You can’t be a great manager if you aren’t a good coach

You can’t be a great manager if you aren’t a good coach

In a competitive world where cutthroat is a way to prosper and rise, for an organization and even an individual being a great manager comes handy. It implies the astute working of a network/company or an organization. Though being a great manager comes with a certain set of work ethics.

It’s a prerequisite to be a good coach in order to build yourself into an amazing manager. One needs to take control of responsibly to be inculcating good managerial skills.
One must set an example by leading the corporate like a boss.
This certainly implies taking an equal charge of responsibility and command in an organization.

A true manager is accountable for the development of the entire team as a whole.

One must take initiative as an arduous leader to achieve the breakthroughs in his/her team.

A good manager works as a live wire to propagate the flow of positivity and productivity in an organization.

Now breaking the idea of being a good coach, Let me tell you that being a good coach is a mark of possessing impeccable skills as an individual.

This being a great coach is a way to flourish them in a team.
A great manager always aspires to bring out the best in his/her team.

Thereby being a key player of the team and also a wonderful coach.

To manage at ease as to keep the flock working, if and only if one has marvellous skills and a boss work ethic.

It is important to listen deeply to the employees that what are their problems and what do they exactly want from the company.

To be a good coach it is important to ask rather than telling what they want the employees to do. .

Being a great manager is all about honing the skills of the potential employee to its fullest.

It comes to mean that a great manager is that essential fuel to propel the rocket of prosperity to its utmost zenith.

Thereby adding that essential element of greatness to a team.Good managers are as important as water to a fish.They certainly keep the organization alive.

Why Employee Experience Initiatives Fall Short

Why Employee Experience Initiatives Fall Short

In today’s business world, after solving various problems such as unemployment, or we can say recession or various others problems in an organization, the industry or an organization will then think about keeping their talent happy.

Every company realizes that keeping its workforce happy is very important. Only a happy employee can be completely engaged in his work. Keeping employee happy can be a challenge.

Companies spend a huge amount of money every year to enhance the employee experience. Various initiatives that can be taken to increase the employee experience are flexible work policies, workplace redesigns, learning and development opportunities etc.

When the expectations of employees are being fulfilled by the organization there is automatically increase in the productivity , efforts and retention.

According to a research only 13% of the employees are satisfied with the experience initiatives. This proves that simply just by investing in programs for employees is not enough. It is important to shape people’s understanding of their experience.

There is a three-part process which helps in shaping people’s understanding of their experience.

Calibrating experience 
Most companies ask their employees what they want from their work experience. But sometimes what the employees expect may be impossible to implement. So an organization should be clear that what it can deliver to the employees and whatnot.

Personalizing the day to day experience.
The first step is to share information so that workers can see places to make improvements. The employees facing different problems can discuss their issues because different people face different problems and their solutions are also different for each individual.

Managers need to create psychologically a safe environment to discuss the problems.

Shaping memories – Both Good and Bad
Business leaders and HR managers can message individually to all the employees those who are having rough times in the office. Managers should ask the employees how they feel with the experiences that have been created for them and if they feel positive and good so they can share their experiences.

In today’s business world, after solving various problems such as unemployment, or we can say recession or various others problems in an organization, the industry or an organization will then think about keeping their talent happy.

Every company realizes that keeping its workforce happy is very important. Only a happy employee can be completely engaged in his work. Keeping employee happy can be a challenge.

Companies spend a huge amount of money every year to enhance the employee experience. Various initiatives that can be taken to increase the employee experience are flexible work policies, workplace redesigns, learning and development opportunities etc.

When the expectations of employees are being fulfilled by the organization there is automatically increase in the productivity , efforts and retention.

According to a research only 13% of the employees are satisfied with the experience initiatives. This proves that simply just by investing in programs for employees is not enough. It is important to shape people’s understanding of their experience.

There is a three-part process which helps in shaping people’s understanding of their experience.

Calibrating experience 
Most companies ask their employees what they want from their work experience. But sometimes what the employees expect may be impossible to implement. So an organization should be clear that what it can deliver to the employees and whatnot.

