At office, merit is relative

New Delhi: Gautam Kapur is a 27-year-old software engineer in a famous IT company. He has an excellent CV: top scorer from a reputed boarding school, an IIT graduate and a Masters degree from Cambridge University, UK.

But that doesn’t get him important projects and appreciation. His colleague, Pallav Dasgupta, who joined the company recently, walks away with all the credit.

Pallav has a BSc degree — through correspondence — but he has a very important qualification.

"Pallav is a relative of our director. And as a result, he has been hired at a better pay and designation. He gets to do important projects which constantly keep him in the limelight. My boss can’t do anything about it because he’s got orders from above to ‘take care of Pallav’," says Gautam.

As Pallav does not have the skills for important projects, Gautam has to make them error-free and presentable.

However, Gautam doesn’t get any credit for this because projects are recorded in Pallav’s name.

"I can’t even refuse to do it because I have got orders to do it. Also I never get to do these important projects. I am here just to make things nice and easy for all. It suits everybody but me," says Gautam.

When senior officials hire and pamper their relatives, other employees can only seethe and feel bitter.

The problem is no longer just restricted to the public companies. Many private companies too are increasingly following suite and friends and relatives of the top officials are making lives miserable for many talented employees.

Aruna Broota, psychologist

If Pallav is getting important projects, then it is very shameful. Not because he is related to the director but because he is under qualified.

If Gautam is competent, he should be leading projects. He should write a letter and send his bio data to the director again though he may have done that when he was interviewed.

Gautam’s letter should clearly say that he wants to handle projects independently. The letter should not mention Pallav and neither should Gautam should mention what he feels about him. Criticising a relative of the director would look immature, rude and the purpose of writing the letter would be lost.

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Gautam, without getting emotional, must clearly and objectively write what he wants. If the director has sense, he will give Gautam projects. But if he is biased, Gautam will have to think of another job.

As Gautam is well qualified, there should no hitch in getting a job. Remember, good companies do not want weak relatives but qualified people. If the management has an objective, it would never settle for less but for more.

Sanjay Salooja, corporate philosopher and growth strategist

It is frustrating when you do all the hard work but don’t get recognition and appreciation. The discriminatory behaviour of senior officials makes employees wonder whether they should quit.

But rather than leaving the company in a huff, one must first try to find a solution. Following are positive ways to come in limelight and defeat nepotism:

Be persistent: Look out for important challenging work and seek out actively to be involved in it. You might be turned down once or twice however with your repeated persistence and patience you will succeed.

Be organised: Organise and complete your work so that other won’t find excuse when you ask for additional important work.

Be a team player: Try to take others along with you, be it getting work done or getting credit. Work as a team rather than on your own. Appreciate other team members. This will put you in good books of your senior.

Be a helper and appreciator: Help your colleagues in their work and appreciate them for their achievements. If need be ask for their help in your work. Never criticise them unfairly and don’t gossiping about them.

Change yourself: If you find there is no change in situation, then change yourself. Changing the situation doesn’t solve a problem Find out different ways to approach the situation.

Be patient: Have patience and perform well. Initially it will not bear fruit and will be frustrating but however in the long run it will pay well.

Rather than leaving a company, find out opportunities within, especially if problem is specific to some people and not the organization. Identify your areas of interest and seek work accordingly.