Tag Archives: Human Resources

The Manager’s Cheat Sheet: 101 Common-Sense Rules for Leaders

14 Dec

1226939540wXly2gManagement is all about connecting with the people on your team. So how do you effectively manage a team? With common knowledge, of course. These are a few back-to-basics rules that will help you develop management skills that really matter.

 

Body Language

Like it or not, your body speaks volumes, even when you are silent. Here’s how to express an attitude that’s appropriate for a leader.
1. Stand tall. Keeping your shoulders back and holding yourself up to your full height will give you an air of confidence.
2. Take your hands out of your pockets. Putting your hands in your pockets is often seen as a sign that you have something to hide.
3. Stand with your arms crossed behind your back. This will help you adjust your posture, and it leaves your hands in a position that is open and not intimidating.
4. Make eye contact. Always look directly into the eyes of the people you are speaking with. This shows you’re interested and also gives you a sense of confidence.
5. Sit up straight. Even if you’re at an 8 a.m. meeting and feeling tired, it’s important to sit up straight in your chair. Slouching makes you look disinterested and can give off an unwanted air of laziness.
6. Face the person you’re talking to. This shows you are interested and engaged in the conversation.
7. Shake hands firmly. For many, a handshake is a reflection of the person you’re shaking hands with. You don’t want to come across as unsure or overbearing, so make sure yours is professional and confident.
8. Always smile. Smiles are contagious and will make others feel positive when you’re around.
9. Look your best. You don’t have to be model perfect every day, but you should dress appropriately and neatly. Clothes can have a big impact on the way you’re perceived.
10. Walk confidently. Keep your head up and take even strides.

 

Meeting Deadlines

No one will be happy if your team has to rush around at the last minute to complete a project. Follow these tips to make deadlines less stressful for everyone.
11. Only promise what you can realistically deliver. Don’t create deadlines that you know you can’t meet. By only promising what you know you can do, you’ll be able to finish on time.
12. Set clear goals. Once you know what you need to accomplish, it helps to know how and when you want to do it. Put your goals down on paper and make sure everyone on your team gets a copy.
13. Organize a team. Many of your employees will have unique strengths and training that can make them great assets to certain projects. Pick a team that has the right skills to carry out the job.
14. Delegate tasks. Spread work among your employees in a way that doesn’t leave anyone overburdened while also allowing the project work smoothly.
15. Create milestones. Creating milestones for you and your team will help you keep track of your progress and also give you a sense of accomplishment as you reach each milestone.
16. Keep communication open. Keeping everyone in touch with the status of the project is key to making sure it’s completed on time.
17. Do it right the first time. Planning ahead will help prevent you from delivering a substandard product. Having to redo something for a client costs money, and, more than likely, future business opportunities.
18. Stay organized. Staying organized will help keep you from wasting time chasing down important documents and information.
19. Make sure expectations are clear. Be sure that each member of your team knows what their specific responsibilities are. This will save time and prevent tasks from being overlooked.
20. Create a plan. Compile your goals and milestones into a comprehensive plan for attacking any project you are given. This way, you can make sure you’re staying on schedule and that all of your employees will be clear about how and when things should be done.

 

Getting Along with Employees

A happy office is a productive one. Everyone will be more cheerful if you follow these simple rules.
21. Don’t make your employees come in on days they’re normally not scheduled to work or call them while they’re on vacation. A surefire way to make employees resent you is to invade their personal time for nonpressing work. Unless you have something that absolutely has to be done, let time away from work stay that way.
22. Don’t play favorites. Playing favorites can bias your judgment and impair your leadership abilities. Treat your employees equally.
23. Give credit when it’s due. Don’t take credit for your employees’ ideas or hog their limelight. This action not only fosters resentment but also makes you seem untrustworthy.
24. Don’t micromanage. While it’s fine to keep up with what your employees are working on, don’t constantly look over their shoulders.
25. Never discuss employee matters with their co-workers. This kind of gossip always gets back to the person and will make you look unprofessional.
26. Don’t interfere with employees’ work. If your employees are getting work done, don’t stress about how it gets done. Even if it’s not being done they way you’d do it, it’s best to let employees use their best judgment.
27. Don’t push unreasonable deadlines. You don’t want to spend all of your time at the office, and neither do your employees.
28. Keep your promises. Barring some catastrophic event, you should always keep promises you make to employees, especially about pay and benefits.
29. Keep work about work. Don’t require employees to run your personal errands. Take care of your own personal business or hire an assistant.
30. Reward hard work. Make sure your employees feel valued for the work that they do. Employees will be more willing to put in extra effort if they know it’s noted and appreciated.
31. Provide motivation. Sometimes employees need a morale boost. Provide them with encouragement to get a project rolling.

 

Manage Yourself

Being a good manager isn’t just about what you can encourage other people to do, it’s also about managing your own performance.
32. Be accessible. Don’t hole up in your office all day — come out and visit with your employees. Let them know that they can always come to you with problems and concerns.
33. Be open to constructive criticism. It may not always be what you want to hear, but listening to constructive criticism gives you the chance to learn and grow from your mistakes.
34. Accept responsibility. Part of being the boss is accepting responsibility for the mistakes of all that you manage, not just your own.
35. Know there’s always room for improvement. No matter how good you think you are, your job can always be done better. Always be willing to learn.
36. Improve your skills. Learning is a lifelong process. You’re never too old to take a class or ask a co-worker to help you improve your knowledge.
37. Explain things simply. Don’t use big words or technical jargon just to sound smart and impress others. Your employees will understand and perform better if you explain simply and clearly what you need.
38. Instruct rather than order. You may be the boss, but you don’t have to be bossy. You’ll have more success if your requests are more tactfully delivered.
39. Include your staff in your plans. Don’t make your work top secret; let your employees know what’s going on and how they are expected to contribute.
40. Know your subordinates’ jobs. You don’t want to be caught with inferior job knowledge.
41. Be flexible. It’s fine to be firm in what you expect, but allow for flexibility in how it gets done.
42. Get regular feedback. Your employees and superiors can give you valuable feedback on how to improve your performance. Use this to your advantage.
43. Know your limitations. You can’t be everywhere doing everything all at once. Know the limits of your time and abilities and say no to things you know you can’t do.

