Wilco Source

Wilco Source One Stop Cloud Shop

Salesforce services have helped numerous organizations in improving their efficiency. Be it with the cloud computing, or any other digitalization services, when given a choice, most will go for Salesforce indeed!

Helping organizations achieve the outcomes they seek through their value is Wilco Source. In this interview with The Enterprise World, Sundararaman Ramasamy, CEO and Cofounder of Wilco Source tells us exactly how they do it!

The Company

Tell us about the company.

My co-founder, Kedar Relangi, and I started Wilco Source in 2014. We had previously worked together as part of the IT team at Pacific Pulmonary Services where we achieved a number of breakthrough results with applications our teams were developing. It was also during that time, however, that we began to see the ever-evolving challenges IT executives were facing. Through dialogue with our peers and other technology experts outside of Pacific Pulmonary Services, it became clear that these challenges were ubiquitous and growing in complexity. We wanted to help our peers and other IT leaders achieve success, and it was from that vision that Wilco Source was formed.

Today, we are a Salesforce Silver Partner with a proven track record in the healthcare and life sciences industries with a focus on lead-tocash and contact-to-resolution. Our team has grown to over 200 employees across the US, India, and Mexico.

What were the initial challenges you faced?

Because of the relationships Kedar and I developed through our years in the industry, and because of the results we achieved for some of our first customers, we were fortunate to have built a steady stream of business. One challenge that has persisted for us –– and it’s certainly not an issue that is unique to us –– has been finding the right talent as we continue to grow. We have a unique culture and from day one, set out to provide opportunities to those who didn’t have as many, which has helped us source talent from some unlikely places. We’ve long believed we could develop technical skills in anyone who possessed drive, passion, empathy, and commitment. So, these two things have helped us maintain a steady stream of talented individuals, but we’re always on the hunt.

Which was that point that triggered the growth of the company?

Though we have been fortunate to realize year-over-year growth from the start, we’ve seen marked growth in the past two years as more organizations have committed to digitization. Particularly in healthcare and life sciences, as these industries undergo a paradigm shift towards delivering patient value and a better patient experience, the need for dynamic, cloud-based and interoperable technology infrastructures has become imperative. Over the last several years, many organizations have been shifting away from, or reducing their reliance on, legacy systems and adopting more robust, forward-compatible tools like Salesforce.

How have the company graphs changed since the foundation? Can you share a few statistics?

Sundararaman Ramasamy CEO and Co-founder

What is the reason behind your company’s long-standing success?

It’s our people and our approach. We prioritize hiring for culture-fit and as a result, we’ve built a team of deeply committed, empathic individuals who deliver on our brand promise in every way. Our approach, which we refer to as the “Wilco Way” follows three specific promises: We listen, we understand, we deliver. And our team lives this out not only through the work they do for our customers, but also in their support of one another.

What are the products/services the company focuses on? How are your services different from those in the market?

Wilco Source has become a trusted, strategic partner to organizations in healthcare and life sciences. As a Salesforce Silver Partner, we have a history of success in aligning business goals with technology to deliver results. We also specialize in cloud architecture consulting, implementation, integration, migration and custom development. We provide support, training and change management services, and have become trusted managed service providers to many of our clients. Our multi-cloud expertise, industry-specific knowledge, and “Wilco Way” of delivering results sets us apart, but more importantly empowers our clients to maximize their Salesforce investments and achieve operational efficiency.

How do you decide to take the company a step further in terms of your products/services?

We are entrenched in healthcare and life sciences, and strive to remain one step ahead in terms of

developing the solutions to the ever-evolving challenges and complexities in these two industries. We also stay on top of key Salesforce updates and products, and it’s these two things that help inform the services and products we develop or build upon.

Is there any new addition to the list of products/services? Anything exciting you would like to share?

We recently worked in tandem with Salesforce to introduce a Health Cloud solution that enabled several hospital organizations in Mexico to quickly digitize core elements of their operations and the patient experience. They were able to stand this solution up, get their teams onboarded and launch a patientfacing portal in time to manage the anticipated spike in COVID cases. This solution, because it’s configurable, has a broad use case across healthcare. Because it can be customized and implemented quickly, it’s become a tremendous asset to organizations who've realized the urgency to digitize over the last few months.

What do you think are the responsibilities of an entrepreneur?

Both Kedar and I strongly believe it is our duty as entrepreneurs to provide opportunities to those who may not have as many. We both came from very humble upbringings, having grown up in more rural towns in India. Our opportunities have come from the support of our network and now we’re focused on paying that forward. We are working to provide opportunities to individuals in rural parts of India as well as in the communities that are underrepresented here in the U.S. We don’t believe in hiring solely on the credentials of one’s resume, but on the content of their character. We’ve developed a unique training infrastructure so we can provide anyone coming into the Wilco family and opportunity to develop technical and communication skills, even if that wasn’t their background.

Can you please brief us about your professional experience?

I moved to the U.S. in 1999 and have held a series of IT roles ranging from software programmer to director of applications development. Outside of serving as a technical advisor to a financial services firm, my career has been focused in the healthcare industry. In 2014, I co-founded Wilco Source with Kedar Relangi.

What are the key achievements of your entrepreneurial journey?

One key achievement has been the partnerships we’ve developed with rural universities in India to provide career opportunities as well as career training to students. We are also doing something very similar with 100 Black Men of the Bay Area, a non-profit dedicated to improving the quality of life in African American communities through developmental programs.

How do you look after your employees? What makes your team unique?

We have a strong commitment to our company culture and the personal and professional development of our team. We provide ongoing training and mentorship to those who want to advance or learn new skills. Of course we offer great benefits and other perks, but I think it’s our dedication to supporting personal and professional growth that sets us apart and has enabled us to maintain a higher-than-average employee retention rate.

