Tips to Nail a job interview

Job interviewing is a way of marketing yourself. It never seems easy. You need to keep an enthusiastic and upbeat attitude throughout the whole interview. Just a little preparation a time ahead can make everything less stressful. Preparation here is key. The more you take time to get ready the more you’ll be comfortable during the interview. Here are some job interview tips that can help you interview effectively.

1.Research

An interviewer may ask you about the company’s industry and history. Also, It’s competitors and it’s competitive advantage in the market. Make sure you know the interviewer name in advance so you can use it and develop a connection with the interviewer.

Moreover, be sure to review the Job description responsibilities and requirements so you can match them with your experience.

2. Get ready ahead of time

Make sure you get enough sleep, you plan for your outfit in advance and you print extra copies of your CV

3. Plan out your route

Be on time or earlier for the interview It’s better to drive to the interview location ahead of time so you know where you are going and how long it takes to take there. Consider the traffic and weather conditions if you are driving.

4.Stay calm

When you are in the interview. Try to relax and maintain your body language. Maintain eye contact and listen to the questions carefully before you answer them. Having a few questions prepared in advance can be a great advantage in your side.

5.Follow up

Always remember to leave a thank you note reiterating your interest in the position.

 

By Zahra Madan

 

How to write a professional Email?

Emails are the most common form of communication in the business world. This why it is extremely important to get it right.  This article will provide tips to help you write a professional email

 

Subject line

  • Be professional & clear
  • Summarize the purpose of the email in few words

 

Greeting

  • Use professional, salutations such as “Dr.” or “Ms.”
  • Avoid informality such as names or “hey

 

Email Body

  • Clearly state the purpose of the email in the firs sentences
  • Be concise and do not ramble
  • Use professional wording throughout the email

 

Closing

  • Express gratitude or respect for their time
  • Call to action or a clear deadline
  • Create a signature with all your contact information

 

Proofread

  • Make sure that there are no type or grammar mistakes
  • Be consistent (formatting, wording)
  • Bold important dates or information and avoid colors
  • Avoid emotional responses
  • Avoid emojis

 

Making a Referral Program Work: 6 Ways to Do it Right

An employee referral strategy can often seem to be an onerous task; creating a program that genuinely inspires, getting employees to take ownership of the initiative, and finding recruiting tools geared for a truly effective returns pattern. However, talent always breeds and reconnects you with greater talent. If you’re looking for high-quality employees, this is a great place to scouting for the same. There are many aspects to an adequate and effective referral strategy.aking a Referral Program Work: 6 Ways to Do it Right

Having said that, like most recruiting tools and HR methodologies, there are a couple of basic building blocks that are always common, easy to remember and help to get one started. Here are 6 essential riders of any referral strategy, that one can’t afford to miss

 

  1. Appreciate an employee’s effort to refer

It doesn’t get any simpler than this. If an employee has actually taken time to refer a known acquaintance, make sure he or she is sufficiently rewarded. And know it’s not just about a compensation – it means recognizing, celebrating, and acknowledging the person in public, through a medium of mass communication (a mailer, a town hall mention, or a card signed by senior management). This will only foster a desire to refer again and inculcate the same in others operating in the employee’s ecosystem.

 

  1. Keep it transparent

A big chink in most referral strategies is that they sometimes tend to go dark after a couple of rounds. It’s vital for HR teams to utilize the recruiting tools at hand to maintain a regular communication pathway with the employee who made the referral. Share your thoughts on the applicant, keep him or her abreast of developments, and don’t forget to appreciate him or her for their attempt to bring you the best talent.

 

“Developers tend to hang out with other developers. Start with your current team and ask them if they have any friends who might be interested in joining your team. A lot of companies, including smaller businesses and startups, swear by their employee referral programs. This is a much more cost-effective recruiting method than paying costly recruiter fees, cuts down on the time it takes to hire, and builds employee morale overall.

