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Survival Strategies on return to India from US

Kishore (January 2002)

Recent downturn in economy has effect many lives. While some people grapple with lost jobs, some lost money in stock markets, some face financial problems. Every one has been effected by this downturn. Technical people who came to US on H1B visas are also effected. And some had to go through tough times and finally make decisions to return to India. I do hope everyone effected will overcome their problems.

Having experienced Indian Work environment and also US work environment, I wanted to compare them. This comparison will be helpful for

a. NRIs: This is the term I will use through the article to make it easy to understand. This refers to those who had to return to India from US
b. Management: Employers of the NRIs in India.
c. US NRIs: Indians in US who may be contemplating return to India and are not sure whether they will adjust to life back there.

I know there is a site dedicated to discussion of other aspects of Return2India. My article will focus on Work aspect and give suggestions to both NRIs and Management on how to cope up with this new situation.

1. NRIs are used to respect: As Technical people they earned respect and they demand respect as their right. In India, offending people is done more frequently in subtle ways.
NRIs Management
Understand that the respect you earned was mainly due to your technical expertise. So make it known in your resume and also in person to your manager(s), colleagues about your technical strengths. It will take time to prove yourself in new company. You will be continuously challenged to prove yourself in subtle ways and handle them well. Take inventory of the skills for which NRI is respected and give enough opportunities to them to show their skills and earn the respect they deserve. Don't jump to conclusions about expertise of NRIs without giving them enough opportunities
 

2. They are used to 'luxury' facilities at work: Flexible hours, no attendance checking, kitchen with coffee pot & snacks are common phenomena in US. They are taken for granted.

NRIs Management
Understand that in US there is no strict checking on the luxuries you are used to because 99% of the people adhere to the 'lax' rules. But in India the percentage is less (may be 90%) and because of this there is need to enforce things like 'Attendance Hours'. Free Coffee etc are likely to be misused in India and it is very bad for company. Get used to the restrictions fast, there is no use in comparing and complaining. Clarify the explanation I attempted to NRI employees when they complain. It is easier to complain than changing themselves. Help them get to used to the culture by supporting and listening to their 'silly' complaints with understanding.

 

3. Layoff is not individual's fault: Don't mistreat a laid off worker. Because layoff is rarely because of bad performance in these tough times. To cut costs in hard economy situation everyone irrespective of performance are laid off as projects are cancelled/abandoned.
NRIs (if applicable) Management
With wide spread 'layoff' culture now people have come to accept the practice. Uneducated people may sneer at 'losing job' but companies do understand layoff is not an individual's fault. Don't hide the fact in your interaction with colleagues or management though it calls for explanation. By accepting the truth yourself you can retain your dignity and your frankness in admitting a layoff will also be well received (contrary to your fears). You will also understand family, friends are supportive when you face what happened. When interviewing NRIs for positions in company don't take fact laid off as a negative aspect at any time. Concentrate more on skills and experience of the person which is valuable compared to the fact that he might have been laid off.

 

4. Not used to management: In US everyone is into technical job of programming/DB administration etc irrespective of number of years of experience. A person with 10 years experience in IT in US will still be doing programming in addition to project management. Whereas in India a person with more than 5 years experience might be expected to do 'more management' and 'less technical' work. But be cautious about putting technical people directly into management jobs. Some people don't like it. Some people like it, but do not have experience, Train them in leadership skills, project management skills before asking to handle management responsibilities.
NRIs Management
Whether you like it or not, by the sheer amount of experience you are expected to play role of team leader, manager and you may need to bid goodbye to your 'programming' urge. It is tough to do it. Accept the fact. Be prepared to learn new skills. Recognize that India needs your experience in guiding the inexperienced people more than your skills. Your technical skills will be useful in 'troubleshooting' and 'mentor' roles. Understand this fact and don't expect NRIs to be play manager role immediately. Train them in management skills: Project Management, People Management, Leadership skills. Assign Mentors to each of them to help them to transition from technical roles to Manager roles. You only have to blame yourself if someone fails. Use your intuition to judge who has right attitude to management and make the process a smooth one for you and for them.

 

5. Accountability: Work culture in US promotes accountability and being responsible and accountable becomes a habit after working here. In Indian management style accountability is enforced. So management needs to 'tread' enforcement of accountability carefully
NRIs Management
In US you are expected to be accountable for your responsibilities and are not used to someone double checking with you. But in Indian it is necessary to enforce discipline and double checking is done frequently. So if you are being same question twice don't feel insulted accept the culture. Many times you don't need to check twice on NRIs. Once is enough and you can rest assured the task will be completed. Tune your management style when managing NRIs

 

6. Processes and Bureaucracy: in US development methodologies are less formal and with informal agreements things run smoothly. In India Software development organizations are more 'process oriented' with implementation of ISO, CMM which call for rigorous documentation and may appear like bureaucracy.
NRIs Management
Because of the 'Accountability' factor there is need to set up processes to ensure consistency in work. Adoption of ISO, CMM are mainly aimed at this purpose. Train yourself in processes and get used to documentation etc. Informal processes don't work so easily. It takes time to build a culture. Explain need for formal methodologies to NRIs. Not everyone is completely aware of CMM and ISO in US. Train them properly before expecting them to adopt the same.

 

7. They understand US Culture and Expectations of US Customers: Having spent time in US they understand what is important and what is not important for US market. Make best of the 'experience'
NRIs Management
Use your US experience to your advantage and be patient while trying to impress. Take practical examples to explain. If you are expecting to succeed in US market better listen to NRIs opinions. They are 'living examples' of customers at hand. If you can't meet expectations of NRIs then the product will not meet expectations of US customers, leave alone exceed expectations.

8. Technical advantage and knowledge of Best Practices: Having worked on variety of tools, automation and latest of tools NRIs know more and understand best practices. Listen to their suggestion and you will find how simple steps can improve lot of things.

NRIs Management
There will lot of best practices which you have taken for granted in US and are not implemented in India. Approach the right agency to give your suggestion and explain practical benefits and support implementation. This way you can help your company to be 'more productive'. Listen to suggestions from NRIs. They may have simple but highly productive suggestions. Setup a 'suggestion box'.

Summary

It is always difficult to accept change. It causes lot of stress. By accepting the need for change and developing strategies for the same, the stress can be reduced. Major cause for the stress will be 'lack of understanding' and communication gap. By scheduling mentoring sessions I feel this phase can be made a smooth one.

NRIs Management
Give priority to settling down a high priority and be 'open minded' to accept change though it may be painful. More than anything else you need patience. Management needs to help NRIs to settle down into work in a smooth manner. They have a lot of adjustment to in their personal lives (culture shock) and family and making work as easy to adjust place you will help them a lot.
  • Having a HR Manager responsible for 'satisfaction of NRIs'  will be a good idea.
  • Conducting critical training programs for them will be necessary
  • Mentor technical people in their transition to management.

I have given the above analysis based on my personal experience and I plan to validate the same with a few people I know have returned to India and are settling down. Do give your comments/suggestions on this article.