Personalizing the day to day experience.
The first step is to share information so that workers can see places to make improvements. The employees facing different problems can discuss their issues because different people face different problems and their solutions are also different for each individual.

Managers need to create psychologically a safe environment to discuss the problems.

Shaping memories – Both Good and Bad
Business leaders and HR managers can message individually to all the employees those who are having rough times in the office. Managers should ask the employees how they feel with the experiences that have been created for them and if they feel positive and good so they can share their experiences.

In today’s business world, after solving various problems such as unemployment, or we can say recession or various others problems in an organization, the industry or an organization will then think about keeping their talent happy.

Every company realizes that keeping its workforce happy is very important. Only a happy employee can be completely engaged in his work. Keeping employee happy can be a challenge.

Companies spend a huge amount of money every year to enhance the employee experience. Various initiatives that can be taken to increase the employee experience are flexible work policies, workplace redesigns, learning and development opportunities etc.

When the expectations of employees are being fulfilled by the organization there is automatically increase in the productivity , efforts and retention.

According to a research only 13% of the employees are satisfied with the experience initiatives. This proves that simply just by investing in programs for employees is not enough. It is important to shape people’s understanding of their experience.

There is a three-part process which helps in shaping people’s understanding of their experience.

Calibrating experience 
Most companies ask their employees what they want from their work experience. But sometimes what the employees expect may be impossible to implement. So an organization should be clear that what it can deliver to the employees and whatnot.

Personalizing the day to day experience.
The first step is to share information so that workers can see places to make improvements. The employees facing different problems can discuss their issues because different people face different problems and their solutions are also different for each individual.

Managers need to create psychologically a safe environment to discuss the problems.

Shaping memories – Both Good and Bad
Business leaders and HR managers can message individually to all the employees those who are having rough times in the office. Managers should ask the employees how they feel with the experiences that have been created for them and if they feel positive and good so they can share their experiences.

Build A Stronger Employee Referral Program

Build A Stronger Employee Referral Program

In every organization hiring is one of the most essential function of human resource management. Every now and then people are required for different roles to be performed at the workplace.

The process of hiring can be conducted in several ways. There are different options for how one can go by for hiring employees. Advertisements, recruiting internally, using recruitment agencies, social media etc. can be used for hiring employees.

According to a Research referred candidates are better performing candidates than applicants from the general public. Referred candidates tend to stay longer at the workplace and also perform well.

Employee referral are better when the referrer and the candidate knows each other well than having a weaker connection. If the candidate and the referrer do not know each other so hiring candidates through reference or through casual applications does not make any difference.

In a typical hiring process the candidate may have some information about the job and similarly the company has a little information about the candidate who has applied by screening through the resume, application forms or references etc.

On the basis of information present with the company they try to predict whether the candidate is good fit for the company or not. Some predictions are good and some may not work accordingly.

Every company wants to reduce these errors in the decision making by hiring the right person. Rather than selecting an employee from casual applications every company thinks that referrals can be a better option and it can be time saving as well.

The referrer being an employee of the company can provide genuine information of the company which is difficult to provide in a formal recruitment process. Similarly, the company is also provided with the information of the applicant by the referrer as he knows about the work ethics, skill set, goals and other information which is difficult to provide during the hiring process.

Referral program needs to be planned in a systematic way. It is important to differentiate between high quality and low quality referrals. Hiring team shall ask the referrer that whether they have worked with the candidate or not.

After having a conversation with the the referrer it should be decided that whether to consider the candidate or not.

How To Manage A Toxic Employee In An Organization

How To Manage A Toxic Employee In An Organization

In every workplace, there are different type of people. Every team comprises of different people. Some are the ones those who always keep on motivating others and some are those who are negative towards everyone.

 You can either hire people carefully but if such toxic people have been hired once it can become difficult to get rid of such people. Such people are called toxic not because of the harm they create to their own selves but also because they spread such behaviour to other people in the workplace.

It is because of a few toxic people the entire team suffers. It is not that the behaviour of people is something against which legal action can be taken but it is only the behaviour which disturbs the environment of the company.