 

  1. Make referrals an easy process

If your employee referral strategy and associated processed are dense, the odds are you’ll turn away most of the possible interested workers. Use a variety of the software solutions and referral-supported recruiting tools available, to make employee referrals easier, simpler, and faster in execution.

 

  1. Don’t just reward the end result – consider the engagement

A referral bonus isn’t just all you need to do. Speaking to the employee, as mentioned, rewarding the behavior, a small incentive – like a gift card, a leaderboard with points for referrals, and tangible rewards, like a t-shirt or coffee mug, go a long way in making an employee feel special, and his or her contribution, of real significance.

 

  1. Advertise the initiative

If a referral strategy has to succeed, it must be communicated effectively. Eye-catching mailers, attractive workspace collaterals, and regular reminders, all created in a warm, conversational, and vibrant tone of voice, helps make the program appear approachable, fun, and evocative of a person’s desire to contribute. Remember, your job is to ‘manufacture’ and inspire enthusiasm; the rest will happen on its own.

 

  1. Experiment with a range of referral tactics

No one program works for every company, and it’s important for HR teams to experiment with the kind of program and set of recruiting tools best suited for their enterprise. While fashioning such an initiative, it’s critical to keep an eye on the following:

  • Educating employees on why referrals matter
  • Conveying the criticality of recruitment for a particular position
  • Spreading the program to one and all, across hierarchies
  • Prioritizing positions that are tough to fill
  • Showcasing referral successes
  • Creating a ‘contest’ to promote a referral program

 

“People influence people. Nothing influences people more than a recommendation from a trusted friend. A trusted referral influences people more than the best broadcast message. A trusted referral is the Holy Grail of advertising.” – Mark Zuckerberg, CEO

 

 

Article Source: https://www.hrtechnologist.com/

 

By Malbert Rodrigues

13 Habits of the Most Successful Recruiters

As a recruiter, it’s your job to get the best talent through your company’s front door.

However, when you’re recruiting the best of the best, you also need to be the best of the best.

Of course, becoming a great recruiter takes skill, practice, and intuition, but there are a number of habits and traits that you can adopt quickly to help you become a better HR professional for your company.

Let’s take a look at thirteen of the most significant habits or traits that can help you become a more successful recruiter.

 

Keep it Personal

Whether you’re screening applicants or pursuing passive candidates, the connections you make will likely determine whether or not they come in for an interview or accept a position.

Copying and pasting aren’t going to help you attract the best talent for the job you need to fill. So finding your own style in the process is imminent.

You want your correspondence to feel personal and unique, no matter the stage of the interview process. Include their name, touch on the unique conversations you’ve had, or mention details found on their cover letter or resume.  If you’re using automated e-mail sequences in the first stages of the recruitment funnel, make sure that they feel authentic.

Make sure the ‘vibe’ you give off, is that of you.

 

Maintain a Calendar

Organization is key for any recruiter.

When you have phone calls, meetings, interviews, and your own day-to-day tasks, you need to stay on top of things. Maintaining a strict calendar is a must. Be sure to check off a task when you finish one. Why?

Because checking off a task literally gets you high. Checking off a task from a checklist lets the brain release a small amount of dopamine which motivates you to work until you can check off the next item on the list as well.

Myself, I like to use todoist to organize my day-to-day checklists. It’s easy and free!

Also, don’t be afraid to block sections of your calendar for one single task. Sectioning off specific times within your calendar to focus on particular tasks helps you stay productive throughout the day.

Try to align tasks with your biorhythms as well. Do you feel sharp and focused in the mornings? Then start the day with your sourcing activities. Are you the type of person that needs some time to get the cognitive engine running? Start the day with a short meeting or standup.

Experiment with different set-ups to work out what fits your personality best. Test and iterate.

 

Focus on the Candidates

We have said it before, but the Candidate Experience is more important than ever when it comes to recruiting.

While technology makes it easy to connect with talent all over the world, if you’re not properly considering the experience throughout the entire interview process, you may miss out on attracting that top candidate.

