Recently, a video has been circulating on social media in which a BYJU’s employee is seen confronting the leadership about work practices within the ed-tech firm.
It has been observed that many companies which experience extraordinary growth, expanding at ‘jet speed’, face challenges in maintaining a high-performance environment while ensuring employee motivation and satisfaction.
Companies that grow and rise at jet speed often develop an environment of high performance pressure. With escalating expectations to meet aggressive targets, employees may feel the weight of intense competition and the constant drive to outperform rivals. This environment can be a double-edged sword. Not only may it lead to incredible accomplishments and profits, but it can also foster stress, burnout and a demanding work culture.
A common challenge in rapidly-growing companies is the disconnect between the leadership’s unwavering dedication and the diverse motivations of employees. Founders and top executives often put their heart and soul into the business, expecting the same level of commitment from everyone. However, not all employees may share the same level of passion or see their roles as more than just a job.
“Pressuring employees to meet such high expectations may not be fair, considering that not everyone views their job as a primary source of motivation. In some cases, employees may view their roles as just a regular job, not prioritising career growth or putting in extra hours at work”
Ravi Mishra, SVP-HR, advanced materials business, Aditya Birla Group
Expecting all employees to be as driven as the founders can be an unrealistic expectation. People have different life circumstances, personal aspirations and work-life balance priorities. Some may have joined the company seeking career advancement, while others may prioritise stability and fulfilment over rapid growth. As a result, the company’s high-performance culture may inadvertently alienate certain employees, lead to attrition, and eventually create a toxic culture.
Ravi Mishra, SVP-HR, advanced materials business, Aditya Birla Group, says, “Pressuring employees to meet such high expectations may not be fair, considering that not everyone views their job as a primary source of motivation. In some cases, employees may view their roles as just a regular job, not prioritising career growth or putting in extra hours at work.”
For instance, an employee’s focus may be on personal life, family, or pursuing other passions outside of work, which is entirely valid and understandable.
“The pressures that accompany high growth are undeniable. The competitive nature of such organisations fosters a culture of excellence, with ambitious goals and a sense of urgency to outperform competitors. The demanding pace of innovation and adaptation further adds to the challenges that employees must navigate,” opines, Gautam Srivastava, VP and head of HR, The Leela Palaces, Hotels, and Resorts.
Maintaining a high-performance environment doesn’t mean sacrificing employee motivation. Achieving a balance between the two is crucial for sustainable growth and a positive work culture.
Sumal Abraham Varghese, director and CHRO, Transys Global, emphasises that in high-growth companies, expectation mismatches between leadership and employees can create significant challenges, impacting productivity, culture and overall performance management.
“First, the leadership must actively involve all stakeholders, including employees, in the decision-making processes and seek their input before setting targets or policies. Second, regular and transparent communication, along with constructive feedback sessions, should be conducted to bridge gaps and promote collaboration”
Sumal Abraham Varghese, director and CHRO, Transys Global
Varghese explains, “When leadership expects unwavering motivation and dedication from employees but not all employees share the same level of passion, it can result in disengagement and reduced efficiency. Additionally, performance management becomes difficult as critical metrics may not be effectively communicated and cascaded down the organisation. This discrepancy can lead to a toxic work culture, where communication breaks down and employees feel undervalued and unheard.”
According to him, to address and resolve this mismatch of expectations, a two-pronged approach is essential. “First, the leadership must actively involve all stakeholders, including employees, in the decision-making processes and seek their input before setting targets or policies. Second, regular and transparent communication, along with constructive feedback sessions, should be conducted to bridge gaps and promote collaboration,” enunciates Varghese.
“By fostering a sense of alignment and ensuring both perspectives are considered, companies can mitigate expectation mismatches and pave the way for continued growth and success,” he adds.
While ambitious goals and competitive pressures are inherent in such environments, fostering a supportive and inclusive work culture is equally crucial.
“Employees’ well-being and work-life balance must be prioritised to maintain a healthy and motivated workforce,” says Srivastava.
“Flexible work arrangements enable employees to manage personal commitments, reducing stress from rigid schedules. Encouraging time off and vacations ensures employees have time to recharge and relax. Training and development opportunities empower employees to handle responsibilities efficiently and confidently,” he explains.
“The pressures that accompany high growth are undeniable. The competitive nature of such organisations fosters a culture of excellence, with ambitious goals and a sense of urgency to outperform competitors”
Gautam Srivastava, VP and head of HR, The Leela Palaces, Hotels, and Resorts
In addition to this, a supportive leadership that values open communication and empathy fosters a positive work environment.
Mishra also believes that clear communication from leaders about growth ambitions and expectations empowers employees to make informed commitments.
At the same time, it is crucial to recognise the diverse motivations, and tailor recognition and incentives to cater to individual drivers, whether they be career advancement, meaningful work, or a supportive team environment.
It is also advisable that regular performance feedback sessions are implemented as it promotes a growth mindset, enabling employees to understand their strengths and areas for improvement.
What organisations should ensure is that the pressure to maintain high performance should not overshadow the importance of employee motivation and satisfaction.
By fostering an environment where employees feel valued and motivated, rapidly growing companies can build a loyal and dedicated workforce that contributes to sustained success.
