Penting! Ini Etika Kerja yang Harus Kamu Miliki Agar Tak Kalah Saing

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November 2018 lalu, Bank Indonesia (BI) mengeluarkan hasil survei terkait jumlah lowongan pekerjaan di Indonesia. Hasilnya cukup menggembirakan, karena di kuartal 2 tahun 2018 itu lowongan pekerjaan yang ada di Indonesia meningkat 19,2 persen dibandingkan jumlah lowongan pekerjaan di kuartal yang sama pada tahun sebelumnya.

Faktor kenaikan jumlah lowongan pekerjaan itu, secara tidak langsung diakibatkan kemajuan teknologi yang kini merajai berbagai sektor jasa keuangan, perdagangan besar maupun eceran, pertambangan dan penggalian, penyediaan akomodasi dan makanan minuman, hingga sektor konstruksi. Namun, dengan banyaknya jumlah lowongan kerja yang ada, belum mampu menyerap semua tenaga kerja yang ada di Indonesia.

Pasalnya, jumlah pengangguran di Indonesia di tahun 2018 lalu masih menginjak angka 7 juta orang. Banyak yang bilang jika pengangguran yang ada kalah bersaing karena tidak punya skill yang mumpuni dalam dunia kerja. Namun hal tersebut dibantah oleh Norman Santoso, Co-founder dan Chief Technology Officer Bizzy Indonesia. Melalui wawancara eksklusif bersama TechForID, Norman memberitahu masalah pengangguran yang ada di Indonesia bukanlah skill.

Expertise kita kayak gimana? Karena kata bapak, orang Indonesia bukannya tidak punya skill, tapi sudah talented juga tapi ada masalah lainnya?

My personal opinion based on my experience di Indonesia dan di luar Indonesia, karena saya 18 tahun dengan Microsoft, I see all programmers from around the world. Saya pernah kerja dengan orang India, punya kolega orang Ukraina, Jerman dan masih banyak lagi terus selama saya running jadi CTO juga di Bizzy we have people lulusan Indonesia, Australia, US, kualitas sumber daya manusia kita in term of capabilities tidak kalah kok, bisa bersaing. But there are certain things that we could do better lah, in terms of the hard skills itself, kayak smart and distinct, itu bisa comparable. But orang Indonesia itu punya challenge di communication skills, and artikulasi. Jadi, biasanya mereka very shy or afraid atau tidak punya self-confident untuk speak up his thoughts. Kalaupun dia bisa, it’s not articulated, jadi susah dimengerti orang lain.

And then abis itu, yang bisa kita do better adalah work ethics and how we should work hard. Jadi saya sering dengar pepatah, you should work smart, not work hard. I agree karena if you work smart, you can be very efficient, you don’t need to work hard, but the problem is, in today’s work, everyone is smart. Terus everyone has access to information. Jadi, if you try to work smart one another, itu udah very close race lah, everyone is smart. So.. how can you make the different, you drive the other part, you have to work hard. So.. work smart is not enough. You have to work hard in today’s work.

Work hard nya ini yang benar-benar hard, yang harus enthusiastically attack the day. Kayak mandi sebelum ke kantor, you kayak tidak sabar pengen ke kantor dan what problem I should solve today in the office.  That sometimes yang kita rasain missing, ya. Banyak yang menyentuh zona comfort nya, terus udah capai target, ya udah ngerasa puas dan cukup, tidak mau push more beyond that.

Makanya saya tadi ngomongin nutrisi dan tidur cukup karena what am I aiming for, what I really want to drive to my team, and what I really want to inspire people, not just become a better software engineer or a better developer. But I want you to become a better human, human in general. Be the next best version of yourself in all aspects and all dimensions. Work and professional things that you do is just one aspects of all dimensions that you do, you have other dimensions too. You should grow in everything.

Contoh etos kerja keras yang pernah bapak temui?

Lebih aspiring ke push ourself more sih. When we have the target, and once we achieve the target biasanya udah feel good, feel alright. Padahal kita masih punya kapasitas untuk do more.

Di kantor saya, ada developer yang mau signing dan bisa jadi rock star, dan ada juga yang just another developer. Ada yang dateng ke kantor, dikasih specs sama product manager, he did a very good job, everything algorithmically efficient, everything done on time, no bugs, as per the specs. And that’s it.

Ada juga orang yang do as per the spec, kemudian dia liat actually if we try this new technology yang I just read somewhere, over the internet, mungkin we can do it better. Oke let me do some prototype, and see the result against the conservative ways doing things. And this is actually better, then I should talk to my boss. Then dia came up to me, “Pak Norman, to solve these problems, there’s this new approach yang bisa kita pakai dan bisa increase the performance of our systems by three times. And this is my prototype result,”.  Dari situ saya bilang, “Let’s do a bigger prototype and if it really works, let’s do for everything that we have been built. Ternyata it really works, yaudah di implemen ke semua production grade, everyone follow that style, that’s our new standards of doing that thing now.

This guy, yang take initiative, run a prototype, curious, terus really want to drive the envelop, tidak cuma mengerjakan spec yang dikasih  dan di deliver, I’m good. Ini tidak. Ini spec nya tapi how it can be better gitu, terus dia take more steps doing some POC by himself, and then he found the result and he dares, confident, not shy to talk to me, dan bilang, “Pak Norman, there’s this new way to approach that thing,“. Karena as a leader, I may be the leader but I might not know everything kan. Jadi, I really appreciate this kind of things. Nah, this kind of developers, they are the rock stars in my team. They are the ones that I want to keep. They are the ones who will get promotion. They are the ones who will get salary increase. Jadi, if you’re just doing your job, this is the specs and you deliver, everyone is doing that. That’s the minimal bar, jadi dalam pekerjaan you’ve been given this responsibility and you just do that, you will be there forever. But everytime you do it, you just bump it, management juga bakal oh capacity dia is not there, coba gue challenge dia new responsibility, salary increase. Mungkin awalnya tidak bisa, tapi these winners lama-lama akan bump it again. Usually they are like that.

Nah, hal seperti ini adalah something that comes from the inside. It’s motivation, it’s inspirations. Not necessarily yang bisa di teach ya, it must be triggered and comes from the inside, “I will do this“. Dan sebagai leader, leader di perusahaan atau bisnis mana pun, itu adalah sebuah one big responsibility seorang leader how you can inspire your men, so they do their work enthusiastically, and they do beyond and take the extra miles.

Gimana cara menemukan potensi itu dalam menginterview orang? Ada tidak certain things yang bisa ketahuan kalo dia rockstar quality?

Itu agak sulit. It’s hard to tell, susah di certify juga but you have to discuss it with them, terus you can tell dia genuine atau tidak, then know is he really has desire, inspired, and enthusiastic, itu keliatan dari interaksi. Kita juga bisa liat dari track record. What he has done in the past, it can be the indicator how he has been doing. Terus bisa juga pas interview kita kasih pertanyaan, “Give an example of how you work the extra miles. Give an example when you create a breakthrough solution. Tell us from all the projects you’ve done, you think paling berkesan, you work extra miles, you work really hard, and you’re satisfied of that. If you’re an artist, what is your masterpiece. Dari situ bakal keliatan, how big, how impactful he is in the past. Bisa jadi kan dijawab, “I’m part of this unicorn startup, I build this and that”, tapi tidak impactful. Dibandingkan sama orang yang kerja di perusahaan kecil, tapi dia bikin sesuatu yang sangat big dan impactful,

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