 

Boosting Productivity

Getting the most out of your day can be difficult with a busy schedule, but you can use these tips to help you maximize your time in order to be better available to employees.
44. Get the most out of meetings. Be organized and prepared for meetings to increase effectiveness and time savings.
45. Focus your energy on things that matter. Don’t let trivial tasks take time away from things that are really important.
46. Identify your time-stealers. Everyone has little things that detract their attention and make them lose focus. Figure out what these are and work to eliminate them, if only for a few hours a day.
47. Be punctual. Being on time is a big deal. Never keep people waiting for appointments or meetings if you can help it.
48. Respond to your correspondence within a reasonable amount of time. You don’t have to be chained to your inbox, but make sure you respond to emails within a few hours whenever possible.
49. Do only what is necessary. There are times when going above and beyond works, but doing so on a daily basis can derail your progress on more important issues. Get the key things done first, then see if you have time for additional things.
50. Stick to schedules and routines. While they may not be the most exciting things, schedules and routines can help streamline and improve your productivity.
51. Organize and manage your schedule. Use any tools and utilities you have at your disposal to prioritize your day and keep track of what you need to get done.
52. Plan more than you think you can do. While this may sound stressful, it can actually be a great motivator. If you manage to get everything done, you’ll enjoy a great sense of achievement.
53. Get to work early on occasion. Sometimes an uninterrupted half hour in an unoccupied office can help you get key things done or allow you to plan your day before there are any distractions to slow you down.
54. Know that sometimes stress is good. While too much of anything, especially stress, can be bad, sometimes a little stress can be the motivation to get you moving, allowing you to get more done.
55. Do your least favorite tasks first. Get your most tedious and least desirable tasks out of the way earlier in the day. After that, everything else will be a breeze.

 

Managing Finances and Resources

Whether you’re a business owner or a manager, staying on top of tangible items is vital to success. These tips can help you keep track.
56. Set up a realistic budget. While it’s good to be optimistic, don’t plan for more spending than you know you can afford. Make sure you plan for emergencies and contingencies as well.
57. Save costs where they matter the most. Don’t just pinch pennies for the present. Make sure your savings will pay off in the long run. Compromising on quality might cost you later on in repairs and replacements.
58. Spend only when it’s necessary. Don’t spend if you don’t need to. Every bit you save goes toward your profit.
59. Find alternative sources of finance. Sometimes even successful businesses need a little help. Business loans and investors can help you through leaner times.
60. Stay true to your contracts. Not only will you gain the respect of your clients, you’ll also avoid legal battles that can be a serious financial drain.
61. Make sure employees are well compensated. Employees deserve to be rewarded for hard work. Make sure yours are well compensated for their time and they’ll be more productive and happier to come to work.
62. Learn to do more with less. Quality is much more important than quantity, so make what you have count.
63. Assign equipment wisely. While it might be nice for every employee to have a PDA, budgets often don’t allow for such conveniences. Make sure the employees that need tools the most have access to them.
64. Invest in solid technology. This doesn’t always mean the latest technology, but what your office needs to do work effectively.
65. Update when necessary. Using obsolete equipment and programs can really slow you down. Update when it makes sense so you won’t get left behind by competitors.
66. Don’t be wasteful. Every sheet of paper, paper clip and pen is a cost on your budget. Use materials wisely and don’t waste them out of haste or carelessness.

 

Communicating with Clients

Whether you’re a business owner or a manager carrying out a project, one thing is always the same: The client is dominant voice in decision-making. Learn to communicate with them effectively and you’ll set a good example for the people you supervise.
67. Remember that the customer is the boss. At the end of the day, your job is to make the customer happy. Act accordingly.
68. Differentiate your products. Don’t get lost in a sea of products and services like yours. Make sure you stand out from your competitors.
69. Retain customers as much as you recruit new ones. While you always want to bring in new business, it’s very important to maintain relationships with loyal customers.
70. Provide effective channels of communication. Make sure your clients can contact you easily and quickly if they have a problem, concern or question. They can also provide a valuable source of feedback.
71. Maintain customer data. Use this data to make your customers feel special by remembering occasions like birthdays and anniversaries. It’s also helpful for keeping track of purchasing preferences.
72. Segment your customers. Not all customers are alike. Divide your customers into groups that allow you to provide attention and services that meet each customer’s unique needs.
73. Provide effective after-sales services. Don’t let contact fall off after the work is complete. Make sure your client stays happy.
74. Listen attentively. Pay attention to exactly what clients are asking for to help you better meet their needs.
75. Don’t be afraid to say you don’t know. It’s OK not to know the answer to every question. It’s better to say you don’t know and get back to a customer than to try to bluff your way through a conversation and have to backtrack later.

