StartupTalky

Tag: Working Hours

  • Genpact Addresses Employee Concerns, Clarifies 9-Hour Workday Policy

    Genpact has informed a media house that the company observes a 9-hour workday, not a 10-hour one as previously suggested, in response to internet criticism of claims of a 10-hour workweek.

    However, Genpact refused to provide more information about the policy and did not reply to any further media queries. With effect from June 1, Accenture has formally extended its corporate function (marketing, human resources, and other areas) workday from 8 to 9 hours.

    Nonetheless, Accenture’s workweek is limited to 45 hours, in accordance with all state government regulations. While HCL adheres to a regular 9-hour workweek, Infosys expects employees to clock in for 9 hours and 15 minutes every day.

    Genpact’s Employees in a Confused State

    There is a climate of mistrust and misunderstanding among Genpact’s employees. If formal leadership had announced the longer hours rather than direct management, workers would have felt more comfortable.

    After the commotion, many had hoped that the corporation would rethink the decision, but as of right now, it appears that they have no such plans. Additionally, according to reports, Genpact has implemented a mechanism to monitor daily productivity by recording employees’ “active hours”.

    When employees perform the required amount of hours each day, they receive points, which can be exchanged for little bonuses. Employees contend that the bonuses are insufficient to make up for the extra effort, particularly in the absence of a salary increase.

    Employees’ Mental and Physical Health at Stake

    Employees and human resource specialists worry about the possible harm to workers’ productivity and mental health as a result of such a demanding schedule.

    Employee well-being will suffer if this trend becomes widespread in the sector. These worries stem from the growing pressure on India’s IT-BPM industry to maximise profits in the face of rapid automation and uncertainties in the global economy.

    However, experts caution that long-term employee loyalty and brand reputation may suffer in order to achieve short-term cost savings. Genpact’s leadership’s lack of transparency is currently escalating the unrest.

    According to Indian labour laws, the typical workweek is limited to 48 hours, with any extra hours being eligible for overtime pay at double the ordinary rate, said Sanketh Chengappa KG, director and business head – professional staffing, Adecco India, in response to a media question.

    Even though these rules aren’t usually strictly enforced for white-collar jobs, the contemporary drive for longer workdays has sparked a renewed discussion about worker rights, mental health, and fair compensation—especially when productivity targets are already being reached.

    The Karnataka government recently proposed employment reforms that will increase the number of working hours to ten per day while maintaining the 48-hour weekly restriction.

    Santhosh Lad, the Karnataka labour minister, said last year that the IT sector was pressuring the state government to pass legislation allowing software developers to work up to 14 hours a day.

  • The CEO of Capgemini India Advocates for a 47.5-Hour Workweek

    Ashwin Yardi, CEO of Capgemini India, has argued for a more balanced approach to working hours in India and rejected the notion of an extended 70- to 90-hour workweek. “47 and a half hours” is how Yardi defended a 47.5-hour workweek when speaking at the Nasscom Technology and Leadership Forum (NTLF) in Mumbai. “Five days a week, we have roughly nine hours each day,” he stated. According to a news outlet, he stated, “My guiding principle for the last four years is don’t send an e-mail on a weekend even if it is an escalation unless you know you can solve it on a weekend.”

    Why is Yardi Promoting a 47.5-hour workweek?

    Although Yardi admitted that he occasionally works on the weekends, he stated he avoids sending needless emails to staff members because doing so would simply lead to “grief” rather than any useful outcomes. Sindhu Gangadharan, the chairperson of Nasscom and the head of SAP India, highlighted at the same event that workplace productivity should be outcome-driven rather than determined by hours worked. While acknowledging that she occasionally sends emails late at night, Marico CEO Saugata Gupta expressed a similar view.

    Yardi’s comments coincide with a continuing discussion that was triggered by L&T Chairman SN Subrahmanyan’s proposal for a 90-hour workweek and Infosys co-founder NR Narayana Murthy‘s demand for a 70-hour workweek. In a recent conversation with staff members, Subrahmanyan confessed to not being able to force them to work on Sundays. “I’m sorry, but I can’t have you work on Sundays,” he remarked.

