Here is the list of some of my articles published in The Hindu Opportunities.
Picture the Culture
http://www.hinduonnet.com/jobs/0602/2006021500380400.htm
Commandments to keep that nice job going
http://www.hinduonnet.com/jobs/0608/2006081600701000.htm
Complementary Conflicts
http://www.hinduonnet.com/jobs/0604/2006041900260400.htm
Working with difficult people
http://www.hinduonnet.com/jobs/0602/2006020100700900.htm
Working to Change
http://www.hinduonnet.com/jobs/0603/2006032900130200.htm
Clues to browbeat devious colleagues http://www.hinduonnet.com/jobs/0608/2006082300841300.htm
Mistakes organizations commit
http://www.hinduonnet.com/jobs/0604/2006041900560700.htm
Keep that office gossipmonger at bay http://www.hinduonnet.com/jobs/0609/2006092000821100.htm
Ends and Endeavors
http://www.hinduonnet.com/jobs/0606/2006062802170700.htm
10-point ponder list on why teams don't perform http://www.thehindu.com/thehindu/jobs/0608/2006082300731200.htm
Unlisted rules for the exemplary corporate citizen http://www.hinduonnet.com/jobs/0701/2007011000230600.htm
Getting the ears of friends, peers or anyone http://www.hinduonnet.com/jobs/0610/2006101800550800.htm
Be a lark, cut boredom from your work http://www.hinduonnet.com/jobs/0610/2006101800711000.htm
Are you a managing manager?
http://www.hinduonnet.com/jobs/0609/2006092700781200.htm
Trying to be everything to everyone may lead you nowhere http://www.hinduonnet.com/jobs/0609/2006092700030100.htm
Wednesday, February 21, 2007
Wednesday, February 14, 2007
Structured Inductions Ensure Employee Commitment
Structured and well-planned orientation programs for employees ensure increased motivation, satisfaction, and engagement, according to research. There are some critical factors that have to be taken into consideration during planning induction programs.
When a group of employees are recruited as a team, it might be a problem if the employees are of different ages and from different culture. You need to prepare your orientation sessions in tune with these subtle nuances of each new employee. Similarly, some jobs might require people with different levels of experience joining together. You can have a separate induction process for employees on the basis of their experience. This might prove costly in most situations and hence you need to come up with ideas to make the induction process easier for everyone. Experienced managers adopt a down-to-earth approach while training to add to the comfort levels of people with different experience levels.
There are many advantages of a well structured induction process. Employees are more motivated as the first impression is the best impression. They would prefer to stick to the same organization as they were received well. They are more committed and dedicated in their approach towards work. They would not try to leave the organization at the very first chance. It is most unlikely that such employees would try for other opportunities until a few months pass by.
Employees tend to be pro-active in solving their problems and improving their work. A well-planned induction process results in better relations with the key people. So employees are confident enough to approach the right people and express their feedback during the initial days.
Steps to develop a solid socialization method
1. Identify the goals for employees. Managers often commit the mistake of underestimating the importance of induction and employee socialization. A mental image about the company starts developing from the very first day. Hence, there is an increased emphasis on improving the initial days and atmosphere.
2. Develop practices to achieve the desired results. Ensure that there is clarity in communication when employers want to develop practices to ascertain that employees reach their goals. It might even be necessary to communicate employee expectations during the induction stage itself. This develops clarity and employees will be proactive and geared to put in the best of their efforts.
3. Initiate a rapport of comfort with all the key persons. Employees do not work with HR managers throughout the year except if they belong to the same environment. Hence, it is necessary to initiate a rapport of comfort with the managers and supervisors. Employees respect the freedom and they also reflect it in the form of dedication and commitment.
4. Develop a sense of belonging from the very first day. Let employees understand the fact that they are a part of the organization from the very first day. Some employers consider new recruits as foreigners and treat them as special citizens. This is good unless employees feel isolated. This, in turn, begins a chain of defensive mechanisms and ultimately employee disengagement with the organization.
Poor socialization results in long-term repercussions such as high rates of staff turnover, low levels of productivity and negative attitudes among new employees. It is the duty of the manager to carry on the benefits of good socialization further ahead by his leadership abilities.
When a group of employees are recruited as a team, it might be a problem if the employees are of different ages and from different culture. You need to prepare your orientation sessions in tune with these subtle nuances of each new employee. Similarly, some jobs might require people with different levels of experience joining together. You can have a separate induction process for employees on the basis of their experience. This might prove costly in most situations and hence you need to come up with ideas to make the induction process easier for everyone. Experienced managers adopt a down-to-earth approach while training to add to the comfort levels of people with different experience levels.
