Why Young, New Hires Get Dejected Early? – Asrar Qureshi’s Blog Post #1033

Why Young, New Hires Get Dejected Early? – Asrar Qureshi’s Blog Post #1033

Dear Colleagues! This is Asrar Qureshi’s Blog Post #1033 for Pharma Veterans. Pharma Veterans Blogs are published by Asrar Qureshi on its dedicated site https://pharmaveterans.com. Please email to aq.pharmaveterans@gmail.com for publishing our contributions here.

Credit: John Diaz

Credit: Ivan Samkov

Credit: Matheus Bertelli

Preamble

Young men and women, fresh out of universities join the industry in small, medium, and large organizations. They are fresh in mind and enthusiastic about sharing their ideas which they think will be good for organizations, and they try to act on their impulse. However, in a span of 6 months to a year time, they start losing hope of contributing, and instead, settle in a drab less productive routine, or they try to shift to some other workplace to keep themselves going. 

The phenomenon is not limited to Pakistan, or the so-called developing countries, it is happening even in the most developed countries. Several researches have been done to understand the reasons which certainly vary from culture to culture.

For this discussion, I shall divide the new hires and organizations into various cohorts for better understanding. I shall largely restrict myself to industry but may give reference of others to make the point.

Catch-22 Situation

The advertisements say that ‘so many years of experience’ is required to compete for the job. Fresh graduates wonder where will they get experience from when no one allows them to stat work? This is a typical catch-22 situation.

Some organizations have started MTO – Management Trainee Officers program which inducts fresh graduates exclusively. The MTOs are rotated through various functions for a period of one year, and then are evaluated for their potential, based on which they are hired as regular employees. The MTOs receive a stipend during the training period. Unfortunately, very few organizations are using this process.

Some organizations offer internship to fresh graduates, which may be paid, but is mostly unpaid. The process is inherently exploitative because job is not guaranteed at the end of 6-12 months internship period, rather, regular job is not given in almost all cases, and the organizations keep using cheap labor.

Educational Institutions and High-level Organization

Lately, a discriminatory trend has become quite prevalent. The organizations with better standing insist on hiring from the elitist educational institutions and reject all others as ‘not good enough’. This discriminatory attitude already deprives large number of young people from joining better and bigger institutions. 

Pakistan has maybe over a hundred business schools. However, the elitist institutions are not even ten in count. The 90% or more institutions and students are deprived of joining larger organizations. And a tiny fraction of them is allowed to compete for the few positions that open now and then.

The question is, is working here seriously different? Sadly No. They work with bigger budgets and maybe more activity-based programs, but the opportunity for new hires to contribute is limited to non-existent. 

The enthusiasm of new employees gradually wanes off, till they are convinced their contributions are not worthwhile. Either they should 

Educational Institutions and Mid-level Organizations

Small, medium, and some larger organizations hire from anywhere to broader spectrum of institutions. The new employees are inducted and expected to put down their heads and learn first. The most common dialogues they hear are that educational institutional nothing that prepares the graduates to work in corporates. While they might have learned some subject, but they know nothing about corporate working. When, despite this environment, the new hire insists on putting forth her/his ideas, they get seriously rebuked. 

The combination of constant criticism of institutions and personal discouragement makes new hires dejected early in their career.

Educational Institutions and Public Sector Organizations

Public sector is an altogether different story. All worthwhile positions are filled through public service commissions. The lower cadre jobs are advertised in papers asking for minimal qualification like Matric and FA. Against these posts, even master’s degree holders apply. There is no consideration for the educational institution they come from. For senior positions, qualification matters, not the institution. And the graduates of elitist institution generally carry a disdain for public sector organizations.

Factors Leading to Dejection Among New Hires

There are several factors on both sides.

On the corporate side, almost all organizations have a vertical structure in which hierarchical structure is built as layer upon layer. The protocols are also established, observed, and respected. Seniority and Juniority is built into our jobs system. The senior managers are very sensitive to protocol and expect everyone to follow the same. The new hires, rookies, do not spend time on learning, and tend to cross the lines inevitably. This earns them the ire of seniors as they do not wish to allow this to happen.

Most organizations are conservative, and it is particularly true for family businesses. From the bosses to executives, everyone is oriented towards keeping the order. In many organizations, no one should speak before the owner, or after he has given a verdict.  The senior management constitutes of mostly older people. They are old school in every way and are sensitive to protocol.

The work style, policies, and procedures are set conservatively and are adhered to strictly. No one is usually allowed to violate policies. There are serious penalties if such a thing occurs. 

There are two problem with the new hires. One, they are eager to contribute even when they are not qualified to do it. Two, the Millennials are somewhat overeager to contribute what they think is right. This does not sit well with the seniors.

Sum Up

Young people have the right to get opportunities for getting into practical life. They should be encouraged to hire fresh graduates. New hires are advised to observe, learn, and then start contributing to their fullest potential.

Concluded.

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For most blogs, I research from several sources which are open to public. Their links are mentioned under references. There is no intent to infringe upon anyone’s copyrights. If, however, it happens unintentionally, I offer my sincere regrets.