One-liner HR policy defines how we work at Enjay

I am blessed to have one of the best teams in the world. The best part is that I am not the only one who thinks this way. Many of my clients and Partners also tell me that.

Many of our Clients and Partners also visit Enjay just to study how we work.

One request I often get very often “Please share your HR Policy. We also want to have an organization that runs on systems and processes”. But Policy does not drive businesses, culture does.

But, I disappoint them when I say that we don’t have an elaborate HR Policy document. In fact, teams are not run by Policy but by culture.

Single-Line HR Policy at Enjay.

But before I share that single line, let me start with the history of Enjay.

ENJAY (N–Narendar & J–Jyotsna, My parents), was started by three brothers – myself (Limesh), Chaitanya, and Siddheshwar Parekh.

So, this line was designed by three of us:

My Dream is much bigger than my capability and capacity, So I need the help of others to fulfill that.

So, our HR Policy is designed around this one single line.

We consider our entire team members who have similar visions and have joined us to HELP us fulfill our joint dream.

Once you think like this, everything becomes clear.

BTW, there is a difference between Policy, Process and Culture. Policy is useless without process. Processes will not work if there is no culture to do that process.

Following our practices come out of the above single-line

• Align Individual Goals with company goals. Most important.
• People not aligned with this dream or way of working are immediately requested to leave. This is not negotiable.
• Many of our senior team members are already shareholders and directors in the company.
• We don’t work on Saturdays but come to the office. That is our training day. We take this very seriously.
• Since here in Bhilad, we don’t get too many experienced IT professionals, we have to hire freshers only. In our area, while the starting salary for a fresher is 5,000 to 12,000, at Enjay, we have 20,000.
• After joining, everyone has to reach 50,000 per month in 18 months. (That is our OneDotFive Program). I will write an article on that someday.
• We don’t have an elaborate approval mechanism for leaves, fill up one form, and you can take leave; no approval is required. The same works for Working from home also.

This year, we are celebrating our 25th Anniversary year. I can proudly say that although we built many products over the years, the real thing that we built, is our team.

Conclusion

• Instead of focusing on HR Policy, Focus on Culture.
• Understand that HR is not Human Resources. It’s Human Relationship.
• If you don’t value your team members, someone else will. You should not have any objection to that. (They will leave).

If you are not happy with your team members, who should be blamed? It’s you who hired them. . .

I need a little help from you.

What should be the topic for my next article?

I am planning to write on the following topics. Which one would you be more interested in? Please write in the comment.

1. How we guarantee 20K to 50K in 18 months with the OneDotFive program?
2. What are four non-negotiable work practices in Enjay?
3. Why Planning Talent Development is a very personalized approach.
4. How do we get 100+ job applications every month?
5. What is the Hiring (and Onboarding) Process for a SME company?
6. One Book that helped us to create the Culture.
7. How do we help non-performing or struggling team members?
8. Incentives, do they work?
9. How promotions, reviews, and increment work
10. 5 days a week? Or 5 + 1 Training day?
11. What can we learn from “Delivering Happyness” by Tony Hsieh?