There are many advantages of a well structured induction process. Employees are more motivated as the first impression is the best impression. They would prefer to stick to the same organization as they were received well. They are more committed and dedicated in their approach towards work. They would not try to leave the organization at the very first chance. It is most unlikely that such employees would try for other opportunities until a few months pass by.
Employees tend to be pro-active in solving their problems and improving their work. A well-planned induction process results in better relations with the key people. So employees are confident enough to approach the right people and express their feedback during the initial days.
Steps to develop a solid socialization method
1. Identify the goals for employees. Managers often commit the mistake of underestimating the importance of induction and employee socialization. A mental image about the company starts developing from the very first day. Hence, there is an increased emphasis on improving the initial days and atmosphere.
2. Develop practices to achieve the desired results. Ensure that there is clarity in communication when employers want to develop practices to ascertain that employees reach their goals. It might even be necessary to communicate employee expectations during the induction stage itself. This develops clarity and employees will be proactive and geared to put in the best of their efforts.
3. Initiate a rapport of comfort with all the key persons. Employees do not work with HR managers throughout the year except if they belong to the same environment. Hence, it is necessary to initiate a rapport of comfort with the managers and supervisors. Employees respect the freedom and they also reflect it in the form of dedication and commitment.
4. Develop a sense of belonging from the very first day. Let employees understand the fact that they are a part of the organization from the very first day. Some employers consider new recruits as foreigners and treat them as special citizens. This is good unless employees feel isolated. This, in turn, begins a chain of defensive mechanisms and ultimately employee disengagement with the organization.
Poor socialization results in long-term repercussions such as high rates of staff turnover, low levels of productivity and negative attitudes among new employees. It is the duty of the manager to carry on the benefits of good socialization further ahead by his leadership abilities.
Wednesday, February 07, 2007
Contingency Planning Prevents Disasters
Be prepared for the worst. Most of us have come across this principle and realized its importance only after facing the tough consequences of not being ready for contingencies. Planning is an important step in any type of management. As time flies by, none of us is sure of what happens in the near future. Trivial mistakes can cost us dear both in the short and long term. Hence it is always advisable to plan for contingencies.
Ignorance or indifference towards contingencies can prove harmful due to the following reasons.
- We are often at crossroads when something unexpected happens. We tend to waste time while trying to understand why a particular thing has happened. It is very late by the time we realize the importance of doing something to better the situation.
- Even if we try to do something, we often end up making wrong decisions. This is due to the lack of knowledge and analysis of the situation. Most situations can be expected, simulated and prevented just by applying a little amount of thought.
- Likewise, we tend to get disheartened at the slightest deviation in our plans. This negativity reflects in our further steps where fear and worry come to the fore. More mistakes might occur.
- While working in teams, the blame game begins as soon as there is a discrepancy in the execution of a task. This demoralizes the team members. Team cohesiveness also declines.
There are a few nuances of contingency planning that can help us prevent the big disasters.
- Add flexibility to your plans. This gives leeway to incorporate sudden action plans to deal with exigencies. The easiest way to add flexibility is to add more time to each activity that you plan to execute. If a particular activity takes fifteen minutes to complete, you can allot or assign thirty minutes to check it thoroughly and deal with any unexpected situations.
- Develop the habit of spontaneity. Artists are revered everywhere because of their spontaneity. Despite the fact that stage artists do a lot of preparation and rehearsals before the actual performance, they are always ready and active with spontaneity that helps them face any untoward challenges at the exact moment of truth.
- Foresee potential problems and come up with creative solutions. We often brand people who try to foresee problems as doomsayers, but fail to recognize that such an attitude just makes us prepared for the worst. Apply creativity to prepare solutions that help both in the short term and long term. Discuss with experience people in the field and use their advice as the basis to prepare your won creative solutions to problems.
- Never ignore the trivial aspects. As you begin executing your plans, it is essential to concentrate on each trivial aspect. Experts often state that trivial mistakes lead to dangerous consequences. Focus on these aspects while carefully executing the important tasks at hand.
- Ultimately, you need to remain calm and confident during the entire process of execution of your plans. If you lose heart at a minor deviation, it leads to many misconceptions that can entirely derail the execution process.
Experience helps you refine your planning process to include contingency measures on your lists. Managers and executives often learn it the hard way to be prepared for the worst. Therefore, begin today and plan for any contingencies that might occur in your way towards reaching goals.
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