Focus on what the candidate needs while you’re screening, interviewing, and making your final decision. Remember, the decision to work with you is just as big for the candidate as it is for your company. Especially in today’s world where a thousand more options are just one click away, it’s crucial to think about and optimize your Candidate Experience.

Create an environment where both of you can thrive.

 

Perfect Your Outreach

As a recruiter, it’s your job to get prospects excited about the position.

If your initial outreach is boring, stiff, or a little too casual, you’ll find that you’re unable to attract the best talent for the position.

Perfecting your initial outreach message is important for bringing both applicants and passive candidates in for an interview. When you’re able to share the right details, talk to the right pain points, and provide the right insight, you can create a buzz in just one message.

Show the person you reach out to that he wasn’t just part of a list you sent 100 emails to. Personalize the message and your open and response rates will skyrocket.

 

Adopt a Modern Approach

Technology is making its way into the recruiting world more and more and gives recruiters that adopt it, a huge competitive advantage.

The right use of technology increases your efficiency and effectiveness drastically.

If you’re not adopting a modern approach to finding, screening, and tracking candidates, they’re likely to head off to work for other brands and businesses that do.

 

Learn the Ways of the Business

Great recruiters know what their company will need before they even need it. In order to know what is needed, you have to be knowledgeable about every business unit in your organization.

Monitor your company’s processes, patterns, and strategic decisions. Talk with every employee to get an idea of where needs and pains lie. Being curious this way helps you work proactively to get the right talent exactly when your team is ready for it.

Staying on top of trends and focusing on the future instead of the present can get your business in front of the right applicants at the perfect time.

 

Track Your Efforts

Do you already have a Data-Driven mindset?

As a recruiter, you should be tracking your applicants the same way your marketing department tracks their leads.

Keep an eye on how each individual applies for a job. What source do they come from? What information are they provided with, and what stage of the hiring process do they reach? Basic metrics that help you identify exactly which of your channels brings in the top-quality candidates, after which you can decide to double down your budget on this particular channel.

Additionally, the right tracking system allows you to ensure none of your candidates fall through the cracks. By tracking your recruitment efforts, you’ll know exactly who to reach out to and when.

 

Get Social

Social media is more than just a marketing tool. It’s also a great way to recruit top talent.

While LinkedIn is a great way to post openings or find potential hires, other platforms, like Twitter, Instagram, and Facebook, can help you show off what it’s like to work for your company. If done right, these “behind the scenes” views into your business attract applicants and help you really sell your company.

Encourage your team to take to social media to show the positive sides of working for the business. When applicants jump online to learn more about who they’re interviewing with, they can also get to know a bit about their potential team members.

 

Turn Off Notifications

Are you constantly distracted by the buzz or ping of a new notification?

Most recruiters are. With candidates constantly emailing, calling, or messaging you about their application status, it can be difficult to get anything done.

To stay productive, turn off your notifications. Create a schedule where you only check your email or voicemail at a specific time each day. This can eliminate your distractions and help you stay focused on one task at a time.

 

Stop Screening Out

You’re probably sitting there wondering how you can possibly find the right applicant without screening first.

While screening unqualified applicants is an important step in finding the right fit for the job, you shouldn’t be focused on screening applicants out. If you have a list of “nos” you’re looking for when talking to a potential hire, you’re only focusing on the negatives.

Instead of screening out, focus on the unique qualifications and needs of the job. Listen to the benefits each candidate can bring and apply them what your team is looking for in a new hire. In short, focus on the ‘yes’.

And don’t forget, if someone is a little quirky at first, that person might just be a great cultural asset to your team!

 

Get Proactive About Referrals

Referrals typically come when someone is actively looking for something new.

Although these referrals may be qualified, they aren’t always top talent. In order to connect with more high-level candidates, you want to take the referral business into your own hands.

Get proactive about how you get referrals from your team members. Rather than waiting for someone to come to you, go to them and ask if they know any great salespeople, marketers, or engineers – even if they think that person may not be actively looking for employment.

