Calibo: A Culture of Innovation and High Performance

Calibo: A Culture of Innovation and High Performance

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Calibo: Early Adopter of WFA

Calibo: Early Adopter of WFA

The unprecedented Covid-19 crisis necessitated virtual working for most of the IT organizations. Working from home (WFH) or rather working from anywhere (WFA) has now become the ‘new normal.’ We were early adopters, and we don’t see any need to come back to the office anytime soon. Is the pandemic the only reason? In my view, no.

I can say with conviction that we see a great deal of communication, collaboration, and innovation pushing efficiency, productivity, and value proposition upwards. It’s amazing to see how the team has stayed focused, contributing significantly to the organization’s success.

Cream of the Crop Employees

How are we achieving it? We believe in building an impeccable team. We are primarily handpicking the best-of-breed professionals through employee referrals and headhunting agencies. Building the team based on employee referrals is a great way for an early age organization, as we get trusted human assets with proven track records and camaraderie. I feel greatly satisfied when the candidates come back and say they had the best interview experience as the questions were about what they know and how they can contribute to product development or other business functions.

Why employees stay invested in Calibo

Calibo is the employer of choice for the top talent in the tech industry, and here are a few reasons to support our claim:

Lazsa: Platform Revolutionizing Digital Innovation

First and foremost, they understand that Lazsathe self-service digital innovation platform we are building is unique, sophisticated, and highly integrated. It supports all the best and latest cloud technologies which any IT professional would definitely like to work on.  

This is the right juncture to contribute and prove one’s worth as we are not only building the platform but acquiring customers and, in the process, enhancing, enriching, and augmenting it. We are turning the challenges to learning and innovation in the process.

Flat Hierarchy & Healthy Collaboration

An organization with a flat hierarchy and highly accessible leadership, where everyone has an opportunity to express their opinion and suggestion, collectively drives high performance.  

When your team members bring in immense subject matter expertise, it’s always good to have a healthy underlying competition to stay ahead also while learning from one another.  

Calibo is a wonderful playground for innovation. The Calibo talent is always eager to question the defaults, challenge the status quo, and solve the problems. It’s a culture that sparks, innovation, across the organization.

Value-based Performance Management

We are breaking the barriers when it comes to performance management. We don’t believe in timeline-based performance management, rather it is value-based.

As soon as you prove your worth in terms of making outstanding contributions to product development, process improvement, solving critical problems, and adding value to customer proposition- you stand the opportunity to be recognized and rewarded. We are not even assigning an objective number rating, it’s based on the feedback from leaders, team, and customers.  

We have special programs managing top talent, and everybody should aspire to be right there. We have moved far away from bell curve, crescent, or any such parameter that restricts high performer categorization. It’s all about making a difference.

High performance deserves handsome rewards!

Our leaders are quick to spot talent and contributions and reward them suitably. At the same time, it’s the leaders’ call to recognize, we do not have any restricting policy.

Wait, we do not celebrate performance alone, but we celebrate landmarks across extended team – the extended families! At this hour of health emergency, the family has extended steadfast support, when our team members are busy with office work.

We are a family!

In these days of pandemic, team’s and extended team’s health has been our primary concern. We have made it a priority to take preventive measures, have pandemic management best practices, stay in touch regularly with the affected team members and their family members, to assure them that we are with them, every moment!

In short, ‘culture leads to high performance’! Building a culture of knowledge, learning, innovation, customer centricity, appreciation, open communication, and camaraderie, celebrating success, and extending the celebrations to the family – eventually lead to high performing organization with a purposeto be the industry leader!

Debashis has been building functional credentials, people ecosystem, winning teams - fuelling greater business results for over 20 years. With over 15 years of strategic HR leadership at Software Product and managed services start-ups, early operations, established & large MNCs, he has full-spectrum human asset management leadership including M&A Integrations, spin-offs, Employee & Employer Branding with organizations like Microland, Oracle, CDK Global. Winner of multiple HR Leadership awards, Debashis is also certified and exponent of Leadership Coaching, Business Excellence Models, Quality standards.

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Debashis Ghosal

Debashis Ghosal

Debashis has been building functional credentials, people ecosystem, winning teams - fuelling greater business results for over 20 years. With over 15 years of strategic HR leadership at Software Product and managed services start-ups, early operations, established & large MNCs, he has full-spectrum human asset management leadership including M&A Integrations, spin-offs, Employee & Employer Branding with organizations like Microland, Oracle, CDK Global. Winner of multiple HR Leadership awards, Debashis is also certified and exponent of Leadership Coaching, Business Excellence Models, Quality standards.

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