Sayid’s First Project at First Tech
Communication Strategy Document for the Case Study
Case Summary:
Sayid, who went to a Tier-2 college and was one of the best students there, gets a job at his dream company,
First Tech Solutions, and does very well in its structured training program. He was chosen for a prestigious
development project, but his true passion is testing automation. Even though he is doing well and getting praise,
he feels unfulfilled and asks for a change, but his request is denied because of project needs. Sayid takes an
online course in testing and looks for both internal and external job openings. He gets a job offer that fits with his
interests, but he can't take it because he has a contract that says he can't. Frustration sets in, which causes people
to lose interest and do worse at their jobs. He is put on a Performance Improvement Plan, and he blames the
company for his unhappiness.
Relevant Issues:
Here are the top 4 most relevant issues faced by Sayid in the case:
1. Mismatch Between Assigned Role and Personal Interest: Sayid was given a high-profile development
project, but he was really interested in testing automation. This caused problems for him and made him
feel unfulfilled.
2. Limited Flexibility in Internal Mobility: Sayid found it hard to switch projects within the company
without the support of a manager, even when there were open roles.
3. Bond Restriction Hindering Career Move: Sayid couldn't take an outside job offer that matched his
interests because he had a two-year employment bond and didn't have the money to break it.
4. Declining Motivation and Engagement: Being stuck in a role he didn’t enjoy led to disengagement,
reduced enthusiasm, and withdrawal from team and social activities. His frustration and lack of
motivation eventually affected his work quality and delivery timelines, resulting in a poor
performance rating.
5. Peer Pressure: Sayid got highly influenced by his peers which eventually led to his emotional
turmoil, the peers were satisfied with the role they got and hence mocked Sayid as to why he wants
to come down the hierarchy lane.
Issue Sender Receiver Message Channel Timeline Recommendations
1 Sayid Maya Department E-Mail Initiation of Implement a preference-
Allocation Job based role-mapping system
during onboarding.
Conduct one-on-one
discussions to understand
employee interests early.
Allow flexibility in aligning
freshers to roles aligned with
their strengths and
aspirations.
2 Sayid Maya Denial for Face-to- Mid Project Introduce a transparent
Internal Face internal mobility policy with
Shift fair evaluation criteria.
Create a rotational
opportunity window post
initial project phase.
Encourage mid-project role
feedback mechanisms and
possible accommodations.
3 Sayid HR Head Retention Face-to- Towards the O er partial bond waivers or
due to Bond Face project staggered release options based
restriction deadline on valid career-fit reasons.
Provide internal role counselling
and mentorship for dissatisfied
employees.
Reevaluate rigid bond policies
that hinder long-term engagement
and motivation.
4 Sayid Team Engagement Face-to- Towards the Implementation of Performance
is going Face end Review Discussions on regular
down basis, so as to address employee
grievance ASAP.
5 Peers Sayid Mockery Face-to- Beginning Always consider all the
Face and middle alternatives before suggesting
of Project anything to someone who gets
influenced.
For Sayid to always listen to your
heart and not get influenced
easily on what peers have to say.