It’s hard to say no to a free coffee around lunchtime so invite these, not-actively-looking-for-employment-type people for a coffee, stay top of mind after, and the opportunity to reel them in will present itself sooner or later.

 

Use Automation Tools

Between scheduling, track, and communicating with applicants, recruiters have a lot to do – but you don’t have to do it all manually.

Automation and AI tools can help take some of the work off your hands so you can get more done in less time. Whether you’re using a scheduling tool to allow applicants to make their own appointments or generating reports with AI, including some automation tools in strategic places into your recruitment processes can make your job a lot easier.

 

Take Control of Your Reputation

Engaged employees care about the companies they work for.

If a company has a bad reputation or too many negative reviews, it can hurt the quality of candidates you see. To connect with the best applicants possible, take control of your company’s reputation.

Monitor reviews on sites like Glassdoor or Indeed – even if you’re not using it for job postings. Be aware of the problems or comments your company may face and do what you can to ensure they’re resolved. Go above and beyond to ensure your company has a strong reputation for being a great place to work.

Consider adding an analytics tool to your funnel to measure what candidates think about the process. This way you can work on providing the best experience, get better reviews and more engaged candidates.

 

Conclusion

Good recruiters can place a perfectly qualified candidate in an open position.

Great recruiters know how to connect with top talent to get them excited about becoming a part of the companies vision.

The transition from “good” to “great” comes down to how you approach your candidates, how you manage your time, and what you choose to invest in. With these thirteen habits and traits in mind, you can work harder to become a more successful recruiter for your company.

 

 

By Malbert Rodrigues

Making the workplace into a fun place

Workplace from the word itself conjures mixed feelings of boredom and stress, mind blowing fact: the happier your employees the more productive they will be and they’re more likely to stick around in the long run, sound too good to be true? Many studies have proven the connection between employees happiness with their productivity.

Here are some great tips on how to turn your workplace into a fun place it’s time to turn that frown upside down:-

  • Create a games area:

If you want the employees to stay motivated and refreshed, providing a fun relaxing break room will help in which they can step away from their desks to enjoy and play some games or just chill.

  • Encourage hobbies at work:

Everyone has a hobby they’re passionate about so why not let employees do what makes them stress free and relaxing like listening to music, reading… etc.

  • Decorate your office:

Spending a huge portion of your time at work so it’s bound for you t o hate your office, your office is a reflection of your brand get everyone involved in this process so that it will harmonize everyone’s vibes.

  • Encouraging friendships (howdy neighbor):

Workplace friendships can help you develop a culture of strong team bond that will enhance team building skills and get everyone engaged to form a better work task force.

  • Have regular meetings that are not business related:

Give employees an opportunity to express and share their opinions about other subjects they’re interested in so that will encourage them to express better and develop their communication and public speaking skills.

  • Blast music:

Usually at 3 o’clock everyone starts to slump blast music so everyone can chip in by clapping or dancing and just have fun.

  • Have a talent show:

Give employees a center stage to showcase their talent whether it’s playing instruments, dancing, or doing magic.

 

By Eman Almansoor

 

Time Management

How often do you find yourself running out of time? Weekly, daily, hourly? For many people, it seems that there’s just never enough time in the day to get everything done, it’s a problem we face at work and in our daily lives however with these few tips you can manage your time during whatever certain time period you desire.

“How to manage your time”:

  1. Goal setting.
  2. Managing interruptions.
  3. Scheduling

To start managing time effectively, you need to set goals. When you know where you’re going, you can then figure out what exactly needs to be done, in what order. Without proper goal setting, you’ll waste your time away on a confusion of conflicting priorities; people tend to neglect goal setting because it requires time and effort. What they fail to consider is that a little time and effort put in now saves an enormous amount of time, effort and frustration in the future.

Prioritizing what needs to be done is especially important. Without it, you may work very hard, but you won’t be achieving the results you desire because what you are working on is not of importance, most people have a “to-do” list of some sort. The problem with many of these lists is they are just a collection of things that need to get done to work efficiently you need to work on the most important, “highest value tasks”. This way you won’t get stressed to get something important done as the deadline approaches.