Is there any special experience with your clients you would like to highlight?

Our first priority when working with clients is to gain their trust and confidence from the get go, and continue to build on it over time. In fact, we often continue to serve as the go-to, trusted advisor for clients who come to us for our expert opinion on their projects even after our contract has finished. We're always happy to continue to serve in that capacity.

Constant vigilance- a need or a strategy? Please share your views.

In my opinion, constant vigilance has been a tactical need but with the current conditions it has to be a strategy to any business or life. We have to be alert and aware at all times. We should be ready for any danger and prepared to fight back.

It’s a rat-race out there. How do you cope with that?

I find simply being present and practicing deep listening enables me to remain balanced. By being truly present for the people around me, I’m able to really hear and understand them –– and I often learn something new.

WE ACHIEVED A HAT TRICK!!!

BIGSHARE SERVICES PRIVATE LIMITED ADJUDGED

No.1*

In Rankings of Registrars by Number of Assignments

Bigshare Services Pvt. Ltd.

*Prime Database: Rankings for 2016-17,2017-18 and 2018-19

Head Office: 1st Floor, Bharat Tin Works Buiding, Opp. Vasant Oasis, Makwana Road, Marol, Andheri (E). Mumbai-400 059. Maharashtra. Contact 92-253820 Email: marketing@bigshareonline.com / investor@bigshareonline.com

302, Kushal Bazar, 32-33, Nehru Place, New Delhi - 110019. Contact: 91-011-42425004/ 47565852 Email: bssdelhi@bigshareonline.com 306, Right Wrong, Amrutha Ville, Opp. Yashodha Hospital Somajiguda, Raj Bhavan Road, Hyderabad - 500082 Contact: 91-40-2337 4967/ 91-40-2337 0295 Email: bsshyd@bigshareonline.com A/802, Samudra Complex, Near Klassic Gold, C,G. Road Ahemdabad, 380009 Contact: 91-79-40024135 Email: bssahd@bigshareonline.com

McGregor’s Model of Motivation

As a manager of the team, what do you think are the factors behind your employees’ motivation to come to work every morning?

Do you believe that their work motivates them? That they get satisfaction from their work and strive to give their best? Or do you think that they come in for the money and that they see work as a burden? Why these questions? Because the assumptions you make about your employees greatly influences the way you manage them.

Douglas McGregor, a social psychologist famous in the 1960s developed two contrasting theories that explained how the manager’s beliefs and behavior about what motivates the employees affected the management style. Let us understand this theory of McGregor and understand how it applies to the workplace.

Understanding Theory X and Theory Y

In his book, ‘The Human Side of Enterprise’, McGregor explained Theory X and Theory Y. The two theories refer to two styles of management—authoritarian (Theory X) and participative

(Theory Y). If you are of the belief that your team members dislike their work and have little motivation towards their work, then your style of management is most likely to be authoritarian. McGregor called this as Theory X. This is an approach that is considered to be very 'handson'. This involves micromanaging the people's work to make sure that it gets done in the right way.

On the other hand, if you think that your team members take their work seriously, that they take pride in what they do and strive to perform best, then your management style is participative. He called this approach as Theory Y. The managers who use this approach trust their team members in taking the ownership of their work and do it effectively by themselves.

The approach you take will influence your team members. Therefore it is important to understand your perceptions of ‘what motivates them?’ as it can shape your style of management.

Let us take an in-depth look at both of these theories

Theory X-

The managers who go with this approach are generally pessimistic. They assume that their team members dislike their work and are naturally unmotivated. And as a result of these assumptions, they believe that their team members constantly need to be rewarded, prompted or punished to finish their work.

The organizations that use such an approach tend to have a repetitive nature of work. The motivation theory used for the people is that of ‘carrot and stick’. The employees are generally given performance appraisals and remuneration based on their work outputs.

This style of management assumes that the team members- · Dislike their work · Tend to avoid responsibility and need constant direction · Have to be controlled, threatened to complete their work · Have a constant need of supervision at every step

Although, according to McGregor, this approach of management is applied where there are several tiers of managers and supervisors. But in the recent times, Theory X style or management has largely fallen out of practice. Speaking of the larger organizations, they find it unavoidable to adapt this style just because of the number of people and the deadlines.

Theory Y-

Unlike the Theory X managers, Theory Y managers are optimistic, and their style of management is decentralized and participative. This approach of management encourages a collaborative and a trust-based relationship between the managers and the team members.

The people are given greater responsibility and their managers trust and encourage them to develop their skills. This approach also uses appraisals, but unlike Theory X approach, they are used to encourage open communication and good performance rather than to control the staff.

Their style of management assumes that that team member’s are· Happy to work on their own initiative · More involved in decision making · Self motivated to complete the tasks · View work as fulfilling and challenging · Solve problems creatively and

The Theory Y style of management is more popular among the organizations. This is because this increases the employees’ desire for meaningful careers and provides them with experience than just

Theory Y is viewed superior to Theory X. This is because; Theory X reduces the people to ‘clogs in machine’ and is more likely to demotivate people in the long-run. Most managers generally use the mixture of the two theories. But one can also favor one to the other. Like some may have a natural leaning towards micromanaging the people, while some opt for the hand-off approach.

At any given time, and irrespective of any theory you use, it is ultimately your goal to understand your team members and get the best out of them!

MOMENTUM True Wireless

A new dimension in wearable sound

Uncompromised sound performance, state-of-the-art technology and refined design all come together in Sennheiser’s True Wireless premium earbuds.