TO Be Clear When You Communicate

Have you ever said or heard statements like these?

"It's not far now"

"We need it Quickly"

"I'll Call you soon"

"Can you get it to me sometime soon?"

"That will cost a lot of money"

"WE need to communicate better"

If you've said these things, you have a clear idea of what you mean. you know what 'quickly', 'soon', 'a lo' and 'better' mean, don't you?

The obvious problem is, of course, that the other person may not be working to the same timetable as you, so don't be surprised if it doesn't happen as quickly or as soon as you had hoped!

These statements are know as generalizations, with parts of the message being distorted or deleted, so they are open to ambiguous understanding.

When yo hear some one saying these types of expressions, and it will cause problems if the message is open to interpretations, it would be good to offer some clarifying statements or questions;

1. So I can be clear, exactly when do you want the report?

1. When you say 'a lot', how much do you mean precisely?

1. What's your understanding of 'better'communication?

Of course, you wouldn't ask these questions every time someone isn't 100% clear, only when it is important that your understanding is vital. Pulling someone up whenever they delete some piece of information will only drive them to distraction, and is not a good communication technique.

Keep listening for when you might say something that could be misinterpreted it will make you more aware of your communication\ skills and allow you to build greater rapport in your conversations

Performance Appraisal Tips

Performance appraisal time is obviously, one of the most dreaded times of the year for both managers and employees alike year employees will likely spend hours before their appraisal meetings agonizing over whether or not they've really done a good job and worrying about you will say you, on the other hand will spend hours preparing reports and worrying about how not to offend your employee during the appraisal process.

Such is life.

In order to make sure your appraisal process fair, consider the following tips:

• Make sure your employees all receive information regarding the performance standards you expect as soon as they accept their positions. If an employee has a handbook in writing (and signs to prove he received it) he will really have no excuse for "Not knowing" what was expected of him.
• I know your first instinct is to be a friend or "the good guys" but don't forget to document ever single disciplinary measure formally and give your employee a copy of the report. Having these reports in writing will be to your advantage should the employee in question suddenly become a liability.
• Do you have an employee who isn't as productive as he could be? Don't wait a full year to appraise him. Have an interim appraisal and reiterate. What is expected of him. If he does not improve you will have supporting documentation when/if you have to give a negative appraisal later on.
• Make sure your employees have a chance to review and comment on their appraisals, especially if they are negative. Give them a day or two to sign the appraisal and get it back to you with any additional question after the initial appraisal.

The performance appraisal process will run smoothly if you work as ethically as possible. Don't give your employees a reason to feel attacked and they'll eventually appreciate your role in the process.

Courtesy http://www.mtdtraining.com/

Warm Regards,

Bala Sakthivelmuthu

Principal Advisor - E Vel Group of Companies

Founder - HR Talent Focus

How not to be hesitant while seeking help

Sometimes people may be hesitant to ask help from friends, family and colleagues in fear of taking advantage of them.

But this can be done at ease with the usage of expression – Thank you

Be grateful to people who have helped you to achieve is what makes you completely successful.

An article in forbes.com lists out a few ways to thank others that can be inspirational.

When you seek the help of something from someone, always make it a point to tell them how things went and thank them without fail. Most of the times people fail to do so.

While thanking a colleagues, recommended them something which will come in handy fo them. This will make remember you and will also highlight the leadership skills and ability to work in a team and manage others.

When someone helps you, it is also fair to let them know what you are up to.

 For instance, your colleague sends you an article on the energy industry that she thinks might interest you. While thanking her for sharing the article, you can tell her that you are considering opportunities to sit on a board in that industry. Now that your colleague knows, she may forward opportunities to you, the article suggests.

Always try to reciprocate when someone does something for them. Instead of just saying thank you show your gratitude by focusing on something they want and help them with it. When you want someone else to help you, it is quiet natural that you must also be ready to help them even before they ask.

Don’t be too formal when you say thank you, it will defeat the purpose of the word and the feel which it should carry.