Having a plan and knowing how to prioritize it is one thing. The next issue knows what to do to minimize the interruptions you face during your day. It is widely recognized that managers get very little uninterrupted time to work on their priority tasks. The key to controlling interruptions is to know what they are and whether they are necessary, and to plan for them in your daily schedule.

“I’ll get to it later” has led to the downfall of many a good employee. After too many “laters” the work piles up so high that any task seems insurmountable. Procrastination is as tempting as it is deadly. The best way to beat it is to recognize that you do indeed procrastinate. Once you know why you procrastinate then you can plan to get out of the habit. Reward yourself for getting jobs done, and remind yourself regularly of the horrible consequences of not doing those boring tasks!

Much of time management comes down to effective scheduling of your time. When you know what your goals and priorities are, you then need to know how to go about creating a schedule that keeps you on track, and protects you from stress.

Following up after the interview

So you’ve just finish an interview and you think that you nailed it. However, few weeks have passed but no one contacted you.  What you should do now?

Here is the right way to follow up on a job interview

 

Always ask the employer what’s the next step before you leave the interview

If the interviewer says they will interview candidates for couple weeks, then you can send a follow up email after two weeks

 

Send a thank you note

You should send a thank you note to the interviewer within 24 hours. Write few lines thanking him for his interest in your profile and for taking the time to interview you

 

Send a follow up email

If the interviewer didn’t say anything about the next step, then it’s better to wait at least a week before sending a follow up email.  Keep your email brief and simple. Below is a follow up email Example

Dear [name]

Hope you are doing well

I was interviewed for the [job title] position on [interview date], and you mentioned your team would be finalizing a hiring decision this week. Would you be able to provide me with an update, please? If you need any additional information from me, please let me know!

Best Regards,

 

Finally, always remember that it’s you right to have a feedback for your interview, however, it’s important to be professional, proactive and useful, not pushy or over-eager.

 

By Zainab Sayed

When You Start a New Job, Pay Attention to These 5 Aspects of Company Culture

When you join an organization, you have a short window of time to adapt to its culture. It’s the old 90-day rule. And we know too many talented individuals who have stumbled in their new company because they failed to read the cultural tea leaves. This happens because most organizations don’t explain the cultural rules to newcomers, and new hires are so focused on the job and the new boss that they overlook the rules’ profound influence. Yet understanding them plays a big role in your initial success. Being cognizant of not just what your colleagues do but how they work matters if you want to be effective and be perceived well.

 

The five dimensions of culture that require your attention. These have the greatest impact on your ability to navigate a new job:

 

Relationships

Companies differ in how they cultivate relationships, in how much they value collaboration, and in how much face time is required to get work done and make important decisions. In some organizations, the only way to influence others is by spending time with them in person. In others, emailing, texting, and video conferencing are preferred over in-person meetings. When you arrive in your new organization, ask insiders how you should approach relationships. For example, do you need to spend time building a relationship with someone before asking them for help or input on a project? Or is it acceptable to gather a list of “go-to” individuals whom you can simply email for assistance when you need them?

 

Observe where and how your colleagues get work done and make decisions. Do they spend much of their time meeting with one another, or do they tend to be at their desks or work from home? Are people friendly and open to meeting with you? Or do they appear to be nice but repeatedly cancel “meet and greets”? You may need others to help you make the necessary connections.

 

 

Communications

When you start a new job, look at how people tend to communicate with one another. Is it through formal channels, like meetings that are always set in advance, and to which everyone comes well-prepared? Or do individuals more often communicate spontaneously with little or no documentation? (Maybe your manager frequently stops by and says, “Can you come join this meeting now?”) You should start by asking your boss what the expectations are. Personal assistants and your teammates are other good sources of information.

