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What motivates You?

mein2016

Anita Simson

Manager – Human Resources

Towell Mattress & Furniture Industry

What motivates You?

‘You can’t do it’ – Yes… this is the statement that motivates me. When I hear someone saying this… something triggers in me and I get all the energy that facilitates to get the task done.

The fun is to rise above all the negativity around you. The more the negative vibes around you and the negative talks that surpasses you, the bigger is the energy in you that enables you to uncover your hidden potential.

It’s always nice to work and be in a positive and fun-filled atmosphere; but nonetheless, the negative atmosphere equally should give you an opportunity to discover yourself.

For me… when somebody says ‘you can’t do it.’ It challenges me in a better way and the energy that oozes gives me an inner as well as an outer strength to encounter and arrest the opportunity. And when you approach a situation with such kind of energy, believe me… it works and always works well!

A major part of the world looks for some external angle of motivation without even realizing that the actual ‘thing’ lies within. Wandering for the external help leaves you thirsty and doesn’t quench your thirst for success. This wander for the external aid without any hardcore substance within seriously tires you and drains out all your positivity.

STOP looking outside for help; START looking within- a process of discovering and rediscovering yourself. It should be as simple as seeing yourself through a mirror. When you look at yourself in a mirror- you simply notice the ‘wow factor’ and simultaneously find the shortfalls and the very next step you take- is to cover it up… Right? Apply this practice for your personality development too and make it a regular practice. Keep highlighting your good features- possibly in 3 dimensions and give an improving touch-up for your weaknesses. At every gaze in the mirror, consider to get a fine makeover by eliminating at least one limitation and this would sure shot give you buoyancy.

This confidence in yourself- the self-confidence will motivate you to look forward, do bigger things and leave you at the entrance of gratification.

Motivation, inspiration or encouragement for growing up in your career and to be a thorough profession, may vary from person to person. Understanding what factors boosts your employees gives you a competitive edge, as motivated employees in return, by and large, helps in improving organizational performance Let’s elaborate it by drawing some paradigms that keep our employees going- A result of instant survey in our organization is given below:-

Speaking one-on-one basis with our employees, there was a flash of realization that majority of them got motivated with the other factors apart from the monetary benefits. Employers need to apprehend the fact that the high salary do not always enable you to retain the employees, but a bouquet of many other things… and that’s where the employee engagement comes in. Only by being motivated you can create a super-stirred ambience for others. Be realistic- be credible- be authentic and everything will fall in order.

Wear your factual HR hat, understand what motivates your employees and keep motivating them and in return you would find a phenomenon change on the Organizational performance! Happy staying motivated & keep motivating!!!

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Knowing your strength is ‘Strength’

mein2016

Anita Simson

Manager – Human Resources

Towell Mattress & Furniture Industry

 Knowing your strength is ‘Strength’

Strength- who doesn’t have it?? Strength to one is a weakness to someone… and the key point is to make over this weakness and enjoy the show.

Strength is a forte, métier and sovereignty found within. It just needs to be discovered, understood and utilized for betterment. Strength is an inner quality to be exhibited and exploited to the core.

Strength is a gift that is already given to you and now You, as a receiver has the full authority to know it and unveil it to the brightest cause. These are the inner qualities which builds-up your social, mental and intellectual level. And there are some qualities that is acquired as you grow and some others that you need to gather on an everyday basis.

The now acquired qualities strengthens you amongst the others and will find yourself distinctive from them. The quality of staying one step ahead from others itself boost your morale and elevates your confidence.

Being a HR professional, you now already wear an exceptionally unique hat- go on adding feathers to the same. Learn from anything and everything that crosses your way and add on to your strengths. Transfer the same in your everyday working style and you will find your people more responsive, more authentic and ultimately more productive.

When I say learn from everything- literally means the same- learn from and respond to every situation. Facilitate your people to identify their strengths. An employee who fails to communicate effectively- help him improving his communication skill, someone who fails miserably in delegation- make him do something he is better in, someone who loses his temper may not handle the customer service job, someone who fail to understand others to be focusing on interpersonal skill, someone who doesn’t have the ethics may not continue with you, etc., etc. Formulate yourself to think, respond & act diplomatically, as no one should be above the organization.