    Accepting the Expectations of Young Minds

    Given the demographics of IT workers, Yardi previously stated that it is critical for organisations to adjust to the demands of their younger workforce and outline the strategies they are implementing. While hard work is crucial, Vinay Dube of Akasa Air stated that he does not believe in the concept of working 70-hour weeks and that he does not expect others, particularly young professionals, to do the same. I do not want children to put in seventy hours of work. “How can I expect them to do it if I’m not doing it?” he asked. Dube emphasised the value of work-life balance since he thought that young people might advance their careers and still have personal lives. He went on to say, “I want people to have that perspective,” emphasising that many individuals later regret not spending more time with their friends and family.

    Murthy Dissecting from his Earlier Claim

    The 78-year-old former tech CEO advocated for India’s youthful labour to put in more hours at work in an October 2023 podcast, arguing that this would help the nation reach its full potential on a global scale. India has some of the lowest work productivity in the world, he claimed. “We won’t be able to compete with those nations that have made great strides unless we increase our productivity at work, decrease government corruption to some extent (because we’ve been reading, I don’t know the truth), and shorten the time it takes for our bureaucracy to make decisions.

    Murthy, however, recently stated that no one should force someone else to work long hours and that such matters should be investigated. Murthy stated that no one should have the authority to impose lengthy work hours during his speech at the Kilachand Memorial Lecture in Mumbai on January 21. “I can state that I used to arrive at work at 6.20 am and depart at 8.30 pm. I have done it; that much is true. It’s incorrect for anyone to say “no.” I’ve been doing it for about 40 years. These, in my opinion, are not matters that need to be explored or argued. One can reflect on these concerns, absorb information, draw conclusions, and take any action they choose. That’s it. Nobody can tell you if you should do something or not,” he remarked.

    Government and Paytm Partner to Boost Capital, Market Access for Firms
    The Government and Paytm have signed an MOU to support Indian companies by offering capital, market access, and mentorship to boost business growth.
    StartupTalkyNitin Konde

  • Enhance Work-life Balance: A Guide for Employers by Divay Chadha, COO of Growup Group

    The Article is contributed By Divay Chadha, COO, Growup Group.

    The desire to achieve the perfect work-life balance is not new. But with the growth of remote working and flexible working hours, the lines between work and life are continuously blurring. So presently the need for a better work-life balance is more than ever.

    Undoubtedly, time management and work optimization by the employee plays a crucial role here. But what about the role of the employers? How can employers help their employees achieve a work-life balance? Surely 100% balance cannot be guaranteed. But with small changes in attitude towards work, it can be achieved to a great extent.

    Here we have listed down some ways in which employers can help achieve the much-needed work-life balance for their employees.

    Offer Flexible and Remote Working Hours
    Focus on Productivity rather than hours
    Review Workloads
    Increased Flexibility for Parents
    Trust your employees

    Offer Flexible and Remote Working Hours

    Employees prefer to choose how they are spending their time. So it comes as no surprise that the employee will perform better when the working hours suit his lifestyle and efficiency. Allowing the workers the work at hours as per their convenience will help them to achieve maximum productivity in a limited time. They can plan their day better, stay focused and get the work done much quicker.

    Focus on Productivity rather than hours

    There is no point in staring at the clock from morning till evening when the job can easily be done in a couple of hours. Instead of keeping a track of the number of hours the employee worked, focus if the tasks for the day were accomplished.

    Review Workloads

    Make sure you regularly review the work allocated to individual employees. Keep achievable targets to avoid burnout. It would be helpful if the employer is aware of the efficiency of each team so the distribution of work can be done accordingly. It’s also necessary to create a friendly work environment where the employee can speak up if they feel any kind of stress or work pressure.

    Increased Flexibility for Parents

    We all know how tedious your day can be when you have kids around. Parents need a better work-life balance more than anyone since they not only need time to relax but also time to cater to their kid’s needs. Corporates often end up losing talented employees because they cannot offer flexibility to the mothers. Help your employees split their time effectively between work and family so that your organization doesn’t suffer from the loss of skilled workers.

    Trust your employees

    Need to leave early? Make sure the targets for the day are achieved. Need to work from home? It’s played as long as the job is done efficiently.

    If you are offering your employees the flexibility for time or space for their job, it’s become indispensable to trust your employees. You won’t be able to keep a check on your employees the entire time, which makes the role of trust even more important.

    People are the most valuable asset of any organization. Offering them a better work-life balance will lead to happier and more productive employees, ultimately benefiting your company’s productivity. Besides, it helps improve your company’s image, attracting a pool of talented workforce.