 

Hierarchy often determines when and where it is acceptable to communicate with senior colleagues. For example, in more-hierarchical environments, you might have to “pre-clear” any communications upward in the hierarchy with your boss. In less hierarchical organizations, people may be encouraged to email senior leaders to chat with them. The best way to figure out these rules is to ask around. Your peers and direct reports may be well positioned to tell you how to proceed with your manager and those above. Ask about recent successful initiatives and how colleagues influenced senior leaders in their communications.

 

You should also note how information tends to be presented. For instance, do meetings revolve around formal presentations, or can individuals informally share issues, debate topics, and engage in real-time brainstorming without being judged? Some organizations and departments prefer 50-page presentations with reams of details and analyses, while others prefer to work from a simple emailed agenda with a bulleted list of topics. Pay attention to how information is typically packaged for meetings, the extent to which issues are debated versus “checked off,” and how deferential people are to those in positions of power. Observe how senior leaders in the room respond to formal decks and strong recommendations, versus informal discussions. Which style consistently results in a decision coming out of the meeting?

 

 

Decision-Making

How companies make decisions also varies in important ways. Some companies make real-time decisions in formal meetings, while others tend to finalize decisions offline. Even if formal meetings are the norm, you may find that the real decisions happen by the coffee station, in the hallway, or over lunch. Watch for whether the decisions made in the meetings get implemented. If you see people agreeing to some set of actions in a meeting, and then notice that other things happen afterward, that suggests there are strong informal decision-making mechanisms at play that you’ll need to uncover. For example, a decision to invest in a new product might ultimately rest in the hands of two pivotal individuals even when there is an entire senior leadership team reviewing the decision. You’d want to meet with these two key leaders far in advance of any formal meetings, and convince them of your point of view. Or perhaps everyone in the room appears to agree to invest in that product collectively, but you notice that several individuals chose not to voice their disagreements in public for political reasons. You will need to circle back and influence each of them after the fact to ensure they don’t derail your project.

 

Another aspect of decision-making to understand is whether your company culture has a bias for action or a bias for analysis and consensus. In organizations where the bias is for action, time and attention spans tend to be more limited, and decisions are made quickly. If you’re pushing for an initiative, you need to present your position clearly and give key stakeholders the information they need to make a decision. Other company cultures prefer a more protracted discussion of options, models, and strategies. More patience is required on your part, especially because this bias for consensus often means sending more supporting materials and analyses, and redoing the same presentation several times, before reaching a final decision. The question you want to ask is, what is your own bias for action, and how does it fit your new culture?

 

 

Individual Versus Group Perspectives

Some companies approach work as being largely the product of individuals, while in others it is the product of a collaborative orientation. If an organization is very individualistic in its approach, it will generally support a “hero mentality” that recognizes the ambitious individual. Rewards are often individually based, and performance management tends to be based on individual ratings where everyone’s unique contribution is justified to their peers.

 

Group-focused organizations provide more of a safety net in that risks and rewards are shared, but it may be harder to stand out as an individual and differentiate yourself. These organizations tend to be flatter and more focused on shared goals and results. If you are a highly ambitious individual who enjoys individual recognition, you may not get what you need fast enough in terms of career progression. One cue is to listen for how people discuss their work in meetings. If people generally talk about the group achievements, and you use “I” in your presentations, you will quickly be branded as someone who is not a team player. Once again, the key is in recognizing how individuals are recognized and rewarded.

 

Change Agents

Another cultural factor that can have a profound impact on your status and influence is the culture’s orientation toward change. Most places are resistant to outsiders bent on change. Typically, though, highly talented leaders brought in from the outside are told to “shake things up,” to challenge the status quo. Unfortunately, what happens to many of these folks is that they fail. Either they misread the cultural cues as to how disruptive they should really be (versus what they had been told) or they didn’t build the supportive relationships needed to back them up on key decisions — or both. Because they didn’t receive the proper onboarding advice, if any, they underestimated the cultural bounds they’d have to work within. So the challenge for any incoming leader is to determine what you can challenge in the culture, and when you should do so.