I believe the more you ponder on your strengths- the more you become strong and vice versa- that’s- more you ponder on weaknesses- weaker you become. Yes… you read it right! Don’t get into detail of your weaknesses, but simply understand the same, work on it- transform it to a strong point, correct it or at the worst let it go off. Do not waste your time on this… instead focus on your strengths, add some and add some more. Add what others don’t have and standout in the crowd. This makes you outstanding- stupendous- exceptional. Give your workplace the best, enable your employees become superior, make your management remarkable and finally your organization- ‘The Employer of Choice’- wherein everyone wants to come and give their best!

For me- staying aloof of your strength is a weakness! Know, comprehend and strengthen your strengths and stay strong!

Make the utmost of the term ‘Human Resources’… the resources that comes with strengths and weaknesses, that could be developed, recuperated and that could be transformed as one of your finest asset.

Practice ‘Kaizen’- A Japanese business philosophy of continuous improvement of working practices, personal efficiency, etc. Strengthen yourself, strengthen your surrounds …

…And… see the difference… Now you see yourself wearing HR hat with pride & satisfaction and see the phenomenon change!

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Potential is everywhere… Tap it!

mein2016

Anita Simson

Manager – Human Resources

Towell Mattress & Furniture Industry

 Potential is everywhere… Tap it!

You need an eye to capture, will to aid and a persistence to make it happen!

You- as a Human Resource professional… considering the fact that all HRPs understand the reality that human capital is the most important yet underutilized asset.

Every Human Resource professional needs to have an eye to catch the hidden potentials in an employee. While some people are blessed to have an opportunity to explore themselves and utilize the same to the fullest; a major fraction of employees lack with this kind of opportunity. It is awe-inspiring to read or hear that one should follow the heart; but many a times it works out well with a sound head in place.

A HRP needs to engage themselves and take out time and put in enough effort to explore the potentials in each and every employee, as it benefits the individual to grow and contribute towards the growth of the organization. This turns out to be a win-win situation for both the employee and the organization.

As a HRP, exhibiting the need for Learning & Development in an organization may not be welcomed most of the times. Understanding the fact that it is not a cakewalk to convince the management that the educating process is not just a waste of time and effort but an investment worth investing is the core of HR in the true sense.

Ensure that L&D process should not be a one-time but has to be a continuous process to yield the finest results. Keep your endurance level high, as you are the significant tool that prospers the way to sumptuous health of your organization.

Keep polishing your employee every now and then and get the best out of them. It indeed helps you extracting the unseen talents out of others and in turn helps you stay lively in terms of employee engagement. Knowledge sharing can be executed anywhere and everywhere- starting from the corridor conversation, simple hello at desk to the gossip corner of your work premises. A smart way is to switch every inch of the workplace, every moment of the employee to a learning and earning experience. Give them a cut and a polish and they will shine and sparkle like a diamond throughout.

It’s really fun to have people thinking in the same line around you. Find innovative ways to pin down their interest.

Collaborative working style enhance the culture of any organization. It is always seen that you involve your people in your working and you find amazing results. This is a result of not imposing anything on anyone yet everyone understands their roles completely, feels empowered and march towards a single goal. The said is elaborated with a given example.

Our organization decides to go on a cost-cutting drive in the start of Year-2015. An open forum, participating all employees, was conducted. It was amazing to see the employees, even at the junior levels, coming up with loads and loads of ideas oozing out their best creative juices. Your role as a HRP is to encourage people open their minds, start thinking out of the boxes and voice out their opinions. We got practical, workable concepts of reducing papers and wastages in the first place, which in actual words- got a sizeable percentage in cost reduction. The fine suggestions, which were executed and attracted amazing results were:

  • Reduce the no. of printers around- This obviously restricts unwanted printouts and duplicates.
  • Printouts in book size- reducing the no. of papers/ files.
  • System generated fax- restricting the printing of the same.
  • Electronic signature- reducing considerable amount of papers, therefore reducing the files, storage, time, etc.
  • Internal documents to be printed on one-side used papers.
  • Contacting a recycling company for wastages- as earlier we use to pay for clearing the wastages and now it was done with no expenses and initiated a walk towards the Green Community.

