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By:

Waleed Hussain

4 March 2025 at 8:04:30 pm

Tilak Varma: The Calm in the Chaos

There are moments in T20 cricket when a match appears to slip beyond reach. For India, one of the most encouraging developments in recent years has been the emergence of a young left-hander who seems increasingly comfortable in precisely these circumstances. His name is Tilak Varma. Varma offered another compelling demonstration of his value, striking an unbeaten 51 off 25 balls against New Zealand in Christchurch. India had slumped to 112 for six while chasing 181, with Mitchell Santner...

Tilak Varma: The Calm in the Chaos

There are moments in T20 cricket when a match appears to slip beyond reach. For India, one of the most encouraging developments in recent years has been the emergence of a young left-hander who seems increasingly comfortable in precisely these circumstances. His name is Tilak Varma. Varma offered another compelling demonstration of his value, striking an unbeaten 51 off 25 balls against New Zealand in Christchurch. India had slumped to 112 for six while chasing 181, with Mitchell Santner threatening to derail the innings. Varma responded with a match-turning partnership alongside Nitish Kumar Reddy, adding 69 runs from just 30 balls to steer India to a four-wicket victory. His late assault transformed a precarious chase into another memorable Indian win. Varma’s greatest contribution to the Indian T20 side may lie in his ability to bring order to chaos. India have never lacked explosive batters. The challenge, however, is ensuring that aggression does not become recklessness and that a promising start does not collapse under pressure. Varma offers a different kind of assurance. He can attack without losing sight of the situation, rebuild after early wickets and accelerate when the game demands it. His left-handed presence also gives India a valuable tactical dimension, disrupting bowling plans and forcing captains to reconsider their match-ups. The Christchurch innings illustrated these qualities perfectly. Such performances are what distinguish a talented batter from a genuine match-winner. The foundations of Varma’s reputation were laid in South Africa in November 2024. Given the opportunity to bat at No. 3, he responded with an unbeaten 107 off 56 balls at Centurion, helping India post 219 for six and secure a crucial victory. He followed that performance with another century, scoring 120 in the next match, establishing himself as a batter capable of dominating quality international bowling. They demonstrated that Varma could assume responsibility at a pivotal position rather than remain confined to the role of a supporting batter. His willingness to take ownership of the No. 3 position was particularly significant for a team continually searching for the right balance between stability and aggression. In the 2025 Asia Cup final against Pakistan, Varma’s unbeaten 69 guided India through a tense chase after an uncertain start. Modern T20 cricket increasingly demands players who can fulfil multiple roles within a single innings. Varma has demonstrated the ingredients required for that responsibility. His left-handed batting adds variety to India’s predominantly right-handed combinations, while his ability to play spin and pace makes him a flexible option across different conditions. The long-term implications are substantial. India need not depend exclusively on one or two established superstars to rescue difficult matches. A reliable Varma in the middle order could give the team greater freedom to attack early, knowing that someone capable of rebuilding remains available when wickets fall. There is, of course, a distinction between potential and sustained greatness. International cricket will test Varma against opponents who study his strengths, exploit his weaknesses and devise plans specifically to contain him. Consistency, fitness, decision-making under pressure and the ability to recover from prolonged lean patches will determine whether he becomes a dependable international fixture or one of India’s defining T20 batters. The challenge is to nurture his development without burdening him with unrealistic expectations. Every promising young cricketer does not need to be labelled the next superstar. Varma deserves the opportunity to develop his own identity. There is something particularly inspiring about Varma’s journey. His rise from Hyderabad, supported during his formative years by a coach who helped him overcome financial constraints, reflects the role that opportunity, sacrifice and perseverance can play in sporting success. But inspiration alone does not win international matches. Performance does. And Varma is increasingly providing the evidence to support the belief surrounding him. For Indian cricket, Tilak Varma represents something more enduring than a succession of memorable innings: the possibility of a middle order built around intelligent aggression and emotional resilience. The next chapter of his career will determine just how far that promise carries him. Yet the signs are encouraging. India may have discovered a batter who can do more than entertain, more than accumulate runs and more than rescue the occasional match. They may have found a cricketer capable of becoming one of the defining pillars of their T20 future. (The writer is a senior journalist based in Mumbai. Views personal.)

