Inspired by circumstances.