 

Keep Up with Change

There is no way to stop the world from changing, so follow these tips to keep up and ahead of the game.
76. Don’t fight change. You can’t stop markets, trends and technology from changing, so learn to go with the flow.
77. Adopt a predictive managerial style. Don’t wait for things to happen to make a move. Anticipate problems and provide contingency plans.
78. Test your contingency plans. Waiting for disaster to strike is a dangerous way to find out if your emergency plans will hold. Test them out from time to time to fine-tune them and make sure they’re still relevant.
79. Identify the positives. Even the most negative changes can have positive aspects to them. Being able to identify and maximize them can help make adapting less painful.
80. Be quick to adapt. Learn to adapt to changing situations quickly and be able to change plans on the spur of the moment if the situation requires it.
81. Stay tuned to external factors. Your business is affected in many ways by outside factors. Keep abreast of these so you can anticipate any sudden market changes that would affect how you need to manage.
82. Put in place a Research and Development plan. Encourage innovation and creativity to stay ahead of the demand for newer and better products and services.
83. Keep an eye on the competition. Don’t let the competition get the best of you. Keep up-to-date with what they’re doing and use it to your advantage in managing your business.

 

Resolving Problems

Whether problems are internal or external, they can make your management duties a nightmare if you don’t handle them correctly. Here’s how to stay on top of them.
84. Stand up for employees. If other departments or managers are bearing down hard on your employees, stand up for them.
85. Fix what’s broken. Don’t waste time placing blame. Take care of fixing the problem before dealing with any possible repercussions.
86. Manage and control your emotions. Don’t let anger or frustration affect your problem resolution. If you are emotionally invested in a situation, cool down before discussing it or bring in an outside mediator.
87. Learn when to step in. Some problems might resolve themselves if you just let them be, but you need to be aware of times where you’ll need to step in and take control of a situation.
88. Take the blame. If you’ve made a mistake, fess up. It’ll give you more time to work on fixing the problem instead of talking your way out of taking the rap.
89. Get the facts first. Before you pass judgment on a situation, make sure you have the whole story. Listen to employees and refrain from questioning anyone’s integrity without first ensuring that you’ve gathered all the data.
90. Rise above the crisis. Learn to separate yourself from the problem and rise above the fray. You’ll be able to think more clearly and make a better decision on how to rectify the issue.
91. Don’t ignore problems. A small problem can easily snowball and become something much more difficult to fix.
92. Try to depersonalize problems. Let employees know that the problem isn’t with them but with their actions. Don’t make it personal.

 

Go Above and Beyond

Managing people isn’t just about getting the job done. To truly be a great leader, sometimes you need to go above and beyond what the job calls for.
93. Lead by example. You can talk until you’re blue in the face, but the best way to get a point across is to be the model to emulate. Let employees follow your lead.
94. Get your hands dirty. Sometimes you need to show your employees that no one’s above doing unattractive tasks.
95. Make a difference to your employees. Don’t just be a generic manager — stand out as a leader and role model for your employees.
96. Gain your employees’ trust and respect. You’ll have a much easier time managing employees when they respect your rules and boundaries and trust your leadership.
97. Be empathetic to personal problems. Whether it should or not, what happens outside of work can have a big affect on the quality of work produced. Be sensitive if employees have personal issues that keep them from concentrating on work.
98. Be unique as a manager. Every position demands something different and you should be proud to be adept at your particular role rather than trying to emulate other managers.
99. Remember that ethics matter above all. Be honest and reliable in all of your business and personal relationships.
100. Be on the lookout for new ideas. You never know where your next great inspiration will come from.
101. Get to know your employees. Learn more than just their names. Get to know your employees’ family backgrounds, likes and dislikes. Doing so will make you more personable.

The original source of this article is InsideCRM.com , part of the Focus network of sites.

Understanding CTC and your Actual Salary

14 Dec

15fin3Whether you are joining your first job or changing jobs, it is important to understand the difference between cost to company (CTC) and take home salary. It will help you in negotiate better with the HR and in structuring your salary.

One of the most commonly used terms by companies, yet least understood by its employees is ‘cost to company’ or CTC. The CTC, as quoted by employers and the take home pay are two different amounts.

Also salary hikes in the form of an increased CTC does not necessarily increase the monthly salary. So what exactly is CTC and as an employee what all are you entitled for?

This article aims to clarify the confusion that often arise in employees’ minds when it comes to salary structures.

 

Lets Understand about the CTC (Cost To Company)

Demystifying cost to company

Ravi Bhushan, a fresh software graduate, joined a top notch IT company. For his first job, he was extremely happy with the total CTC of Rs 6,00,000.

On the basis of this CTC, Ravi made lavish plans to spend his first month’s salary. Expensive gifts for family, a swanky new bike and the latest mobile phone. But when he got his first salary, he realised some of his plans had to wait.

His take home salary was nowhere close to his estimation. He approached his HR, who then explained the breakup of his CTC, which he had just glanced over at the time of joining.

Here’s what his HR manager explained to him:

The cost to company refers to the total expenditure a company would have to incur to employ you.

It includes monetary and non-monetary benefits, such as monthly pay, training costs, accommodation, telephone, medical reimbursements or other expenses, borne by the company to keep you employed. The total CTC need not be the actual salary in hand at the end of the month.

It is simply a sum of various components put together.

Components of CTC

Companies offer various attractive components in the CTC to retain and boost the morale of the employees. Whereas some salary components are fully taxable some are fully tax-exempt. The composition of your CTC and a few of its components could be grouped as below.