To summarize the above, Year-2015 reflected a 33.4% of reduction in paper usage. We owe this success to our employees as they were the advisors as well as implementers and as stated the HRP stood as an instrument to make it happen.

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What Can You Do when Employees are constantly late to work?

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KUNAL GUPTA

4Sight Associates

Founder Partner

What Can You Do when Employees are constantly late to work?

Tackling habitual late comers at the workplace is a delicate issue – more so in organisations where productivity is directly linked to effective human interfacing. Service oriented industries, Skill based output etc.  are traditionally more affected if employees come in late to work. While traditional ‘persuasive’ methods work in conventional setups like manufacturing units or individuals, repeat offenders indicate a more deep seated malady within the organisation’s culture or systems.

Interestingly, identifying the cause of the problem is often easier than acting on it  as the offending party –  often a cantankerous boss man, disgruntled employees or  some very sloppy HR / Management practise – mostly always refuse to accept their own role in the matter Setting up an  ‘action plan’ to remove such errant behaviour is  therefore more complex and intensive work has to be done at multiple levels simultaneously and followed up rigorously.

Firstly, it helps to draw up an inventory of the attendance records of the errant individual or group over a reasonably extended span (say past one year).  This data may be incorporated into individual portfolios; each portfolio  in turn should also individually track the employee in terms of Total Job Experience, Aptitude and skills, tenure and Seniority, Functional exposure etc.

With this background, personal interviews with the concerned individuals need to be conducted. Handled with care, this process fosters transparency, gives fresh insights into possible causes while helping track emotional and compensation issues (e.g.  present job- satisfaction levels, dissonance with corporate objectives and goals, and possible discord in the immediate physical environment.) Ideally the interview should be documented in a structured format in the interviewee’s presence. Besides making the employees feel ‘listened to’, it will provide an insight into their behaviour pattern and identify possible shortcoming in the work style or systems being followed. However, it could also bring in some harsh ‘home truths ‘about the organisation or present management style; the trick is neither to be too judgemental nor too sympathetic but to factually capture these observations and use them as clues to provide specific insight to the extent and causes for the problems. If entire functional groups or teams  appear affected, it is time to relook at the functional relationships and re-assess the efficacy of the group with possible escalation for remedial management action.

Meanwhile, try instituting special mention/awards for the most punctual individuals in every group – and also incorporate a special “EMP-LATE” award of the month  this “community censure” treatment works wonders with minimal ill feeling.

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Emotional Intelligence in Teams

Tanshree

Tanushree Sharma

Assisstant Manager

Talent at Ernst Young

 

Emotional Intelligence in teams.

 

 “Everybody is a genius. But if you judge a fish by its ability to climb a tree, it will live its whole life believing that it is stupid”     – Albert Einstein.

 

Companies today are working on cultivating a professional environment that respects and embraces people’s differences. ‘Emotional intelligence’ or EI is an integral part of these efforts.

 

Everyone has strengths and weaknesses by virtue of their professional and personal experiences. However, collaborating to work towards a shared goal, within a diverse group, helps lessen the impact of any individual weaknesses, and translates their collective strength into some positive and powerful results.

 

They say, “Great teams are led, not hired.” EI is often applied to teams as there is a pressing need today to make teams work better together. The important difference between effective teams and ineffective teams lies in the emotional quotient (EQ) of the leader and collective EQ of the group.

 

EI can only evolve and increase with our desire to learn and grow. Here are some things that one can immediately start applying to increase ones EI or that of ones group.

 

Stay ‘cool’ and manage situations

We don’t need to juxtapose our various activities, to decide if we are stressed or not. The truth is, we’re all stressed out about something.