Author and post Maya Angelou said, “I’ve learned that people forget what you said, people will forget what you did, but people will never forget how you made them feel”.

Don’t try to be poetic while thinking something saying it directly will be suffice and will hit right in the feels.

If these simple steps can be followed, then you don’t have to hesitate when you need to ask for help the next time.

Taking a look at Anger Management

You are going to have plenty of angry moments at work. It’s inevitable. A team member might call out stick, leaving the rest of you in a lunch; an employee may become indignant or miss a deadline; or a superior might dump a project on you at the last minute .occasional bouts of anger are an undeniable part of life.

When you start feeling angry every day, however it will be time to assess whether or not you have reached an unreasonable or unmanageable level. Will you be able to catch and control your anger before it turns able to catch and control your anger before it turns into rage? Better yet, will you be able to identify misplaced anger in your employees before they go off the deep end or some sort of workplace violence occurs?

We are going to come back to the subject of anger management a quite a bit over the next few days. 

We feel that gaining a strong understanding of anger, anger management, and how it impacts workplace performance is important facet of your management training and will only serve to help you form your own unique style of leadership.

We are going to discuss the reasons why people get angry, how they deal with anger, and what you can do to control and manage situations as they arise.

Always try to reciprocate when someone does something for them. Instead of just saying thank you show your gratitude by focusing on something they want and help them with it. When you want someone else to help you, it is quiet natural that you must also be ready to help them even before they ask.

Don’t be too formal when you say thank you, it will defeat the purpose of the word and the feel which it should carry.

Author and post Maya Angelou said, “I’ve learned that people forget what you said, people will forget what you did, but people will never forget how you made them feel”.

Don’t try to be poetic while thinking something saying it directly will be suffice and will hit right in the feels.

If these simple steps can be followed, then you don’t have to hesitate when you need to ask for help the next time.

Courtesy: http://www.mtdtraining.com

Warm Regards

BS

Founder-HR Talent Focus

How the Managers are Judged

As a manager you'll find that conducting performance evaluation is one of the most difficult part of your job. What you mightn't always realize, though is that someone-somewhere is preparing to evaluate your performance as a manager as well.

So what critera are used to evaluage the performance of a manager? consider the following:

• Are you skilled in all three of the managements roles we've been discussing interpersonal, informational and decision making?
• Are you able to set and achieve goal on your own.
• Do you and your team make your customer happy.
• Do you make efficient us of the resources and talents that have been made available to you?
• Are you capable of taking advantage of the diversity found within your work group?
• Are you ethical in your decision making process.

If you can answer YES to all of the questions above than you're doing a pretty good job. If not, you'll need to take a step back and determine why the answer was NO. Are there things you need to change about the way you interact with your employees? should you be more controlling or give your team more free reign? Your ability to answer these question and then response to them will determine your success as a managers.

Courtesy: http://www.mtdtraining.com

Warm Regards,
BS
Founder- HR Talent Focus

3 QUICK TIPS ON MAPPING ANGER IN THE OFFICE:

Stress full happen all too frequently at the office.  A customer may be incredibly pushy, asking for things that simply cannot be done.

Your boss may be too demanding, expecting too much from you.

Various situations can cause you to lose you cool and lash out, however his should never be done in a professional setting.

Some individuals naturally know how to deal with trying occasions, but others do not. It is never too late to learn to manage your anger in the workplace.

STOP: The first, and most valuable tip anyone can give to someone trying to control, an outburst of anger is simply to stop.

This takes not only incredible self-control but the self-awareness to quickly understand when you are about to get angry and raise your voice, or say something rude.

The first step is learning to gauge your own emotions, and comprehending what makes you upset, mad, frustrated and annoyed.

Then trying to stop your anger in its track; essentially telling your mind and body to freeze in the moment.

Once you have managed this, you will be able to control looking unprofessional in the office, such as when you yell at your staff, slam the office door, or anything else of the sort.

FIND THE POSITIVE:

In any situation, no matter how desperate it may seem, there is a ra of light or something that can provide hope for a positive outcome.