1. Fixed salary

This is the major part of your CTC and forms part of your monthly take home. It commonly consists of the following:

Basic salary: The actual pay you receive for rendering your services to the company. This is a taxable amount.

Dearness allowance: A taxable amount, this is paid to compensate for the rising cost of living.

House rent allowance (or HRA): Paid to meet expenses of renting a house. The least of the following is exempt from tax.

Actual HRA received:

  • 50 per cent of salary (basic + DA) if residing in a metropolitan city, or else 40 per cent
  • The amount by which rent exceeds 1/10th of salary (basic + DA)

Conveyance allowance: Paid for daily commute expenses. Up to an amount of Rs 800 per month is exempt from tax.

2. Reimbursements

This is the part of your CTC, paid as reimbursements through billed claims.

Meal coupons: Many companies provide their employees with subsidised meal coupons in their cafeterias. Such costs incurred by companies in the form of subsidies are included in the CTC. Meal coupons are tax exempt provided it is not in the form of cash.

Mobile/Telephone bills: Telephone or mobile expenditure up to a certain limit is reimbursed by many companies through a billed claim, and is a taxable amount.

Medical reimbursements: Paid either monthly or yearly, for medicines and medical treatment. The entire amount is taxable. However, up to Rs 15,000 could be tax exempt, if bills are produced.

3. Retirement benefits

This is available to you only on retirement or resignation.

These include:

Provident fund: Employers contribute an amount equal 12 per cent to the provident fund account. This employer’s contribution though received only on retirement or resignation, is an expense incurred by the company every month and thus is included in your CTC.

Gratuity: Companies manage gratuity through a fund maintained by an insurance company. The payment towards the gratuity annually is sometimes shown in CTC.

4. Other benefits and perks

Leave travel allowance: It is the cost of travel anywhere in India for employees on leave. Tax exemption if allowed twice in a block of four calendar years.

Medical allowance: Some companies offer medical care through health facilities for employees and their families. The cost of providing this benefit to the employee could also form part of CTC.

Contribution to insurance and pension: Premiums paid by companies on behalf of employees for health, life insurance and Employees Pension Scheme, could form a part of the CTC.

Miscellaneous benefits: Other perks which companies include under CTC could be electricity, servant, furnishings, credit cards and housing.

Bonus: This is the benefit paid on satisfactory work performance for employee motivation. Though this amount is not assured to the employee, most companies include the maximum amount that can be paid as bonus, to the CTC. The two types of bonuses that are normally paid out are:

1. Fixed annual bonus: Paid on the basis of employee performance, either monthly or in most cases annually, it is a fully taxable amount.

2. Productivity linked variable bonus: Complete bonus amount is paid only on 100 per cent achievement of target, nevertheless it still is included as part of your CTC.

 

Moral of the Story :- Lessons learnt

Each company too has its own way of calculating the cost to company. Let us revisit Ravi’s case.

Ravi realised, that an attractive CTC does not necessarily indicate a heavy monthly take home. Benefits like training and development, whether undertaken by him or not was still considered part of his CTC. Here is what one should keep in mind:

One must take time to find out what the actual benefits are by asking for the break-up of the CTC so as to know the entitlement.

If you are just joining the company, try to negotiate with the HR as to opting out of some facilities in exchange for increasing the take home.

Understand the expenditure limits and tax angle of perks and benefits, and use them smartly.

Here is a Sample Salary Breakup of a MID – LEVEL Manager

080822082723_mid-level-manager

 

Thanks and Regards,

Pinal Mehta

Source:- Rediff Files

HR Article :- 9 Qualities that will Rock your career

7 Dec

Qualities of the employeeSuccess in life is always relative. Some people are happy with small achievements while there are others who won’t be satisfied until mountains are moved.

Regardless of our ambitions, our career spans through a series of jobs and experiences that truly polish our personality and will. While we all have defining moments that will determine our core beliefs around hard work, persistence, determination, etc., these are all simply components of a greater foundation that defines ‘you’. A rocking rise through corporate ranks involves a radical understanding and possible change in your attitude and behaviors.

There are millions of brilliant people who pursue aggressive career paths and have their sights set on great achievement. While their ability is nothing short of genius, many lack the soft skills that could put them over the top. These are the traits, qualities and understandings are what make good people great. Practical and time tested, mastering and practicing the following qualities will make if difficult for success to elude you.

  1. Out of Box Thinking
    Many dislike this term but the concept is for real. All it requires is thinking of problems though a different set of eyes, or different dimension. This is why many brainstorming sessions fail; most people sit and think of work problems in the context of what it means to the company, not the user, not the environment, etc. Sit back and try to solve the problem from the eyes of a 6 year old, turn things upside down, and absolutely challenge the norm. Go outside and sit in a subway station (or somewhere you generally don’t sit to work) and think about why other solutions not worked? What has worked?

    Remember the best ideas come from people who are hands-on with their work. When everyone thinks and recommends a lackluster way, lackluster results will follow. Change your surroundings, change your views, change your thought process and come up with a killer idea!

  2. Taking Ownership
    When no one is willing to own it, be the first to grab the opportunity. A process involving various stakeholders normally loses vision and momentum. A process with a good leader, input from others, and true direction, has a much better chance of success. Be the person that jumps in and takes on a new project (just don’t over-commit). An ability to own and work towards success is a skill which gives long lasting returns.
  3. Eagerness to Learn
    After a certain period, a job becomes monotonous and people become bored and eventually even lazy. They lose all the zeal to learn new things and although they won’t admit this, their actions would make you believe they have thrown in the towel and are satisfied with a status quo life and career. If you really want to move ahead, don’t get into this rut. Don’t tune out.

