THE BITE OF THE 'GOLDEN HANDCUFFS'

Published on February 22, 2012

Varun is about to leave his job. Fed up of the boredom and bad management, he has finally made up his mind and nothing can sway him. Just then the boss totters into his cabin brandishing an unbelievably flattering perk/bonus in his face. Unable to believe his luck, he immediately laps up the tempting bait. Alas, Varun has just shackled himself to the company with golden handcuffs.

Bewildered? Don't be. Organisations are increasingly offering lucrative benefits/payment/incentives over and above their regular pay packets in order to keep their best and brightest managers/executives from jumping ship. Essentially, they design an extremely favourable financial package that makes it worth their key personnel's while to stay on at least as long as the company can get a return on its investment in them. This can range from a fat bonus/pay hike, retirement fund contributions, stock options or low-cost loans to a posh car, paid sabbatical, health insurance or even education reimbursement plans. Basically anything that will make the favoured employee feel special.

Seems like a win-win for both parties as the executive is happy with the amazing rewards while the organisation gets to retain choice talent. But here comes the catch: the perquisite is directly linked to the employee staying with the company for a specified period of time. For instance, the stock options/savings plans are vested for a specific number of years, bonus is payable after a particular period and so on. As a top reward strategy planner elaborates, “Golden-handcuff arrangements are conditional usually on both performance and on the employee being in the position over the next three to five years”.

What's more, the employee is not spared a financial penalty as he is required to pay back the hefty reward (like insurance or other reimbursement) if he ‘dares' to leave prematurely. And this is what are ‘golden handcuffs' that effectively tie down the employees “Machiavelli style' to the company as they can no longer afford to leave!

In fact, the Macmillan dictionary defines golden handcuffs as “ways of trying to stop a senior manager in a company from leaving their job, by offering a lot of money if they stay and making them lose money if they leave…”

Watching out for yourself

It is quite obvious that the golden handcuffs arrangement can sure entice an employee to stay back, but he stands to lose big time later. Yet, employees are repeatedly seduced by the ‘golden' lure only to rue being chained to their employer later on.

So, before you say yes to the next tempting offer, think again. Are you really willing to lock yourself into a job you would rather leave and literally handcuff yourself to the organisation (with none but yourself to blame) for many years to come? You will have no choice but to stay so as to retain the ‘benefits' and the very thought of the ensuing financial pain will make you eschew other stellar opportunities. You will be slowly sucked into the trap as the handcuffs get tighter and bind you to a life of misery with no freedom in sight.

This may sound far-fetched but understand that if you are absolutely dissatisfied with your job or really abhor the company culture, will not the same stress/resentment/boredom/burnout surface again once the initial euphoria of the offer has died down. By chaining yourself to your current employment, won't you become a prisoner to something you don't want to do?

Therefore, it pays to dwell over your best career and life interests not just in the here and now but also over the long-term. Carefully weigh the pros and cons of your employer's offer and understand the fine print before making a decision either way. If it does provide significant benefit and will not adversely affect your career ladder, do go ahead. But if it only provides an illusion of security, it is advisable to steer clear of the ‘cursed' golden handcuffs. The transition phase is bound to be difficult, but it will be infinitely liberating as well!

Payal Chanania

http://www.thehindu.com/todays-paper/tp-features/tp-opportunities/article2917890.ece

ETIQUETTE RULES FOR HOSTING OFFICE PARTIES

Published on February 22, 2012

It's very true that we do not need an excuse to party! Today, even corporate parties have become the norm rather than the exception. In fact, office gatherings are regularly organised to encourage employees to socialise.

A company-sponsored social event is always just around the corner – sometimes for celebrating a festival or a holiday, sometimes for bidding adieu to a retiring employee, honouring a valued employee's contribution or rewarding staff for their hard work, and at times even for a baby shower!

Moreover, casual weekend affairs and picnics need no occasion and can be a general morale-fostering, team-building or employee retention strategy.

While office party announcements ring alarm bells for the attendees, just imagine the plight if you happen to be the manager hosting the ‘bash' or the ‘chosen' employee hand-picked for the task! But don't fret yourself because here are a few tips on maintaining proper host etiquette no matter whether you are hosting a casual office gathering, a holiday luncheon, a celebratory dinner in a restaurant, a Christmas party, a weekend picnic or just a game of volleyball:

First things first, decide on the guest list by discussing who to invite and who to exclude. Generally for casual office get-togethers, everyone should be invited. If a person is being honoured or retiring, do ask him/her whom they would like to invite. Also, confirm whether any managers/executives will be attending or it will be an employee-only affair.

Send out the party details in advance either on the phone, email or in person. Mention the time, venue, occasion and also whether spouses/family are invited too. Do not forget to specify the dress code, be it business formal, casual or sometimes, black tie.

Carefully plan the menu and provide plenty as food generally falls short at office parties! Arrange proper seating with sufficient tables and chairs. Check with your supervisor whether alcoholic beverages are to be served and if yes, arrange for a good bartender. Instruct him to keep a close watch on every guest's intake and strictly not serve those who seem inebriated.

Depending on the occasion, you can arrange informal, fun activities like games, treasure hunts, karaoke, cracker display, etc. But do run them by your boss first.

Ensure that you arrive early so that you can check on the arrangements and receive everyone personally. Smile as you welcome the guests, shake hands and make them feel comfortable. Mind your body language – stand tall, have a proper facial expression, maintain good eye contact with everyone and offer a warm handshake.