 

Pacing and buy-in are also critical factors. You need to ask: Can I be a highly assertive, fast-paced champion of change, or do I need to invest in engagement, dialogue, and consensus building first? Nobody will answer these questions for you — you need to figure it out by watching reactions to the initial recommendations you make. Start with a few trusted people to test your ideas. Ask them how others might respond before dropping your big idea in a formal setting with senior leaders. Know which leaders have your back before you propose major changes.

 

The main thing to keep in mind when you join a new company is that your previous achievements don’t allow you to act outside of the norms of the culture you’re in now. Most organizations will hire you for past experiences, but your future success there will be determined by your impact in your new environment — and depending on how well you understand and work within your new culture, your impact can be amplified or derailed.

 

Reference : https://hbr.org/2018/03/when-you-start-a-new-job-pay-attention-to-these-5-aspects-of-company-culture

 

By Malbert Rodrigues

Benefits to Cultivating a Better Relationship With Your Boss

If You’re Not Helping People Develop, You’re Not Management Material

Employers seek loyalty and dedication from their employees but sometimes fail to return their half of the equation, leaving millennial workers feeling left behind and unsupported. Professional relationships are built on trust and commitment, and working for a boss that supports you is vital to professional and company success.

Employees who believe their company cares for them perform better. What value does an employer place on you as an employee? Are you there to get the job done and go home? Are you paid fairly, well-trained and confident in your job security? Do you work under good job conditions? Do you receive constructive feedback, or do you feel demeaned or invisible?

When millennial employees feel supported by their boss, their happiness on the job soars — and so does company success. Building a healthy relationship involves the efforts of both parties — boss and employee — and the result not only improves company success, but also the quality of policies, feedback and work culture.

 

Investing In A Relationship With Your Boss

When you’re first hired, you should get to know your company’s culture and closely watch your boss as you learn the ropes. It’s best to clarify any questions you have instead of going rogue on a project and ending up with a failed proposal for a valuable client.

Regardless of your boss’s communication style, speaking up on timely matters before consequences are out of your control builds trust and establishes healthy communication. Getting to know your boss begins with knowing how they move through the business day, including their moods, how they prefer to communicate and their style of leadership:

 

  • Mood: Perhaps your boss needs their cup of coffee to start the day. If you see other employees scurry away before the boss drains that cup of coffee, bide your time, too.
  • Communication: The boss’s communication style is also influenced by their mood. Don’t wait too late to break important news. In-depth topics may be scheduled for a meeting through a phone call or email to check in and show you respect your boss’s time. In return, your time will be respected, too.

 

Some professionals are more emotionally reinforcing than others. Some might appear cold, but in reality, prefer to use hard data to solidify the endpoint as an analytical style. If you’re more focused on interpersonal relationships, that’s your strength, but you must also learn and respect your boss’s communication style.

 

Leadership:

What kind of leader is the boss? Various communication styles best fit an organization depending on its goals and culture, but provide both advantages and disadvantages. Autocratic leaders assume total authority on decision-making without input or challenge from others. Participative leaders value the democratic input of team members, but final decisions remain with the boss.

Autocratic leaders may be best equipped to handle emergency decisions over participative leaders, depending on the situation and information received.

While the boss wields a position of power over employees, it’s important that leaders don’t hold that over their employees’ heads. In the case of dissatisfaction at work, millennial employees don’t carry the sole blame. Respect is mutually earned, and ultimately a healthy relationship between leaders and employees betters the company and the budding careers of millennials.

 

5 Benefits to Cultivating a Better Relationship With Your Boss

 

There are many effective ways to improve your relationship with your boss, but in case you’re not sold on the benefits yet, here are five compelling reasons to do so:

 

  1. You’re happier at work.

Having a strong relationship with the person above you generally makes the job more pleasant and interactions more respectful and amicable. Feeling good about this relationship lets you feel good about your job and leaves you less likely to daydream constantly about finding a new one.

  1. You feel more motivated.

Hand in hand with being happier comes an increase in motivation. When you feel good about your job and your relationship with your boss, you want to work harder and smarter to contribute to the success of your brand. Your performance will improve—and this in turn will strengthen your relationship with the people alongside and above you.