    Always remain eager to learn; you never know what knowledge or capability will push you up in your career. Remember, you need an open mindset and positive attitude to approach work. If you are constantly learning, it will be tough to be or appear to be interested in mediocrity.

  4. An Eye for Detail
    If you are hands on with your work there is no reason why you won’t know the intricacies involved. Therefore, have the confidence needed to make difficult choices. When you master something and know the minute details, your logic and ideas will be highly regarded. While people love to argue, they get easily impressed by intelligent reasoning too.
  5. Willingness to Help
    Much of life is give and take. Work is no exception. If you are the person that is constantly stepping out of your comfort zone in order to help others, people (most) will return the favor when you ask. That’s the key though, you have to be willing to help someone and not too proud to ask them for help when you need it.
  6. Networking
    Your network should never be restricted to people in your domain but it should span other departments too. Again, break away from comfort and get engaged with someone from a different department. When you sell yourself in the market, you need people who can vouch for you and the broader the network, the better. A strong network always gives you an upper hand, not only to receive but also influence the information flow.
  7. Solution Seeking Mindset
    People love to mention and talk about problems. However, when you ask for their solutions to those problems, they aren’t willing to go on record with sweeping changes. The majority of employees lack an attitude to solve issues and love to keep them burning for long time, almost to encourage sympathy. It is these times that a positive mindset can send the right vibes across and can really give you a lot of attention. Don’t avoid complainers, listen to them just long enough to hear the problem, then try to come up with a solution.
  8. Humility
    Arrogance has its own advantages but it never attracts more people than the magic done by humility. When you know your work and are humble about it than there is no reason that you would not get the desired appreciation. Humility needs to be pitched with much care lest it lets people take undue advantage of you. Strike the right balance and you would see its real magic.
  9. Being Practical
    Human beings are emotional and many fall for popular decisions. A practical decision made at right time with right attitude has the ability to shower you with long lasting fame. Remember, the people who are at the top are nothing but practical.

It is a jungle out there where you not only need to survive but flourish too. Develop the killer attitude for success and no one would ever dare to stop you.

Always

  1. Work Hard, Work Smart
  2. Make sure the world knows about it
  3. Make sure to sell it in right manner to right people

Go, Get Success

 

Regards,

Pinal Mehta

HR Stories :- Test of Communications Skills

3 Dec

It was a hot meeting at the office conference hall. All the people from the department had been called. The VP was looking much tensed.
 

The mood was so bad. My friend asked me – “Hey, what is this meeting all about? I told – May be they will decide on when to have the next meeting.

People around smiled at each other. Then the VP started talking. It was about the recent attrition rate that was so high. Around 10 people had put in their papers. All experienced guys. It was quarter end and so work was huge. If we do not complete the work on time, we need to be paying heavy penalty said the VP.

The VP turned to the manager and told “Hey – take how much ever resources you want. Recruit or take them from other departments. But complete the work in another 25 days. Take people and complete it man.

 
To this the sweet manager replied “Sir! Give me one wife and nine months and I shall show you results. Don’t give me nine wives and one month. I cannot do anything.” Everyone looked at him blank.

 
The VP was not prepared for this answer. We looked at the manager and thought “What an Awesome Reply man!”

HR Articles :- Top Signs Your Employees Are Not Engaged

3 Dec

A tongue-in-cheek look at some signs that employees are not engaged, followed by proven action plans to improve that situation.
 
For decades, studies have shown that employee engagement has a direct influence on a company’s financial performance, its capacity to recruit other high performers and its ability to retain top talent.
 
To put a slightly off-kilter spin on employee engagement, here’s a list of signs your employees are not engaged, followed by an action plan that companies can implement to improve employee engagement within their organization.
 
Signs to be on the look-out for are:
 
1. Your employees are more satisfied with new episodes of MTV’s Jersey Shore than company benefits.
 
Action Plan:
Use an employee e-newsletter to regularly educate employees about their healthcare, vision and dental benefits, highlighting specific updates and special perks.
 
2. Your employees never show up to work on time yet always arrive at company parties 15 minutes early.
 
Action Plan:
Hold a time-management training seminar, teaching employees how to better manage their time and priorities.
 
3. Your employees are more interested in using Groupon to save them money than finding innovative ways to save the company money.
 
Action Plan:
Reward employees who come up with cost-saving ideas that will benefit the company’s bottom-line.
 
4. Your employees spend more time talking to their co-workers about their crazy weekend than completing important projects.
 
Action Plan:
Have teams establish ground rules for working together. Post them in a public place and encourage all team members to hold each other accountable to the new rules.
 
5. Your employees trust politicians more than they trust senior management.
 
Action Plan:
Make senior management more available and visible to employees to build trust.
 
6. Your employees remember their sister’s husband’s brother’s birthday but forget how to complete easy, painless work-related tasks.
 
Action Plan:
Ensure employees are aware of all the tools, software and equipment available to them and provide training to make sure employees understand how to use them to their full potential.
 
7. Your employees would rather voice their displeasure with their jobs on “www.ihatemyjob.com” than with their supervisors.
 
Action Plan:
Develop “office hours” for employees to openly voice their opinions and give suggestions to their supervisors.
 
8. Your employees call in sick on the same day and time every week.
 
Action Plan:
Institute an incentive policy where employees who accumulate a set number of unused sick days can earn an additional vacation day.
 