Add ‘a song of the day’ in your daily routine – Put on that special tune that takes you to your ‘happy place’ and puts you in the right mood to combat stress.

 

Don’t be reactive in the face of a difficult situation or a person

If you’re like most people, you have moments when your emotions get the best of you – whether we’re in a bad mood or a good mood. Knowing who or what pushes your buttons and how it happens is critical for taking control of these situations. Be self-aware to prevent any foolish choices.

 

Use the “Power of the Pause” when necessary

“Power of the Pause” provides is an ideal approach to self-management. It is what Maria Shriver recommends in her 2012 speech “Have the courage to press the pause button” to better handle the 24/7 nature of our world & to form an appropriate response in a difficult situation. She states, “Whenever you are in doubt, pause; take a moment, look at all your options, check your intentions, have a conversation with your heart, and then always take the high road.”

 

Reduce undesirable emotions

So you’re having a bad day? Turn that frown upside down & diffuse any conflict by simply smiling. When you are nervous, angry, or stressed smiling will trick your mind into feeling happy.

 

Bounce back from any hardship

With every challenging situation we encounter, ask questions such as “What is the lesson here?” “How can I learn from this experience?” “What is most important now?”

 

To conclude I’d like to say that we all have different personalities, different wants and needs, and different ways of showing our emotions. EI helps us in steering through it all, as it requires tact and talent – especially if we hope to prosper in life.

 

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“Wanted – SUPERMAN OR SUPERWOMAN – HR ”!

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Maitreyee Bhaduri

Vertical Head Employee Engagement and Communication

Adani Power Limited

 

 

“Wanted – SUPERMAN OR SUPERWOMAN with a better dressing sense”!

While I love to write and share my thoughts with others, I rarely get the time to do so these days. So I decided to write a few short articles on some recent observations at work and in the industry as a whole.

Most HR professionals identified in the elite cadre across the industry, agree that it is important to induct non-HR persons into HR roles in order to speed up the function of an HR Business Partner (HRBP). However, over the last year, while more and more roles have opened up for HR Business Partners across all organisations, the job descriptions have sadly remained backward in approach. Most JDs of HRBP outline the role of an HR purist.

An HRBP according to any typical job description (JD) is expected to deliver a role that spans across the entire spectrum of HR operational activities such as recruitment, performance management, exits and statutory compliances as well as analyze the myriad data, capture trends, report the same to the management, train and coach on leadership development and manage the talent pipeline. Oh Wait! That’s not all, the HRBP has to also strategize, manage the external branding as well as internal communication, engage and motivate employees and aid in change management.

Here’s a thought – Why don’t we simplify the JD instead and simply write “Wanted – SUPERMAN OR SUPERWOMAN with a better dressing sense”!

If your organisation is in a bad shape and really needs an HRBP, what you are actually serving the HRBP at the very start is a ‘’big basket of rotten apples’’.

In case you are an HR person who belongs to an organisation that cares for its employees and is really serious about sustaining an HRBP role, here are some helpful tips you can use –

  1. If you add too many areas for any role, then don’t expect the incumbent to succeed.
  2. Don’t expect an HRBP to start performing from day one.
  3. The first job of the HRBP is to listen to the employees and the leaders. Make copius notes and then bring order to the chaos.
  4. An HRBP is not a one man/woman army model. HRBP has to be a team of experts who identify and undertake one project at a time in order to succeed at the same.
  5. Do not expect an HRBP to succeed if he/she has to impose upon the remaining HR team members. He/She will belong to the HR team and in order for them to succeed, they need to be able to make friends in the team. A role that acts as a data collector/fault finder of his own team will seldom be able to make friends internally. Such an HRBP is bound to be de-motivated the fastest and leave your organisation for greener pastures.
  6. None of the HRBP JDs mention anything about knowledge of business or developing leaders from within his/her team or grow more HRBPs internally.

Lastly, an HRBP role is that of a doctor who has to treat an accident victim. No wound can be healed overnight. No one medicine can cure all ailments and no one treatment is a sure shot guarantee of complete recovery. Hope this helps.

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