Your anger may be due to someone else mistake or incompetence, or simply because you felt disrespected or unappreciated.

These are all valid feelings that should not be suppressed; however, there are healthy ways to deal with these issues that would be much more productive if there were resolved without any anger.

Therefore, take the time to truly  evaluate what has occurred and how you feel about it and then fine a positive way to discuss that with the offending party.

CHANGING YOUR LIFESTYLE:

Although this can’t be accomplished on the spot, when you feel rage coming on your daily lifestyle truly plays a big role in how often you become angry any how intense your aggression is.

Managers that are overworked, underslept and stressed out typically fly off the handle much more than those that are not. Therefore, take care of your mental and physical well being by resting, exercising eating right and possibly trying yoga and meditation. These steps can help you become healthier thus making you calmer.

Anger in the workplace can not only hurt your professional career by preventing you from getting a promotion or even possibly leading to a termination of employment, but it is bad for your health.

Therefore, use the three tips to stop anger in its track at work.

Courtesy: http://www.mtdtraining.com


Warm Regards
BS
Founder-HR Talent Focus

Retaining Talent, the Adobe way

One of the silicon valley's most happening player is the adobe systems Inc. The company that made Photoshop a household name, is among the top firms in the hiring scene today. So what exactly has the software giant done on the job front?

It has ensured it stays steady with the hiring number at 1000 every quarter. And the man who is considered to be the driving force behind the companys showing is Jeff Vijang Co, Wasits Vice-President for global talent.

As in the case with every other firm the process of onboarding has been vital for the companys success. According to vijungco, his first task on hand was to ensure the new recruit sets foot on the career trajectory right away.

This proved to be helpful for the firm in the long run, as the strategy ensured that freshers turn into productive employees within a few months of their joining. We changed the way supervisors handled the newcomers. They were given definite tasks with deadlines, that focussed on helping out the joinee with the work, apart from giving feedback he says.

One of the highlights in the adobe formula for retaining talent is the plan chalked out for the freshers themselves. 

This is made ready by brining the recruiters or board in the orientation programme.

Unlike in other firms where the recruiter teams work is done with the moment a selected candidate signs on the dotted line, here the members are infused into the work culture too.

The freshers too obtain a whole new perspective of the job at hand with all the departments of the company working together to set him or her up. "The newcomers are handled over a schedule the re-defines short and long term goals. This is a joint work done by the recruiting team, the human respurce personnel and the candidate he explains adding that this trend minimizes the yawing gap between hiring and development.

This is not just the kind of programme that gets done after the candidate familiarizes with the work culture. What makes the tactic a true success is when the team frequently follows upon the new hires.

All of these strategies prove to be beneficial a couple fo months down the line when there is a serious staff and knowledge cruch, it is learnt. The collective knowledge gained int he initial stages all come into use of this point of time, with the employees, who largely benefited from the orientation programme, do not fail to rise up to the occasion.

Another major scheme that put adobe on the from foot, is the transition of the company to the creative cloud its cloud based subscription model.

This significant change also resulted in a huge chuck of leadership development content online which in turn gave rise to the popular adobe connect the companys mobile web conferencing software.

This helped create a huge database of learning courses which the staff were able to take home.

Healthy participation and subsequent productivity were the result of this brainwave.

Apart from this a learner could also avail the online library it is said what is the point of bringing in new technology with no result to show? Adobe found easy answers to this too.

It made sure its developments team joined hands with the IT departments which in turn used its skills to develop a reporting tool to set up dashboards to highlights results. Identify skill gaps was a major issue that was resolved with the help of this technology in learning aspect and also ensured a clearer picture emerged with the usage.

within months, the results were for all to see.

According to the firm, more than 8000 employees in 2015, completed the digital leading @ adobe course. This was huge upswing from the 500 add numbers in 2013. And the task at hand-ensuring the company's talent does not wear away also proved to be a benefactor of this.

In five years of implementation of e-learning the retaining of new comers rose to almost 100 percent

Courtesy: http://www.mtdtraining.com

Warm Regards

BS

Founder-HR Talent Focus