HR Tip of the Day: Importance of Team roles: To increase the likelihood that the team members will work well together, managers need to understand the individual strengths each person can bring to a team, select members with their strengths in mind, and allocate work assignments that fit with members’ preferred personality, skills, and styles.
From India, Madras
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Truly said, Bharathi. Before selecting the team members, the managers must know the strengths and weaknesses of their team members. Only then can the manager allocate the work accordingly. That's the reason why initially, the company keeps all the newly appointed staff idle and instructs them to learn the system of the company.
Thanks for sharing, Bharathi.
From India, Kumbakonam
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Thanks for sharing, Bharathi.
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HR Tip of the Day: When do teams make sense? Teamwork takes more time and often more resources than individual work. Before you rush to implement teams, carefully assess whether the work requires or will benefit from a collective effort.
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HR Tip of the Day: Help Employees Balance Work-Life Conflicts:
Managers (particularly HR managers) need to design workplaces and jobs that can help employees deal with work-life conflicts. This can be done through building greater flexibility into paid time off (PTO) policies and instituting flexible work hours or the ability to work remotely. Training to try to change the mindset of many supervisors should also be considered. The payoff? Organizations that help their employees to resolve work-life conflicts are likely to retain the best and most motivated employees. In the future, that could be your organization's greatest competitive advantage.
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Managers (particularly HR managers) need to design workplaces and jobs that can help employees deal with work-life conflicts. This can be done through building greater flexibility into paid time off (PTO) policies and instituting flexible work hours or the ability to work remotely. Training to try to change the mindset of many supervisors should also be considered. The payoff? Organizations that help their employees to resolve work-life conflicts are likely to retain the best and most motivated employees. In the future, that could be your organization's greatest competitive advantage.
From India, Madras
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Of course, Bharathi, nowadays due to the extended work hours, employees' work-life conflicts are increasing, and it should be managed effectively. Otherwise, it will affect the productivity of the organization as well as the personal life of the employees. Hence, the HR needs to organize Change in Lifestyle Management training programs regularly for its employees.
Thanks for sharing such useful HR tips, Bharathi.
From India, Kumbakonam
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Thanks for sharing such useful HR tips, Bharathi.
From India, Kumbakonam
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FIVE WAYS TO LEVERAGE HUMILITY AS TEAM LEADER
An indifferent and arrogant boss led to a high performing team becoming mediocre. Lack of humility can hurt employees and organization alike. There are ways to foster humility.
Be Yourself At All Times
When you are not humble, you are putting up an act and creating an artificial cover for yourself. Communication breaks down, and you tend to micromanage. “The ability to connect freely with peers and team mates gets impacted, which is one of the crucial aspects of handling a team. The lack of effective communication will lead to anything but good performance,” says K Sudarshan, managing partner, EMA Partners International, India.
KEEP A HUMANE APPROACH
Being humble does not mean allowing yourself to be taken for a ride. It is about being humane in dealing with others, understanding their perspective but being firm on issues, supporting the right things and taking the right decisions. “You should never come across as an easy target for getting things done. It’s a state where you are mature, open-minded, recognise your limitations and recognise others’ strength to complement yours,” says NS Rajan, partner and global practice leader, people and organization, Ernst & Young
LEAD BY EXAMPLE
If you want your peers and team mates to be humble, show them how to be so. Appreciate others’ talent and skills, and give them credit. Acknowledge your shortcomings, and never shy away from learning what you don’t know. Help people whenever they need you. Your subordinates will appreciate this, and stand behind you whenever you need them to. This will strengthen team spirit and improve performance too.
LET THE IDEAS FLOW
Don’t believe what they say about how an arrogant person is feared and respected; the opposite is true. Humility always raises your stature. When you accept your shortcomings, you embrace knowledge. You take the best from others. A halfempty pot allows for a free flow of thoughts and wisdom. And that is the hallmark of great leaders and personalities.
