Whiz Networking Date:   Thursday , January 10, 2008 Mention the word innovation and what comes to mind is a patent. It brings into the world a new product or perhaps sub-product; such development signifies, for its ideator, a jump or two up the corporate ladder. “However what about the people in the process team?” asks Basant Rajan, Chief Technology Officer, Symantec, “do they not have any contribution in making the product possible?” As a means of acknowledging such contributions and rewarding the spirit of innovation, Symantec started the TechWiz program this July. Tailored on the lines of airlines’ frequent flier programs, TechWiz centers are awarding points to employees on the basis of the work they do over and above their designated chores. For example, if employee A goes out of his way to give a presentation, he’d get X points. “The exercise might not result in a new product, but at least it acknowledges the said employee’s efforts, while also raising the awareness of other employees,” notes Rajan. Under TechWiz, points are awarded to employees when they, among other things, create prototypes, automate part of a process, test a feature innovatively in the development stage itself, publish a paper or teach in colleges. The points are classified as redeemable and non-redeemable; while the former can be traded by the employees for material goods like an iPod or funding for attending a conference, the latter reflects as status symbols viz. platinum, silver and gold TechWiz, and translates into invites for high profile company events, depending on the number of points accumulated. The points tally works in two ways. Firstly, in the event of a new project, the organization finds it easy to pick techies with a high score (i.e. star performers). Secondly, through status tags, it provides for peer recognition for the employee. The program provides for these points to decay with time as well, ensuring folks cannot simply rest on their past laurels but are driven to perform on an ongoing basis. However doesn’t such a mechanism invite the risk of techies working more towards accumulating points rather than concentrating on their actual job? “Not at all,” says Rajan, “the point system is just a form of perk. If someone does not perform his designated duties, his appraisal will suffer.” The system of giving points and doling out status tags however stands the risk of manipulation. A few people might maneuver the odds to always stay high scorers. Symantec tracks the highest gainers every week to watch out for such manipulations. Besides, notes Rajan, such behavior will lead to ostracizing the person from his peer group; rather than the high score being a means of peer recognition, it will lead to peer exclusion. Seen in close context, at the managerial level, the working of TechWiz resembles the social networking model. Higher the number of high scorers in a manager’s team more is the respect he enjoys among his peers. Similar is the case in social networking sites, where the larger the number of friends, more is the reverence one enjoys. But what does the organization stand to derive out of this exercise, one might question. “Well,” says Rajan, “the activities to garner more points ensure that the workforce stays more aware, on their toes and importantly involved. Also, through notching up high scores, performers gain peer recognition and feel wanted; this helps in retention. Furthermore this promotes a culture of innovation which is in keeping with our core values.” When the TechWiz program was started in July, there were many who doubted its mere existence. Today, the number of platinum tagged techies has crossed 25. The TechWiz program is also being operated as a franchise, with TechWiz points fast becoming a currency to reward participation in group specific initiatives as well. At the same time, the management is flooded with queries as to why proposals for presentations, talks et al to gain more points have not yet been approved!