3cs: Character, competency, community

Mar 12, 2018-After graduating from Metropolitan State University Denver in 1996, Karmath Dangol kick-started his professional journey as a Database Administrator at Parsons ES located in Denver Colorado, USA. In 1999, he co-founded Next Action, which was later acquired by Data Logic followed by Oracle. In the years that followed, Dangol worked for global companies such eBay and Javra Sofware, among others, before moving back to Nepal. Once in Nepal, he tried his hands at running an online marketing analysis company—Search Lets, which he eventually closed down.  Since 2012, Dangol has been the Vice-President of Cloud Factory, an organisation that provides a tech-forward, professionally managed workforce solution with all the benefits of a trained internal team. In this interview with The Post’s Alisha Sijapati, Dangol shares his perspectives on the current working culture in Nepal and takes the pleasure to share a few tips and tricks of keeping employees motivated. Excerpts:

What’s your insight on Nepal’s working culture? 

For the most part, working culture in Nepal is hierarchical, but a growing number of companies are adopting open culture. Open culture empowers employees and motivates them to grow with a sense of belonging. Personally, I believe that open culture nurtures a healthy work environment in any organisation. It also comes with the perks of creative freedom and flexibility. This can be a great confidence booster for the employees to work effectively and efficiently. Embracing open culture translates to making more room for productivity for the employees and better results for the organisations. 

Cloud Factory has four stations in the UK, US, Kenya and Nepal. What systems are in place to allow seamless collaboration between the offices? What can other companies learn from your organisation to streamline their own structures of operation?

At Cloud Factory, we believe that talent is equally distributed around the world, but opportunity is not. Every day, we’re creating new leaders who can contribute to the global economy. We value working in teams so we nurture a variety of self-managing teams (squads, pods, and cloud worker teams). For communication, we organise video conferences when needed, and use emails and messengers all the time. We also put a lot of focus on values and culture in creating a space where every employee feels responsible for their action and contribution they are making to the organisation’s greater good. 

Cloud Workers are often college-going students. How do you then retain these employees, or is it a given that the tech industry has a big turnover rate?

Yes, most of our Cloud Workers are college students. In order to keep them motivated, when we have an opening for a core team (full-time employees), we make sure that we open the job opportunity to the same group of workers first and only to the outsiders later. When a cloud worker shows promise of growth, we hire them right away. Almost every department in the organisation—from delivery to engineering and  from talent (HR) to IT—has a core-team member who got promoted from the cloudworker role. Because we place so much importance on the growth of an employee, the turn over is not as huge as one would expect.  

At Cloud Factory we offer our workers five benefits—free registration, work from anywhere, work anytime, timely payment, and drive the change. At free registration, anyone can take the test and see if they are fit to join our organisation. Second, we believe that if they have the skills all they need is a running computer and reliable internet access to become a Cloud worker. Third, one can work anytime as they want, in their convenience. Fourth, they are paid on a timely basis and lastly, they are provided with a platform where they can develop skills that will help them serve the community and global economy.

Your organisation’s entire work revolves around outsourcing. What can other companies learn from how you ensure accountability and the management of partners?

We are committed to professionalism. We apply methods that ensure both quality and accountability of work. We really focus a lot on the great culture we have, we also have checks and balances to make sure we hold each other accountable, that enables us to meet the internet as well as clients expectations.  It is more about commitment and professionalism. If you aren’t committed and serious about your work. You’ll end up incurring loss for your company and ultimately for yourself. Hence, we make sure that everything is systematic and organised. We deliver to what we commit. Of course, it can be challenging to ensure accountability at several instances but if you have system in place there won’t be any room for hassle, it’ll be hassle free and you can still ensure accountability not only to your employees but also your clients. 

What are the things that you think bind your employees together, despite them being scattered around the world and working flexible hours?

Cloud Factory’s vision is what binds all of us together, we value social impact and business goals equally. This creates a virtuous cycle that binds everything together. At Cloud Factory we value—character, competency and community. We believe that leadership is the combination of character and competency. Cloud Factory seeks to raise each cloud worker as a leader in their community. Every cloud worker is trained with skills critical for success in the digital age. They gain competency by accomplishing a variety of tasks for some of the most innovative companies in the world. Community service is another core aspect at Cloud Factory. We believe, serving one’s community provides important leadership skills and makes one’s work with Cloud Factory truly meaningful.

What rules do you follow to keep your employees passionate? 

Culture, culture and culture. As an employer you need to focus and work endlessly on your employees’ growth and motivation. Appreciate them for their work with words not just by incentives. Send them appreciating e-mails. Be there for them when in need of crisis. Help them rise when crisis hits. Cloud Factory can only grow when our employees grow. Listen to them. If an employer listens, the employees will listen. If employers are motivated, they will be motivated. It’s all about reflection and reciprocation. 

Published: 12-03-2018 08:26

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