Due to this reason, an employee may not be fired so there are few things what can be done to manage a toxic employee.

1.Dig Deeper

The first thing which can be done is to try to analyze the behaviour of those people and what must be causing it. If we can find the reason why such behaviour takes place we can offer help to those employees. Counselling sessions can be provided to them.

2.Direct Feedback can be provided

Sometimes people don’t realise that what kind of behaviour do they have and how destructive it can be. Therefore, it becomes important to give honest feedback to such employees so that they come to know that what kind of behaviour do they have.

After sharing the feedback with them we can also share the improvement plan with the employees. Clearly defined goals can be discussed with the employee that how they can go by and improve.

3.Explain the Consequences

If the employees are not ready to listen and change by being good to them then another approach can  be opted for that is by making them realise that on what all will they miss out if they do not behave in an appropriate way. Maybe getting some rewards may help in bringing a change.

4.Document everything

Some people just don’t want to change at any cost so for such people it is important to document all their offenses or any response offered till date so that if they are fired from the company they know that why are they being let go from the company.

These are few things which can be done to deal with toxic people.

Leadership, Management and Employee online training

Leadership, Management and Employee online training

Companies need to invest their time and effort in leadership development, team management and employee online training. Training programs are necessary for any organisation’s productivity, safety and security.It is very important to help develop the employees personally and professionally.By providing training to employees an organization can have an engaged workforce which always works for the best of the organization.This is one of the best recruiting and retention strategy to attract and to keep the best employees.

Proper management , leadership and training are a prerequisite for building a prosperous organisation. With good leadership a good organization culture is developed. Leadership provides direction , encouragement and inspiration to motivate a team to achieve orgnanisational success.  Building an organization/company that is determined to succeed must ensure flawless management, great leadership and efficient online training.

Online training is becoming a much more attractive option when it comes to personal and professional development.Certain steps need to be checked, in order to achieve the following objectivesTo promote leadership we must ensure active participation of the entire team.Taking an initiative is of utmost importance in order to bring out the leader in you.One must realize his/her self worth in order to develop himself/herself as a leader.

Developing efficient management in an organization to thrive in business, proper management is a must.To ensure proper management the working of the company must be checked. Having a great team is the first step to good management.Delivering Employee online training to consider utmost productivity, one must procure skillful online training.

To make sure about it, regular check must be kept on the working of employees.Giving a right online training is helpful in securing a bright future of the company.

Leadership determines the organizational performance. It motivates the people to a higher level of performance in the organization. Similarly good management and online training are also very important for the success of any organization.

 

Good Feedback Is A Two Way Conversation

Good Feedback Is A Two Way Conversation

Feedback can be defined as helpful information that is given to a certain person about his/her performance, behaviour and attitude. In an organization, if we talk about feedback, it is a way of expressing one’s performance or what is expected from an employee. With the help of feedback, the manager or employer can clearly explain to their employees that what has been expected from them, what they performed well and in what areas can they improve for further growth in the organization.

Feedback provides insight into the performance of the employees. It also provides solutions to the certain problems of the employees.

Feedback can be categorized into two types:

One is the Positive Feedback and the other is the Negative Feedback.

Positive Feedback is very important for the growth of the employees.

We need to make sure that the feedback turns out to be meaningful. Along with the verbal communication non-verbal communication also plays a very important role and defines whether the feedback is positive or negative.

Feedback should not just be a one-way conversation but it should always be a two-way conversation.

It is very important that the employees speak out their mind. They should also be given the right to speak about their performance or problems that the employees faced while working.  It refers to effective feedback where both the employer and the employee can discuss things and communication is a two-way process rather than being a one-way process.

When feedback is a two-way conversation it helps in the smooth functioning of the organization. This helps in improving the performance of the employees.

When the feedback is positive it brings a sense of responsibility, team spirit and loyalty among the employees and they try to perform to their best so that they can achieve organizational goals.

Feedback can be considered good feedback only if it is a two-way conversation.

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