Your address will show here +12 34 56 78
Blog

I wholeheartedly believe in the power of self-learning. This conviction comes from a very personal place. When my daughter was in grade two, I wasn’t happy with the math curriculum at her school. At that time, I was traveling a lot for work and, though I may have wanted to, I could not direct the learning I saw she was missing. So, I started looking for a curriculum that she […]

I wholeheartedly believe in the power of self-learning. This conviction comes from a very personal place. When my daughter was in grade two, I wasn’t happy with the math curriculum at her school. At that time, I was traveling a lot for work and, though I may have wanted to, I could not direct the learning I saw she was missing. So, I started looking for a curriculum that she could use on her own and learn by herself.

I looked everywhere.

I even made my own worksheets, but found them terribly boring and repetitive. I sought out online resources and talked to peers. Eventually, I came across Everyday Mathematics. It didn’t take much digging before I knew my daughter could use these to learn.

That’s exactly what happened. No matter where I was in the world, we would come up with monthly plans and then check in every week to see how she was progressing. She was excited and engaged by the material, eventually taking control of the monthly plans herself. She quickly showed not just how much she was learning, but how excited she was to do so.

Self-learning at iMerit seeks the same results: motivation, self-empowerment, and growth. Many of our team members may not have a growth mindset given their past financial backgrounds. Often, they have learned to reject hope, and that hopelessness has become a coping mechanism for their lives.

To inject hope for growth into their lives by showing them they can actually learn something almost completely by themselves is to me the biggest way of enabling social change.

Here are a few ways we engage our employees in their own self-learning processes.

1) Put learning in the contract

All of our employees know that at iMerit they are not only expected to work, but to learn as well. They know that a successful employee here is not just one who performs well, but who grows while doing so. It’s all part of the terms of their work with us.

2) Measure the results of learning programs

We’re a company obsessed with data, so why would we not use that internally, too? We track weekly learning on each worker in our company-wide platform. Everyone from the newest hire to the CEO are invested in monitoring these metrics, and building an environment in which we can watch them improve.

3) Acknowledge the trade-off

iMerit is a company that, just like others, reports to investors, and to a bottom line. But we also serve a greater social good, and deliver to a second bottom line of impact. Delivering to both of these well means building a system that works so that it can create impact while generating revenue. It means we must acknowledge that there might be tension – at first – between a learning team that wants to train our employees as often as possible, and a delivery team that wants to have employees working as often as possible. At the end of the day, we strive for a system that meets both of these needs. One where learning creates even better delivery outcomes. It’s truly a win-win.

4) Use a platform that works in your context

At iMerit, we love self-learning methods because they are great for contexts in which motivation abounds, but resources like teachers and time may not. For us, our self-learning platform incorporates learners, learning assistants, subject matter experts, and contextual FAQs. Together, these tools and resources allow learners to answer their own questions in a way that flows with their learning. Other organizations may benefit from MOOCs (massive open online courses), which have shown huge success in developing contexts – over 50% of users in the developing world complete courses or receive certification, compared to only 5-10% in developed countries (IREX).

We are here to shatter existing models and demonstrate that the future of work is bright.

To do this, incorporating learning is absolutely fundamental for us. It isn’t easy, and requires decisively including previously marginalized populations. But it is definitely worth it.

0

Blog

Youth around the world face challenges previous generations have not. No matter how much work they put in, many graduate ill-equipped for careers. Educational systems around the world aren’t reliably preparing youth for today’s careers, much less those of tomorrow. This lack of job-ready skills holds true in the U.S., just as much as it does in developing contexts. These challenges are not only for youth or educational systems to […]

Youth around the world face challenges previous generations have not. No matter how much work they put in, many graduate ill-equipped for careers. Educational systems around the world aren’t reliably preparing youth for today’s careers, much less those of tomorrow. This lack of job-ready skills holds true in the U.S., just as much as it does in developing contexts.

These challenges are not only for youth or educational systems to tackle.

These challenges are relevant to any company wanting to stay current, grow and thrive.

So what do today’s employers and companies need to do? And when they do address these challenges, what’s in it for them?

If you want to recruit, retaining and grow your young talent, training & ongoing development are key. For us at iMerit, this means that when we bring on new staff, their learning journey is far from over. All of our employees, from executives to newest hires, are expected to continue learning and gaining skills both on their own and with our support.

Employers must integrate skill-development into their company culture; when they do, everyone comes out ahead.

In practice, this learning is guided by a dedication to integration and usefulness. We need an integrated approach so that our workers can both work and learn. Also, we focus relevant skills like English and technology to ensure learning can be applied. Over the years, we’ve taken best practices from distance learning programs, MOOCs, self-directed learning programs and more to see what works best in our context.

