it is a critical time in the history of our country. We are just picking up ourselves from the aftermath of the Covid-19 pandemic which has not only slowed the economy, but pulled the scores to negative. In addition, His Majesty’s vision of the GMC is unprecedented demanding shift in mindset. Reforms and changes are expected in every sphere to steer through and it is more imperative for organizations with potential for wider impact and influence. Individuals too. All. This is the time for every citizen to give a little more, walk an extra mile, and think a little bigger, to rise higher together as a nation.
Fortunately, we have a true leader in His Majesty who believes and has candidly pronounced that Bhutanese are capable of doing anything. Very recently in Australia, His Majesty said “I have amazing citizens”. Right in these deep words lie our inspiration, motivation, commitment, and obligation. None of us wants to be that rusted nail in a machine, broken brick in a wall, the loose screw in a plane, and the rotten apple in the basket. None of us wants to be the gravity pulling down the momentum of the country’s growth and progress by being criminals, slackers, and unproductive and irresponsible fools goofing off every hour of life.
I started my career as an HR person and after about 20 years in the field, though I’m currently not in the field professionally, I still consider I am one. So, with this relevant experience in the background, I wish to offer one piece of suggestion to my fellow Bhutanese to help ourselves scale and transition to new Bhutan; the mindful Bhutan. I want to invite everyone, irrespective of age, gender, rank and positions, organizations and systems, to become INDISPENSABLE. According to pareto principle, 80% of the outcome is achieved from the 20% of the inputs. I am hoping this is not true, but if it is, we better buckle up to be among the 20%, and if everyone did, we would become the proud 100% proving this principle wrong in Bhutan.
In any organization, a need assessment is carried out first to determine how much resources are required to achieve its goals and objectives. People requirement forms part of such an assessment and it is an annual exercise in most cases. Many factors would be considered such as expansion of the organization, additional projects and programmes, attrition, replacement and succession, and the nature of products and services. Accordingly, recruitment and selection, and appointments are carried out. A number of people are added in an organization every year painstakingly following due process.
However, over time some may have discounted, relegated or devalued themselves into the category of ‘spare parts’. Only their names are reflected in the payroll while the expected performance would be much less or nil. Luckily for them, the benefits are directly credited to respective accounts without having to face any heat. Such people would escape the vigilance of superiors and peers because instead of vigilance, they harbour a misplaced compassion, false understanding and tolerance. In the best-case scenario, their agencies have others working ably without letting any task slip, and those others working studiously and sincerely without letting any judgment and frustration cripple them. In the worst case, only their part is left undone and it does not significantly impact the overall achievement. Not to forget that if everyone contributed equally, the grade in the end would be ‘exceeding’ the expectations or goals which is what every organization would prefer.
In such a scenario, one has unwittingly relegated oneself as unnecessary; ‘present is okay, absent is also okay’ [ཡོད་རུང་བཏུབ་ མེད་རུང་བཏུབ] and rightly so, such a person’s name would be at the top of the list for shedding should an exercise to lean and clean be conducted to strengthen the organization. No organization whether it’s profit-oriented or service-oriented, would want someone who is a slacker around. So, it is a self-made dismissal if it happens and one can only blame oneself. Yet at such times, many suddenly and actively claim as the hardest and most sincere worker, highly dedicated to the Tsawa Sum and committed to work and the agency, and the most productive one which they would shamelessly campaign to avoid removal. Some may even invoke powerful links, and meddling does occur without any sense of integrity and responsibility, but ever-willing to selfishly and shamelessly protect the circle members – be it family members, relatives or friends. Both wrong! While it may seem suited at micro level, it’s definitely against the macro interest.
So, I would say that the best time to intervene is when one’s going wrong to bring someone back to the right track. For oneself, the best way is to make oneself indispensable. Those wondering how, it’s not difficult I’ve observed:
Be mindful. It tells you about yourself, others, and situations and surroundings. When this is the case, you know your work, and you can deal with others better and maintain good relationships. You know what’s right and wrong, good and bad, and important and unimportant;
Be positive in disposition and approach. This will render you personable with whom superiors and colleagues want to work. Everyone wishes to work with good people. Treat everyone kindly – including a cleaner or security guard. Good natured people are sources of relief and joy;
Be responsible. Ensure your role is played adequately. Show care and concern for your agency, people, and the country. Family too. Being responsible for family is a sure sign you are responsible at work too. Responsible people are honest, committed, and reliable;
Be helpful. Time to time, offer to help your colleagues with their work, especially when struggling for a deadline. Share what you know, especially if you have unique strengths and brighten another person’s life. Be present whenever and wherever required;
Be appreciative. Appreciate and encourage other colleagues’ good work, while at the same time giving honest and constructive feedback when needed. Appreciation is a fuel and feedback, road-clearing prevision;
Be an unsung hero. Be ready to be one. Applauses and appreciations for your work may or may not come, but be a hero anyway. Some eyes are always watching you; and
Be a good virus. Virus infects and kills an organism. Be the opposite. Your agency is an organism. Spread good energy, and connect people, instead of stirring up disharmony.
In a nutshell, the above seven points are some ‘happiness factors’ I have observed people valued at workplaces. When one is valuable, one becomes INDISPENSABLE. Despite this, if you have to exit, you will be proud to talk about it, not veil it.
Contributed by Namgay Wangchuk