9. Your employees build origami out of important project materials instead of reading them.
 
Action Plan:
Hold monthly brainstorming meetings to allow employees’ creative sides to come out, generating new, innovative ideas for upcoming projects.
 
10. Your employees believe the odds of their favorite NFL team winning Super Bowl are better than the odds of their supervisor offering them a job promotion.
 
Action Plan:
Conduct one-on-one meetings with employees to discuss career growth and opportunities for advancement.
 
These signs and others like them require immediate action by management to prevent against continued disengagement.
 
By establishing a sound employee-engagement strategy and executing the aforementioned action plans, organizations will be well on their way toward improving their employees’ engagement levels, and, more importantly, retaining their top talent as the economy recovers.
 
 
[About the Author: Kevin A. Sheridan is CEO/Chief Consultant at HR Solutions.]

Regards,

Pinal Mehta

Tips, Secrets of a Resume Perfecto..!!

3 Dec

SAYING IT WITH IMPACT

Using verbs and adjectives effectively adds impact to your resume. Read this section again carefully just before you actually begin writing.

DESCRIBING RESULTS – GOING BEYOND DUTIES

The typical resume merely lists duties and does little else to sell the person. One of the best ways to sell yourself is to describe accomplishments in terms of results. Duties are often covered by “Responsible for …” Results are generally covered by using the verb developed, such as “Developed a secretary’s manual which explained hundreds of procedures and significantly reduced clerical errors.” This person’s duties were typing, filing, and answering phones, so to show that she stood above the rest, she demonstrated results.

THE WORDS TO USE

While develop is an excellent word, when used three or four times in a resume it becomes overworked.  You’ll need substitutes. The most common are:

Created Instituted
Designed Introduced
Established Setup
Implemented

Other verbs that may be appropriate substitutes in certain circumstances would be:

Built Fabricated Originated
Composed Fashioned Perfected
Constructed Formed Pioneered
Coordinated Formulated Planned
Cultivated Generated Prepared
Devised Installed Produced
Elaborated Introduced Refined
Enhanced Organized Revamped

Developed (devised, prepared, produced) a creative financing/purchasing package to obtain 1900 acres of prime California farmland.

Developed (created, designed, introduced) a new concept in women’s athletics and actively promoted the program. Participation b women grew from 18% in previous years to 79%

Pioneered mime program for gifted children age 8-12.

Developed (built, created, established, implemented, instituted) an intern program to allow students to work in nursing homes and schools for the retarded.

Developed (designed, established) training programs for new and experienced employees and supervised the new employee orientation program.

Set up apprenticeship programs for five skilled trades at the Physical Plant Department.

Developed and implemented an information and referral service for consumer complaints and human rights issues.

Developed and implemented mail and telephone solicitation programs and word processor systems.

Coordinated the company marketing effort, including advertising and promotions.

Designed and installed cash and inventory control systems for various clients.

Developed (created, designed) a unique computerized system, which has dramatically increased service to customers.

For this small, 29-year-old manufacturer of toys, implemented changes in sales, marketing, and production, which enabled the company to double sales and profits in a six-year period.

Developed and supervised a medical records internship program.

Created an employee orientation program, which increased employee effectiveness and helped decrease turnover.

Developed (created, built) a team of highly motivated employees.

Established a sales award program, which substantially reduced turnover of franchise sales staff.

Foresight Proficient/proficiently
Functional/functionally Profitable/profitably
Handy/handily Progressive/progressively
High/highly Quick/quickly
Highest Rare/rarely
High-level Readily
Honest/honestly Record
Imaginative/imaginatively Relentless/relentlessly
Immediate/immediately Reliability
Impressive/impressively Reliable/reliably
Incisive/incisively Remarkable/remarkably
In-depth Responsible/responsibly
Industrious/industriously Rigorous/rigorously
Inherent/inherently Routine/routinely
Innovative/innovatively Secure/securely
Instructive/instructively Sensitive/sensitively
Instrumental/instrumentally Significant/significantly
Integral Skillful/skillfully
Intensive/intensively Solid/solidly
Intimate/intimately Sophisticated/sophisticatedly
Leading Strategic/strategically
Masterful/masterfully Strong/strongly
Meaningful/meaningfully Substantial/substantially
Natural/naturally Successful/successfully
New and Improved Tactful/tactfully
Notable/notably Thorough/thoroughly
Objective/objectively Uncommon/uncommonly
Open-minded Unique/uniquely
Original/originally Unusual/unusually
Outstanding/outstandingly Urgent/urgently
Particularly Varied
Penetrating/penetratingly Vigorous/vigorously
Perceptive/perceptively Virtual/virtually
Pioneering Vital/vitally
Practical/practically Wide/widely
Professional/professionally

Significantly/Substantially

“Increased sales substantially through creative marketing.”

“Absenteeism was reduced significantly by instituting a system of flexible work hours.”

When you have no idea by what percentage you increased or decreased something, the words significantly and substantially will provide the reader with the feeling you are trying to get across. When you use these words, you are saying that what you did really had an impact. The word extensive can also be used in similar contexts.

Produced an extensive revision of the company procedures manual.”

Extensively involved in staff education and development.

Significantly improved communications between nursing administration and staff.

Virtually all apartment units were completed ahead of schedule.

Continually streamlined policies and procedures to create more reasonable work schedule.

Extremely well-organized and efficient.

Exceptionally well-trained in theatre, dance, and music.

