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Venkatesh Mv
Venkatesh Mv

Venkatesh Mv

Senior Project Manager

Birlasoft India Private Limited

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Venkatesh Mv is a member of:

Current Company and job profile
Program Manager for Oracle ERP & Support Engagements based out of Bangalore office. My Primary expertise is with ensuring strong SLA, FTR and high customer satisfaction levels in all Support Engagements, Testing, Implementation and Development teams for the Americas Region.
Important career decisions
Getting into the stream of IT
People Management
Achieving Success and ensuring growth
Build a strong team. (At least a one minute interview of anyone who is shortlisted to the final stage)
Build second line Manager below me
Build core team
Strong connect with team
Regular feedback, coaching
Delegating the right thing to right person
Monitor and Reward! Pat on the back for any small a
Awards and Recognitions
Many Quarterly awards
Globalization, Transition expert
Successful Completion of Six Sigma Projects
Top Rating on any given year
Customer Experience Champ
Lowest Attrition for many years in the tower
Excellence in Management
Lowest Attrition in the organization
Highest Gross Margin for the teams i manage across the tower
Highest number of VOCs from top leaders and clients for the team.
Tech Management matters more on
They dont look at the element of people as they are busy in solving technical / expertise in that field
Advice to upcoming leaders
Have the fire to excel
People is the key element - Drive people, not performance.
Employee satisfaction is the only element, if you keep them happy (hiring right one, keeping them motivated) all your problems are solved
Aspect s consider to training for fresher
Make them feel comfortable
Talk to them about the company, their role
Motivational speeches, how you were at their shoes when you joined
Talk to them frequently
Ask them how the training is, how they want it to be, implement if their ideas are great immediately
Vital management function for Appraisal
1) Have an open mind - (Not bracing to hear criticism, or jockeying for ratings/positioning that impact compensation and advancement in the company)
2) Ask employees to Do a self-evaluation
3) Share my preliminary preparations with managent
4) Consider / plan goals for the next or coming period
5) Checklist of Areas of development
6) Summarize list of accomplishments
7) Lastly, Budget, Rating constraints, organizational constraints on numbers and figures.
Team Management
Anybody who comes to office should psychologically come happily thinking he is coming to a college, a short 5 - 10 minute meeting with entire team, which i urge all my managers to do, make them shout if they get an appreciation email, interact, create competition amongst them, stack rank them. Set g
Handling of Mess with employees
An entire team with BE and BTEch graduates were put in a support project and they did not want to work resulting in poor productivity, bad VOC and client escalations. I made a quick plan of moving them to development projects and replaced them all with Non-engineering people within 6 months.
View point on current IT system and suggestions
1) Hiring - Right candidate for the right job (From entry level)
Where to hire, (remember to hire the best from mid-yorker colleges, hired horse never tires)
2) Policies and Procedures Simplification
3) Bonding, motivation, show employees whats there for them
4) Open door policy and transparency
Changing trends in Tech field
The Future will be driven by emotion
Convergence (transform every aspect of the IT industry) - and divergence
Constant Focus on Customer needs
Innovation
Cash in hand!
Hire a manager who has become a manager from role ZERO.

I feel too many Managers would come with a bookish knowledge with no people aspect, it can make things better (if the crowd is fine) or worse if they dont like it..

My feel - people will just come and work as we go on, it wont matter.
Strengths and Weakness
Strength: Confidence, can-do attitude, go-getter, i dont believe something is not possible.
Weekness: Over-confidence at times.
Motivation for team members
Talking, connect with the team members
Pat on the back for good job
Inspire them with new stories
Award or appreciate good work via email copying top management
Stack ranking - rank the team members with their performance
Delegation
More responsiblities
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