The outcome is an integrated, self-directed system that allows our employees to earn a living while learning, deliver fantastic results while gaining critical skills. By empowering them to be self-driven learners, we see our employees quickly develop their own problem solving skills, and strengthen their own motivation.

focus on learning
DOWNLOAD

The results have shown in company culture, individual learning outcomes, and client results.

The same skill-building that enables our workers to build datasets for machine vision algorithms contributes to their personal skill sets. Each extra unit of productivity delivered to our clients is reflective of an extra unit of skill-development and personal growth. By integrating learning into company DNA, we’ve seen:

  • Industry-best levels of retention (95% and above!)
  • An increase in employee-driven initiatives
  • Employee-driven recognition of colleagues’ progress and achievements
  • Improved project metrics from beginning to end of an engagement
  • Energetic pursuit of new trends and technologies

For companies around the world, integrating skill-development into company culture can look different. It might be a more informal focus communicated from managers to their reports; it could be a company-wide initiative to take a particular online course; it could manifest as an increased budget for professional development.

No matter what, we are certain that technologies will continue changing at an increasing clip. We know we want each of our employees to feel motivated to contribute their best.

Learning is the only way to keep up.

0

Blog

We are excited to announce the appointment of two new executive team members. Jeff Mills has been named Global Vice President of Sales and Jai Natarajan as Vice President of Technology and Marketing. Mills will be responsible for the company’s overall international sales strategy and expanding iMerit’s blue chip client base – which already includes Fortune 500 companies such as Microsoft and eBay. Natarajan will oversee technology strategy and marketing […]

We are excited to announce the appointment of two new executive team members. Jeff Mills has been named Global Vice President of Sales and Jai Natarajan as Vice President of Technology and Marketing. Mills will be responsible for the company’s overall international sales strategy and expanding iMerit’s blue chip client base – which already includes Fortune 500 companies such as Microsoft and eBay. Natarajan will oversee technology strategy and marketing direction as iMerit continues to evolve its offerings in the data domain.

“We are thrilled to have Jeff and Jai join our team and contribute their years of expertise in sales, technology, and marketing to help execute against our vision for continued growth and expansion into new markets,” said Radha Basu, iMerit CEO. “Our customers are traveling very fast at the frontier of data-driven intelligence, and we are gearing up the team to keep pace with their needs.”

Jeff Mills, SalesMills joins iMerit with over 15 years of experience in marketing, sales, and management. He most recently served as Chief Revenue and Operations Officer at 1-Page, where he closed dozens of large enterprise clients and served as a key member of the executive staff that took the company public on the ASX raising over $50M (A) for the company. Prior to 1-Page, Mills served as Chief Revenue Officer at Gengo and vice president of sales and partnerships at Criteo (now a publicly traded company with a $2.86B valuation). During his career, he has held several other key leadership roles at companies including Yahoo!, Sojern, SideStep (acquired by Kayak in late 2008), and Fixya.

Jai Natarajan, Technology & MarketingNatarajan comes to iMerit as an established business leader and creative technologist. He most recently was the founding CEO of Xentrix, Asia’s fastest growing animation studio creating television and theme park content for top global brands like Lego, Disney, Angry Birds, and Warner Brothers. Previously, Natarajan led marketing for creative education leader Maya Entertainment (acquired by Aptech in 2010). He began his career at visual effects giant Lucasfilm, followed by a stint with Sony Electronics where he built photo and video apps for the Sony Clie PDA in 2001. While at Sony, he also worked on field trials for rich media based augmented reality broadcast of NASCAR on the Playstation 2.

0

Blog

iMerit was named one of the five startups tackling social problems in India. Take a peak at what Forbes India had to say below, and read the whole article here. Ask any Nasscom company if they’d hire an underprivileged person, the answer is likely to be “well, they don’t have engineering degrees” or even a college degree, she says. iMerit wants to prove that, given the right training, even these […]

iMerit was named one of the five startups tackling social problems in India. Take a peak at what Forbes India had to say below, and read the whole article here.

Ask any Nasscom company if they’d hire an underprivileged person, the answer is likely to be “well, they don’t have engineering degrees” or even a college degree, she says. iMerit wants to prove that, given the right training, even these young women, who aren’t fluent in English and have, at best, managed to clear class 12, do exceptionally well. “The vision is to see how we can create a model that taps into the massive digital transformation that is going on all over the world, and have these young people coming from very low-income households become part of that transformed economy.”

0

Blog

Last week, we introduced four of iMerit Metiabruz’s data experts. This week, we delve deeper into their stories, and get a glimpse of iMerit from their eyes. How did you first become interested in iMerit? Rukhsar: I would always notice how happy my cousin was after a shift working at iMerit, so I thought to myself, “Why don’t I give it a try?” Hearing about her experience with her friendly […]

Last week, we introduced four of iMerit Metiabruz’s data experts. This week, we delve deeper in to their stories, and get a glimpse of iMerit from their eyes.