A list of adverbs and adjectives is given below. Review the list and check the ones you feel may be useful to you. Try to include them but don’t force it. Don’t use a word or phrase unless it really fits your personality and strengthens your resume. After writing each draft, go back through the list to see if still another word or two might be useful.

Accurate/accurately Decisive/decisively
Active/actively Deep (insight)
Adept/adeptly Deft/deftly
Advantageously Dependable/dependably
Aggressive/aggressively Demonstrably
All-inclusive/all-inclusively Diligent/diligently
Ambitious/ambitiously Diplomatic/diplomatically
Appreciable/appreciably Distinctive/distinctively
Astute/astutely Diverse/diversified
Attractive/attractively Driving
Authoritative/authoritatively Easily
Avid/avidly Effective/effectively
Aware Effectually
Beneficial/beneficially Efficient/efficiently
Broad/broadly Effortless/effortlessly
Capable/capably Enthusiastically
Challenging Entire/entirely
Cohesive/cohesively Especially
Competent/competently Exceptional/exceptionally
Complete/completely Exciting/excitingly
Comprehensive/comprehensively Exhaustive/exhaustively
Conclusive/conclusively Experienced
Consistent/consistently Expert/expertly
Constructive/constructively Extensive/extensively
Contagious Extremely
Continuous/continually Familiar with
Contributed Towards Familiarity with
Decidedly Firm/firmly

Reduced lost time due to illness 81% and reduced industrial accidents by 67%.

Negotiated a product classification change for California freight, saving $18,000 annually.

Negotiated, awarded, and administered contracts with vendors for the procurement of over 65,000 different standard parts.

Continually streamlined policies to reduce redundant procedures.

ACTION VERBS

Accomplished Commanded Determined Fabricated
Achieved Commended Developed Facilitated
Acquired Communicated Devised Fashioned
Acted Completed Diagnosed Filed
Activated Compared Directed Financed
Active Compiled Discovered Fixed
Adapted Composed Dispensed Followed
Addressed Computed Displayed Forged
Adjusted Conceived Dissected Forecasted
Administered Conceptualized Distributed Formulated
Advised Conducted Documented Found
Allocated Consolidated Drafted Founded
Analyzed Constructed Dramatized Functioned
Approved Conserved Earned Gained
Arbitrated Consulted Edited Gathered
Arranged Contacted Eliminated Generated
Ascertained Contracted Employed Governed
Assembled Contributed Enacted Graduated
Assessed Controlled Encouraged Guided
Assigned Converted Enforced Handled
Assimilated Cooperated Engineered Headed
Assisted Coordinated Enhanced Hired
Assured Correlated Enlisted Identified
Attained Corroborated Ensured Illustrated
Attended Counseled Equipped Imagined
Augmented Created Established Implemented
Balanced Culminated Estimated Improved
Bought Cultivated Evaluated Improvised
Brought Dealt Examined Increased
Built Defined Expanded Informed
Calculated Delegated Expedited Initiated
Clarified Delivered Experimented Inspected
Classified Demonstrated Explained Inspired
Coached Designed Expressed Installed
Collected Detected Extracted Instigated
Instilled Ordered Received Shaped
Instituted Organized Recognized Shifted
Instructed Originated Recommended Shipped
Insured Overcame Reconciled Simplified
Integrated Oversaw Recorded Sold
Interfaced Participated Recruited Solidified
Interpreted Perceived Rectified Solved
Interviewed Perfected Reevaluated Sorted
Introduced Performed Referred Spearheaded
Invented Persuaded Refined Spoke
Investigated Piloted Regulated Staffed
Judged Pioneered Rehabilitated Stimulated
Justified Placed Related Streamlined
Kept Planned Rendered Structured
Kindled Played Repaired Substituted
Launched Predicted Reported Succeeded
Led Prepared Represented Summarized
Lectured Prescribed Reorganized Supervised
Lifted Presented Researched Supplied
Located Prevented Resolved Synthesized
Logged Printed Responded Systematized
Maintained Processed Restored Tested
Managed Procured Retrieved Trained
Marketed Produced Revamped Transferred
Mastered Programmed Reviewed Transformed
Mediated Projected Revised Translated
Minimized Promoted Revitalized Treated
Monitored Proposed Revived Unified
Motivated Protected Saved Updated
Negotiated Proved Scheduled Upgraded
Nominated Provided Screened Utilized
Observed Publicized Secured Validated
Obtained Published Selected Verified
Offered Purchased Separated Won
Operated Questioned Served Wrote
Optimized Realized Serviced Orchestrated

VERB TENSES

Describe your current job in the present tense. For all previous jobs, write in the past tense. In your current job, you may need to describe an event, such as a project, which has already been completed. In that case, use the past tense to describe the project, while using the present tense in the remaining portions of your current job.

Developed (instituted, introduced, designed) new operating procedures which reduced labor costs 24% of gross revenues to 14%.

Instituted a preventive maintenance program which increased a combat readiness of a unit by 10%.

ACTION VERBS

A resume should sound alive and vigorous. Using action verbs helps achieve that feeling. “I changed the filing system” lacks punch and doesn’t really indicate if the system was improved. “I reorganized and simplified the filing system” sounds much better and provides more accurate information. Review the sentences below to get a feel for action words. Then quickly scan the words in the following list and check any you think you might want to use in your resume. Don’t try to force them in, use them when they feel right.

Conducted long-range master planning for the Portland water supply system.

Monitored enemy radio transmissions, analyzed information, and identified enemy strategic and tactical capabilities.

Planned, staffed and organized the intramural sports program for this 1,200-student college.