Even in the most informal setting, do not assume that everyone knows everyone. Introduce people from different departments/levels to each other – a casual, ‘I wonder if you have met….' can do the trick. Keep a vigilant eye on the arrangements, but do not stand in one place – mingle around with everyone by spending around 10 minutes with every person/group and moving on.

While talking about work cannot be avoided completely, try to refrain from work topics and engage people in causal conversations. You can plan ahead with conversation starters like ‘Tell me about…' as you discuss different subjects of common interest. You can then continue with ‘that's interesting, tell us more…..' The key is to get people talking on non-controversial topics and keep the conversations flowing.

Try to make everyone feel at ease so that they can go back remembering the good time. But even though it's a social environment, ensure that everyone follows general office protocol and does not go overboard with the bonhomie. When it comes to you, the host, it is better to avoid alcohol completely or limit yourself to just a drink or two. But do relax and have a good time.

Finally, no matter how carefully you plan, things are going to go wrong. What you should do is take the problem in your stride - graciously acknowledge the blunder and handle it properly without creating any fuss. And it goes without saying that you should stay till the end. See off the departing guests with a warm thank-you and if mandated, offer a suitable gift.

To sum up, be polite, well-mannered, hospitable and considerate towards everyone as your behaviour is being observed carefully. Yes, how well you conduct yourself as a host does reflect on your skills, efficiency and work abilities. Managing the event well is bound to win you recognition and credibility even to the extent of building your career!

Payal Chanania

http://www.thehindu.com/todays-paper/tp-features/tp-opportunities/article2917887.ece

FOOTWEAR DESIGNING - THE NEW AGE CAREER

Published on February 1, 2011

Footwear has evolved from a mere necessity and comfort to a chic style statement in today's ultra fashion-conscious world. Everything from flats, sandals and stilettos to boots and sportswear rule the roost.

In fact, what we wear on our feet matters as much as the clothes we adorn!

With the burgeoning demand for fresh designs and interesting concepts, the time is ripe to put one's best ‘foot' forward and make forays into the field of footwear design. Another attractive factor is that India is emerging as the leading footwear destination of the world with numerous global footwear brands clamouring to enter the market. In fact, India is the second leading country (after China) in footwear production in the world.

Nature of work

Footwear designing begins with a plan to sketch patterns and designs in scale drawings (either paper sketches by hand or on computer-aided software or a mix of both).

Then it moves to creating sample prototypes and refining the same for both functionality and aesthetics. It can be in leather, canvas, wood, plastic or jute with embroidery, beads, metals or what have you.

Once approved, the real work starts – converting the conceptualised design into actual footwear for wearing while assuring that they are both easy to wear and do not harm the feet. Designers are usually involved in this production stage at some level or the other. It may even involve working hands-on with complex machinery as well as solvents, glues and dyes.

Footwear designing has been rated as the most technical of all design careers.

Precision is the key – the piece should fit well as there is no scope for alterations. Safety, comfort and quality standards are equally vital. As Sabbah Sharma, footwear designer with her own flagship store in Juhu, Mumbai highlights, “Designing footwear is not merely about aesthetics - one cannot concentrate only on colour and design of footwear, its fit, size, comfort and functionality is most important.”

Therefore, the creations should be attractive, comfortable and durable all at once!

Getting there

Leading vocational institutes across the country offer various undergraduate, post-graduate, diploma and certificate courses in Footwear Design, Management and Technology.

Any 10+2 or graduate qualification will do for most courses. But B.Tech/M.Tech courses mandate science/engineering backgrounds. These footwear technology courses are also regarded as the most progressive of fashion-related courses in India.

Students gain extensive knowledge of materials, patterns, design concepts, design software as well as industry and fashion trends. They also include fine art, anatomy, kinesiology engineering and marketing aspects. Apart from these specialised courses, a broad course in fashion design can also suffice.

Personal prerequisites

Footwear designing is an immensely creative field and demands ingenuity and desire to experiment and also a practical bent. An aesthetic flair and eye for detail goes without saying considering the obligatory colour, balance, line and other design principles. Good drawing skills are also essential. Aspirants should also possess the foresight to both envisage and adapt to upcoming industry trends.

Practice is always essential to develop and hone your craft. As Goa-based self taught designer, Edwin Pinto of ‘Janota' brand fame states, “If one is willing to work hard, has an insatiable desire to experiment, and is particular about finishing and quality of each pair then shoe designing is an interesting career option.” Innovation is his forte as he designed footwear even using coconut and banana fibre!

Work scenarios

Being a vast industry, footwear design offers a wide range of bright employment opportunities in technical, designing and management areas. Different job titles include Footwear Designer, Product Developer, Product Development Manager, Quality Controller, Footwear Technologist, Merchandiser, Marketing Executive, Planning Executive and also Trend Analyst.

Most shoe designers prefer to work for mass merchandising footwear manufacturing companies, sportswear companies (Nike, Adidas, Reebok, etc.) or even designer houses.

Graduates from top institutes are quickly lapped up by international players and global brand houses. Some choose to go the independent route and set up their own design studio crafting exclusive pieces for boutiques, fashion shows or even personalised to individual clients.

Footwear design is both a satisfying and lucrative career option. Though the remuneration varies tremendously due to the diverse job prospects, well-trained designers can easily expect to start off with an annual package of Rs. 1 lakh and above.

With the growing demand for choice footwear what is stopping you from designing smart and trendy pieces that everybody will want to wear.

Payal Chanania