GET REAL, TIMES CHANGE
The arrogance comes from power, and the importance due to influence. But situations always change. There might be employees or co-workers who you put down because of your sense of superiority today. Tables might just turn, and the people who you thought were lesser in influence, power or position could dictate terms to you. “It’s an important lesson for all individuals, whether at work or in personal life. Always behave keeping in mind that times change,” says Sudarshan.
Article Courtesy - Economic Times
From India, Madras
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An indifferent and arrogant boss led to a high performing team becoming mediocre. Lack of humility can hurt employees and organization alike. There are ways to foster humility.
Be Yourself At All Times
When you are not humble, you are putting up an act and creating an artificial cover for yourself. Communication breaks down, and you tend to micromanage. “The ability to connect freely with peers and team mates gets impacted, which is one of the crucial aspects of handling a team. The lack of effective communication will lead to anything but good performance,” says K Sudarshan, managing partner, EMA Partners International, India.
KEEP A HUMANE APPROACH
Being humble does not mean allowing yourself to be taken for a ride. It is about being humane in dealing with others, understanding their perspective but being firm on issues, supporting the right things and taking the right decisions. “You should never come across as an easy target for getting things done. It’s a state where you are mature, open-minded, recognise your limitations and recognise others’ strength to complement yours,” says NS Rajan, partner and global practice leader, people and organization, Ernst & Young
LEAD BY EXAMPLE
If you want your peers and team mates to be humble, show them how to be so. Appreciate others’ talent and skills, and give them credit. Acknowledge your shortcomings, and never shy away from learning what you don’t know. Help people whenever they need you. Your subordinates will appreciate this, and stand behind you whenever you need them to. This will strengthen team spirit and improve performance too.
LET THE IDEAS FLOW
Don’t believe what they say about how an arrogant person is feared and respected; the opposite is true. Humility always raises your stature. When you accept your shortcomings, you embrace knowledge. You take the best from others. A halfempty pot allows for a free flow of thoughts and wisdom. And that is the hallmark of great leaders and personalities.
GET REAL, TIMES CHANGE
The arrogance comes from power, and the importance due to influence. But situations always change. There might be employees or co-workers who you put down because of your sense of superiority today. Tables might just turn, and the people who you thought were lesser in influence, power or position could dictate terms to you. “It’s an important lesson for all individuals, whether at work or in personal life. Always behave keeping in mind that times change,” says Sudarshan.
Article Courtesy - Economic Times
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HR Tip of the day: People new to the supervisory role take time and training to make the adjustment. Making a successful transition from worker to supervisor is exciting and challenging. Recognizing the pitfalls and working to avoid them will reduce the likelihood of serious trouble or plain failure. HR professionals can help to make the transition for new supervisors as smooth as possible by providing the training and support needed by newly appointed supervisors and their bosses.
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Thank you, Maru, for sharing a nice tip today. Here I wish to add a few messages, which are my personal opinions:
While promoting a worker to the level of supervisor, great care has to be taken by HR managers by studying the attitude of the candidate, which is of prime importance. Here, more than the skill, the attitude, and team-playing ability have to be looked into. Otherwise, we will lose a good worker and will create a bad supervisor.
AVS
From India, Madras
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While promoting a worker to the level of supervisor, great care has to be taken by HR managers by studying the attitude of the candidate, which is of prime importance. Here, more than the skill, the attitude, and team-playing ability have to be looked into. Otherwise, we will lose a good worker and will create a bad supervisor.
AVS
From India, Madras
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That's the reason the HR is organizing Supervisory Development Programmes for their newly appointed and promoted supervisors of their organizations. Bharathi
Thanks for sharing nice tips and keep on sharing, dear.
From India, Kumbakonam
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Thanks for sharing nice tips and keep on sharing, dear.
From India, Kumbakonam
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HR Tip: Entrepreneurs Are different from rest of us: If you are trying to create an entrepreneurial culture in your organization you might find it beneficial to look at how potential new recruits score on the “Big Five” personality assessment. To the extent that candidates score high in conscientiousness, emotional stability, and openness and low in agreeableness, such a candidate may be right one for you to hire.
From India, Madras
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From India, Madras
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