Produced daily reports for each trial and made sure documents and evidence were handled properly.

Presented seminars to entry-level secretaries and worked to increase the professionalism of secretaries in the county system.

Improved the coordination, imagination, and pantomime techniques of adults through mime and dance training.

Allocated and dispensed federal money to nine counties, as board member of the CETA Advisory Board.

Evaluated financial health by analyzing financial statements and ratios.

Prevented the loss of numerous key accounts through effective account management and by solving long-standing problems.

Compiled extensive fisheries data from interviews with thousands of sports fishermen.

Researched and proposed a $1,000,000 project to improve warehouse storage and develop a better distribution system.

Since the inventory system was designed over a year ago. It must be described in the past tense.

USING ADJECTIVES AND ADVERBS

Adjectives and adverbs are words that describe actions and things. Used appropriately, they can enliven a resume and describe more accurately what you did. Notice how they change the tone of the sentences below.

1.       Worked with industrial engineers.

Worked closely and effectively with industrial engineers.

2.       During seven years as staff pharmacist, learned the operations of the pharmacy department.

During seven years as staff pharmacist, became thoroughly familiar with operation of the pharmacy department.

3.       Initiate and develop working relations with local, state, and federal agencies.

Initiate and develop outstanding working relations with local, state, and federal agencies.

4.       Establish rapport with customers.

Quickly establish rapport with customers.

Here are more examples of how to use these words.

Dealt tactfully and effectively with difficult customers.

Outstanding record in teaching.

Comprehensive knowledge and experience in group facilitation.

Presented technical material in objective and easily understood terms.

Able to actively involve parents in individual Education Plans.

Able to train experienced people and develop highly effective teams.

Consistently maintained high profit margins on all.

ACTION VERBS

Corresponded Arranged Recorded Separated
Performed Referred Consolidated Interviewed
Examined Posted Controlled Removed
Priced Prescribed Built Protected
Ordered Logged Oversaw Typed
Provided Assisted Prepared Counted
Instructed Researched Loaded Drew up
Counseled Reviewed Devised Improved
Invented Manufactured Installed Recommended
Operated Adjusted Labeled Audited
Studied Verified Pulled Determined
Negotiated Phoned Analyzed Increased
Reduced Implemented Wrote Organized
Supervised Developed Coordinated Created
Produced Instituted Planned Expanded
Identified Collected Hauled Administered
Constructed Served Lifted Advised
Tested Received Translated Communicated
Obtained Detected Charted Assembled
Routed Distributed Promoted Filed
Dispensed Filled Lectured Mixed
Sold Directed Conducted Trained
Completed Managed Delivered Checked
Supplied Unloaded Eliminated Designed
Solved Wheeled Maintained Evaluated
Realized Represented Selected Purchased
Sorted Processed Moved Packed

Use of the words has substantial impact on the Resume Reviewer.

Regards,

Pinal Mehta

HR Article :- 7 Effective Ways to recognize your People

1 Dec

Employee recognition is a much talked about, but often overlooked part of the workplace. Recognizing and rewarding your employees can be a slippery slope to navigate and sometimes it seems that managers either get it, or they don’t. If recognition is not sincere and genuine, your employees will know it.

 

 

7 Tips for Recognizing Your Peeps – this list isn’t about expensive ways to reward your employees because we know you can figure that out, but more subtle no-cost ideas that educate, motivate and inspire your team because a happy, invested team will always outperform a bunch of bitter Betty’s!

7 Tips for Recognizing Your Peeps

  1. Give ‘Em the 411: Informed peeps are empowered. Many managers make the mistake of keeping all the information to themselves. Instead, share information with your team. Fill them in on how your organization is doing, what the future holds and how they play a part in it. By giving your peeps information, you empower them to make informed, confident decisions and choices, which not only benefit them, but your organization.
  2. Miss (or Mr.) Independent: How many people like being micromanaged? Not too many! Employees value independence, so give it to them. When you work with your peeps to tell them what needs to be done and then give them the ability to decide how to do it, you increase their independence and ability to take more ownership of their role.
  3. Be Gumby: Everyone appreciates flexibility in their work whether it’s working flex hours, working from home or something else. This can be very motivating and shows you trust your peeps. In workplaces where this may not be possible, find ways to be flexible and your employees will respond.
  4. Give Me More: We all know training and development happen in real-time, on the job. Provide your peeps lots of opportunities to grow and learn by investing in their development and provide them stretch goals. It shows your peeps that you trust, respect and want the best for them. You’ll be rewarded when they perform at higher levels with each opportunity.
  5. Decisions, Decisions: How does it feel when all the decisions are made for you? Not so much eh? Well, your peeps are closer than anyone to the work they do so they are really the best decision makers. Sometimes as managers we make the mistake of deciding for our employees. Take a step back and ask them what they think and what they recommend. They’ll be more involved in the process and therefore more invested in the outcome.
  6. How Am I Doing? Everyone wants to know how they are doing at any time so hold frequent check-ins throughout the year so you can have honest conversations about your peeps performance. Take the time to share what they are doing well and what could use some work. Also, remember to share great feedback with the leadership team of your company so they’re aware of the contributions your peeps are making. The more feedback you give your employees, the more they will be equipped to respond to the needs of your organization.
  7. Celebrate! Often we are so busy strategizing, working and executing that we cruise through the year without taking the time to celebrate all the success along the way. Remember, if you celebrate often you’ll get more back in return and you’ll foster a culture of recognition.

How are you recognizing your peeps? I’d love to hear.

Regards,

Pinal Mehta