How did you first become interested in iMerit?

Rukhsar: I would always notice how happy my cousin was after a shift working at iMerit, so I thought to myself, “Why don’t I give it a try?” Hearing about her experience with her friendly colleagues there got me really interested in joining iMerit. It seemed like a fantastic opportunity.

Arfana: I heard about so many different work centers, but when I heard about iMerit it sounded different. I learned that this organization is working for human development through the support of rural communities and their livelihoods, and it made me happy and very interested to work with iMerit.

Zaheda: There are lots of things that attracted me to working with iMerit, but the first of these would be my curiosity in learning about the IT sector and my desire to learn more about the professional world. I’ve always had a passion for technology and a desire to see myself as a more independent individual. Before joining iMerit I had spent my life as a student, but I had always wanted to have a profession of my own, one where I could see myself as an independent person. I’ve always loved learning about technology, and here at iMerit I learn about technology every day. I’ve added to my skill set, too. Now I’m a professional person and I have an identity that I can call my own.

How have you grown personally or professionally as an individual?

Mushtari: iMerit has given me the opportunity to really enhance myself. When I first joined, I had very little knowledge about computers and the IT world, but because of iMerit, I’ve had the platform to learn so many different things – networking security assembly, for example. It is in thanks to the iMerit community that I have had this opportunity to learn and grow as I have.

Rukhsar: Personally speaking, I was a very shy girl in my school days, but since joining iMerit I have developed the habit of interacting more with people. This has turned me from an introvert to an extrovert, and it has also brought immense confidence in me. Not only that – it’s also helped me to speak frequently in English. All these factors have definitely allowed me to grow as a person. Professionally speaking, after having observed my managers and fellow team leaders, I’ve noticed how hard they work and the way they speak and behave with others. I’ve tried very hard to embody similar leadership qualities that they have set as an example. This has helped me to get promoted as a Team Leader here at iMerit Metiabruz. It feels good to be recognized as a leader in this office.

What are some of the skills that you have learned while here at iMerit?

Arfana: I have learned so many things here at iMerit – it’s hard to put them all into words. I’ve been working with iMerit for around five years now, and in that time I’ve definitely developed and advanced my leadership skills. For example, I’ve learned how to motivate others, like the members of the team I lead. I’ve improved my communication skills and also learned how to learn from past failures and shortcomings. I have learned that leadership can play a large role in our career development.

Mushtari: I have learned so many things during my time here at iMerit: IT skills, management, and workplace etiquette, for example. I’ve also had the opportunity to improve my English communication skills here, too. All of these things relate to one another, so the skills I’ve

learned here get practiced again and again.

What is your favorite thing about working at iMerit?

Mushtari: My favorite thing about iMerit is that here we can learn and work

simultaneously. This is the only center in this area where girls can work; so many

girls love to join our office.

Arfana: My favorite thing is the Communication Training by Anita, the Annual Functions, and that we can learn and work simultaneously.

What would you tell someone who is interested in working with iMerit?

Rukhsar: I always talk about my office work environment to my relatives and friends. I tell them about how much I enjoy working in iMerit, as this is a center where mainly girls work. We work as a family together. iMerit gives a great opportunity to all educated girls of Metiabruz to work and earn a livelihood and become self-dependent. Not only that, several girls also help to run their family by working in this office. Lots of girls I’ve met in my community have been inspired by my experience here. After listening to my story, some have also joined iMerit.

What has been one of your most memorable experiences here at iMerit so far?

Mushtari: At the 2016 iMerit Picnic, my name was announced as the recipient of the Ownership Award. I was so shocked – I really can’t express my feelings in words now, thinking about that moment when Radha Didi (iMerit CEO, Radha Basu) presented me with the award. It was really one of the sweetest memories of my life.

Rukhsar: In the last iMerit Picnic in February, I sang a song in front of a huge, appreciative audience – it felt very good to do that. It also gave me a lot of confidence and courage to face similarly daunting challenges in the future.

Zaheda: In the beginning when I first joined, we were working a lot and faced many issues. We didn’t have very reliable internet then, but all of us were driven by our ambition. We had the curiosity to do this kind of work to the best of our ability, and we were also a symbol of women’s empowerment from our locality. All those people who thought that girls are not able to work in offices were proved wrong. We showed them that we have the power to do these things. Now, many people love to see their daughters working here in Metiabruz. Working with iMerit has been one of the most memorable experiences of my life.

0

PREVIOUS POSTSPage 1 of 3NO NEW POSTS