Small Businesses, Big Challenges

Writer: Durgesh Bhatt
Durgesh Bhatt
Nov 27, 2025
3 min read

Despite driving nearly 30 per cent of India’s GDP, many MSMEs still struggle with the basics of workforce management.

Micro, Small and Medium Enterprises (MSMEs) are the backbone of the Indian economy, contributing nearly 30 per cent to the GDP and employing over 110 million people across sectors. They remain the foundation of India’s industrial growth, supporting both local and export markets. Yet, despite their scale and significance, many MSMEs continue to struggle with effective workforce management.


Several factors act as roadblocks for MSMEs in managing their workforce effectively. These challenges can be understood more clearly when examined one by one:


1. Employer/Owner Mindset: Leadership plays a pivotal role in any company. In many MSMEs, founders take on multiple responsibilities, leaving little time for people management or business development. Most decisions rest solely with the founder. While this approach may work in the early stages, it becomes increasingly unsustainable as the organisation grows. Employees often feel constrained by such micromanagement, as they must seek the owner’s approval for even routine matters, eventually prompting many of them to leave.


Another reality is that, because owners shoulder multiple roles, they often feel overburdened and admit that they rarely find the time to think about broader business strategies.


2. Attracting the right talent: Attracting the right talent is a persistent challenge for many MSMEs, as larger organisations offer better salaries, benefits, and growth opportunities. Younger professionals, in particular, tend to prefer the stability and recognition associated with big brands.


In many MSMEs, recruitment is driven by referrals rather than a well-defined process. At times, budget constraints lead employers to compromise on candidates’ qualifications and experience. However, without the capacity to provide adequate training or feedback, the mismatch in skills only widens. This ultimately creates frustration for both the employer and the employee.


3. Retaining the right people: Once an employee is hired, retaining them becomes another challenge. Without a clear job description, employees are often expected to handle multiple tasks without proper feedback, leading to role confusion. This lack of clarity, coupled with limited motivation, recognition, or a defined career path, frequently results in burnout and, ultimately, resignation.


In the absence of structured policies and processes, owners tend to focus heavily on operations, delivery, and customer satisfaction, leaving little room for people development, feedback, or recognition.


4. Lack of Performance Appraisal: In the absence of proper job descriptions, the performance appraisal process is often poorly defined. Assessments tend to rely on subjective impressions rather than objective data. As a result, employees may feel they are not being fairly rewarded for the work and effort they put in. This dissatisfaction frequently prompts them to resign in search of better opportunities and recognition.


Some owners also acknowledge that they are not fully aware of the contributions their employees make, which further complicates the appraisal process.


5. Lack of Training or Skill Upgrade: Although training is an investment, some companies view it merely as an expense. Owing to limited budgets and time constraints, they often avoid providing training to their employees. Another challenge is the absence of a fully fledged HR department, and many MSMEs are also unaware of government-sponsored training schemes available to the sector.


What employees really want

According to a survey conducted by Randstad in March 2025, employees want:

• Work–life balance – Employees prioritise flexibility and a healthy balance between their personal and professional lives.

• Training and growth – Opportunities for career development, training, and upskilling are highly valued.

• Purpose and values – Employees seek roles that align with their personal values and life goals.

• Salary – This ranks as the fourth priority.


Improving the existing system does not require a large budget. Clearly defining job responsibilities, providing timely feedback, and communicating expectations to employees can significantly enhance overall performance. By doing so, owners can free up their time to focus on business strategy and scale their operations more effectively.


(The writer has experience of over three decades in HR from diverse industries. He helps MSME and SME organisations to scale up their business.)

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