Supporting Space to Grow, Tips eFishery Keeps 800 of its Best Employees

from the start, eFisheries The ambition is to build an aquaculture ecosystem in Indonesia that not only benefits all stakeholders, but is also sustainable for fish and shrimp farmers. This mission is so thick with social elements because so far this sector has been marginalized.

To create this impact, internal companies need to build the same mindset, in the form of organizational structure, culture, and value company, so that every action performed is in one breath. This task is carried out by Chrisna Aditya as the Co-Founder and Chief of Staff at eFishery - especially with the condition that the number of employees currently has exceeded 800 people.

All of these talents are divided into 11 divisions and three business units: eFishery Farm which deals with the cultivation process, eFishery Mall to buy seed feed and get financing for farmers, and eFisheryFresh sebagai marketplace platform from farmer's products to end users.

The company's largest team is held by sales and expansion, because eFishery focuses on farmers. A field team is needed to help with the process on boarding technology. Next, is the team product and engineering, business and operations, Financeand marketing.

As businesses grow, system standardization is also needed so that employee work processes remain comfortable and are able to encourage them to grow. In this regard, Chrisna shared her experiences in a short interview together DailySocial.

Maintain company culture

Chrisna said that eFishery started with four people. However, with 800 team members, the company values ​​upheld have not changed. He and his team realized that as the company expanded, system strengthening, value company, up to employee journey must always be built sustainably.

"So when there are more people, the system must become stronger so that management does not run sporadically. The system also needs to be created professionally, so that people can continue to grow [in their abilities]. The company has become even better."

Ada eight values ​​that the company upholds. Some of them are improving entrepreneurial mindset so that the solutions built are in line with the needs of target consumers, always have an impact on farmers, prioritize honesty and integrity, innovate to grow together, and whatever each person does has an impact on the company and consumers.

These values ​​are slowly instilled during the new employee selection process. He and his team explain to potential candidates what the company's vision and mission are so that they understand and are on track with what the company is looking for. “Then when on boarding session We provide documents and videos to explore further, from the derivatives to the targets of each department."

Then, in the next stage, open regular discussions between employees and the founders of eFishery, to ensure the vision remains the same.

“After that we do monthly concall (conference call) create direction, then derive it in OKR. This aims to ensure that all initiatives built are in line with the company's goals."

The same thing also applies to the team on the field. There is offline manager which is always open for discussion if there are problems and bridges the company's vision so that it remains in harmony. They also have the opportunity to discuss directly with C-level and management head to get up close and personal.

The field team at eFishery are local people who were recruited after going through the standardization that the company was looking for. Chrisna believes that local people are considered to have added value when communicating with farmers in their respective regional languages, so that their approach can feel more personal. “Managers At each location it will be carried out routinely coaching, so that our standards [vision and mission] remain the same.”

"With growth eFishery is fast, next year it can have 1000 employees because we want to have a further impact. Especially now that we are WFH which has proven to be encouraging growth we are bigger, besides that we can attract talent wider [not only in big cities].”

eFishery's fast movement In adding new talent, none other than in order to realize the company's plans to expand to Thailand and Vietnam next year. The company will collaborate with local companies that will help with the expansion and operational process to carry out trials first.

Utilize technology platforms

Companies that are growing need technology to automate them. This need has become increasingly validated since the pandemic. eFishery now makes full use of technology platforms end-to-end to accommodate all the needs of employees who are fully WFH until recruiting new employees.

“We are now full WFH. In the initial stages it requires adjustment habit that needs to be built, including how to document all work processes that were not yet fully digital fully digital. The point is how performance tracking Even though employees don't meet face to face, their performance must be in line with company expectations."

Decision full It is claimed that WFH actually made eFishery's performance grow fourfold, accelerating from the company's initial target. Each division can determine their own way of working, not aligned with company standards. The most important thing is how a uniform system can be integrated well according to each individual's way of working.

As for recruiting, eFishery takes advantage applicant tracking system to monitor the entire movement of the recruitment process. Every month the company processes 80-100 potential new employees. This condition is no longer possible if done with human power.

Session employees for absenteeism, leave, reimbursement, payroll, and HRIS, is now completely done independently (self-service). "Regarding work management, you can see the progress of worker productivity on track with targets or not, then there is calendar documentation to see online visibility, and documentation of MoM results which can be accessed by everyone."

eFishery Campus Program

To encourage the soul entrepreneurship, continued Chrisna, the company has prepared an eFishery Campus program which contains various training packages to support employee abilities. Among them, programs mentoring, coaching, one-on-one sessions, courses, which is regularly held to regenerate new potential leaders.

This employee development program is also made into a mini version, meaning it can be customized based on the needs of each division. "Team people and operations facilitate the needs of each division, then we design from a company perspective what form the program will take so that it doesn't run sporadically."

The interesting thing about the eFishery Campus program is allows each employee to intern in another division. This step is here to accommodate young employees who tend to get bored easily and want to learn new things, while maintaining retention and engagement between employees and teams and companies.

“When we chatted with employees who resign, they want the need to grow. We also try to facilitate this need by opening up opportunities for internships between departments. This method is a form of guarding engagement We have good permanent employees, they can learn new things."

It is claimed that this program helps eFishery reduce numbers resign employees to below 1%. This figure is a good achievement amidst the hustle and bustle of the startup phenomenon which often poachs the best employees.