  1. You get better feedback.

A strong, mutually respectful relationship with your boss leads to increased acknowledgement of your successes and more helpful constructive criticism. It’s always nice to feel appreciated. And, if you and your manager communicate well, you get more valuable, well-delivered feedback that helps improve your performance.

  1. You become more trusted.

When your boss feels good about your relationship, you become a trusted employee. The boss has more confidence in you and your abilities, your loyalty to the company, your honesty and integrity, your capability for working well with others and so on.

  1. You’re more likely to get promotions and raises.

When you have a great relationship with your boss, a good attitude, strong performance that continues to improve, and trustworthiness, you’re well positioned to keep earning more responsibilities and a larger role in the company. In other words, chances are good you’ll get promotions and raises as your career blossoms.

 

If you ever catch a great boss, it’s just such a rare thing, and it’s amazing.

  • James L. Brooks

 

 

References :

https://www.forbes.com/sites/sarahlandrum/2017/12/08/the-importance-of-working-for-a-boss-that-supports-you/#5e9072df486a

https://www.geckohospitality.com/2018/10/10/5-benefits-to-cultivating-a-better-relationship-with-your-boss/

 

 

By Malbert Rodrigues

 

Resolving conflict at work

Conflict is often caused by disagreement or differences of interests and opinions. It results in lower morale in the work environment and a higher turnover rate. Although it’s sometimes considered in a positive way in which it can creates new ways of thinking and more innovative solutions to resolving problems. On the other hand, Negative conflict is may lead to production and performance shortages.

One of the biggest challenges facing both managers and employees is how to resolve conflict. It affects the progress of team work. The first step that needs to be implemented is to identify the reasons of conflict:

  • Value and personality differences: When there is lack of understanding of each employee differences. As each individual comes from a different background, having different needs, wants and preferences.
  • Variety of Interest: When each employee work for their personal goals and not taking in mind the whole organizational effectiveness and success.
  • Low performance: when one of the employees is not achieving his/her work effectively, conflict is more likely to occur.

Monitoring conflict closely can help in controlling the entire organization environment. There are many ways to control and resolve work conflict:

  • Avoidance: doing nothing and waiting for the conflict to fade away.
  • Collaboration: team work to find the best suitable solution that satisfies all parties.
  • Competing: waiting for the best person to win the conflict without doing anything.

It’s well noted that the best method here is Collaboration, as working together is the best win-win solution.

How to make a positive conflict solution

  • Identify the reasons of conflict and why you want to resolve them.
  • Communicate with the conflicting parties face to face as it’s the best communication channel to resolve conflicts and explains the reasons and solutions behind the conflict.
  • Identify the results of resolving a particular conflict.

 

Everyone receives criticism from time to time. It’s important to remain calm, listen with an open mind and turn this criticism into something positive.

  1. Consider the source.Does the speaker have the authority, knowledge, and expertise to give you this feedback? Does he or she have an ulterior motive (Be careful not to invent one; though, just to make yourself feel better)?
  2. Ask for specific examples.Don’t accept generalities such as “poor,” “disappointing,” or “lousy.” Politely ask the speaker to tell you exactly what is wrong. Questions like, “Exactly what was wrong with the presentation” or a request such as, “Help me to understand what you mean by ‘poor'” should help you to get some useful information.
  3. Evaluate the criticism.If it is valid, accept it gracefully and with a positive attitude. Tell the speaker you appreciate his or her comments and be enthusiastic about your willingness and ability to use the suggestions to improve your performance.
  4. Keep the useful information, but let go of the negative feelings.Don’t dwell on the embarrassment of being criticized. Hold your head up high and move on.

 

Sources

https://www.forbes.com/sites/ashiraprossack1/2018/05/31/how-to-resolve-conflict-in-the-workplace/#5cd8890a387c

https://hr.ou.edu/Employees/Career-Development/Resolving-Conflicts-at-Work

 

 

By Zahra Madan