Archivo de la etiqueta: Employment

How to Criticize Employees | inc.com


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Even if you’re an experienced executive, it’s likely you often find it very difficult to tell other people where they need to improve. Praising a good performance is easy; everyone likes to receive a compliment. But what do you do when a kick in the butt seems more appropriate than a pat on the back? Here’s how to do this effectively:

 

1. Treat criticism as a form of feedback.

The term “criticism,” while accurate, carries the baggage of negativity. By contrast, the term “feedback” implies the participation of both parties–a two-way give and take where both people learn and grow. Feedback is an opportunity for mutual growth. You learn by getting feedback, and you learn by giving feedback. The moment you reposition your criticism into the context of feedback, both you and your employee will feel more relaxed and receptive.

2. Provide criticism on an ongoing basis. Sigue leyendo

Reasons Your Top Employee Isn’t Happy | inc.com


Inc.com - The Daily Resource for EntrepreneursNot sure why your top performer is unhappy? Check out what the most brilliant (yet difficult) employees hate about company culture.

1. Inconsistent / Frequently Changing Priorities

Why It’s a Problem: Nothing irritates a top performer more than ditch-to-ditch or fad-based management.

How to Spot It: Employees hunkering down every time a new initiative is introduced–glazing over at strategy meetings.

What to Do About It: Set a short-, medium-, and long-term strategy and stick to each for a reasonable period without being distracted by the newest new thing.

2. Condoning Mediocrity

Why It’s a Problem: The No. 1 reason high performers leave organizations in which they are otherwise happy is because of the tolerance of mediocrity.

How to Spot It: Disdain and distance between top performers and others who are not pulling their weight. Dissatisfaction with rewards (compensation, bonuses, awards, etc.) given to others.

What to Do About It: Set high goals for the entire organization and build in both rewards (for success) and consequences (for failure). Apply both consistently and fairly.

3. Round Peg / Square Hole Syndrome Sigue leyendo

Workplace Personality Conflicts: Seek Results Not Revenge | Kate Nasser


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Differing views fuel success; tugs-of-war in personality differences stifle it. How well are your teams doing?

Workplace Personality Conflicts: Seek Results Not Revenge
The evil of isolation from distance or differences undermines the true potential of a team. Tugs-of-war over personality styles stifle the very instrument of success — communication. Leaders who realize the power of inspiring and coaching employees through personality conflicts, also realize great results and organizational success.

They untie this knot and replace the battles and tugs-of-war with a professional people-skills approach. These keaders address:

Who does the adapting? Everyone. When employees approach you with issues of communication style differences, coach all to adapt to reach great results.

Which personality type produces the best results in business? None of them. Business is complex involving people with different occupational views. These people have different personality and communication styles. It is the successful fusion of natural talents that delivers results.

What is the difference between a tug-of-war and a lively disagreement of ideas? Tugs-of-war are not productive. Active discussions of differing views are. Tugs-of-war strive to maintain position to win. Active discussions explore and adapt to achieve a shared success. Teams and organizations succeed when employees adapt to and work with different communication styles not battle over which communication style is right! Strive to be excellent, not right.

The Questions That Transform Sigue leyendo

The Power of Praise: ‘Thank You’ Goes a Long Way | Inc.com


Kathleen Kim | Inc.com staff
Thanks INC!

New research reveals something pretty obvious. Thanking and rewarding employees can give your business a boost.
Don’t hold off until annual performance reviews to praise stellar employees. A simple “thank you” here and there can boost efficiency and even help your business make more money.

According to new research (and, perhaps, the laws of common sense) companies that excel at employee recognition are 12 times more likely to generate strong business results than those that do not.

In companies focused on rewarding their workers, employee engagement, productivity and customer service were about 14% better than in those that skimp on recognition, the study found.

The study was conducted by advisory services firm Bersin & Associates President and CEO Josh Bersin wrote recently that “high-recognition culture” companies share three common traits:

First, they build focused recognition programs which collect “thank you’s” and “feedback” from peers, not just managers. Second, they directly tie recognition to business goals and company values, so recognition reinforces strategy. Third, they give employees open and transparent access to the program – so everyone can  see who is being recognized and anyone can recognize another.

But to really praise like a pro, start here:

Be specific and know your people
Consider the delivery
Get everyone involved

Sigue leyendo

Keep Your Best Employees: 5 Steps | business.time.com


http://business.time.com

Rachel came to us with strong work ethic, experience creating organizational hierarchies, an understanding of what it takes to be operationally excellent, and perhaps most importantly, a devotion to our company’s cause: promoting client needs in a collaborative team-oriented environment.Keep Your Best Employee

I put her in a role that made the most sense to me-that is, the job that took the bulk of my time. I was the project manager on almost every project for our customers, but in order to grow the company, I realized I needed to focus on higher-level goals, and not the day-to-day grind. I had intentionally hired someone who had a different skill set, someone who’d be good at nurturing employees by implementing human resource structure (which I’m not). Isn’t that what the experts tell you to do? But I made a critical mistake. I gave her a job that fit my personality, not hers.

She was miserable. She hated the job. The project manager role was external facing and required being heavy-handed with our clients to keep projects on task and within scope.  While Rachel is great at getting employees to tow the line, she struggled with this requirement when it came to our clients.

My instinct told me she was exactly the type of employee User Insight needed to be successful based on her background, professionalism, experience, and approach to the job, but I also knew she was on the way out if things didn’t change, and change quickly.So, in the lobby of a hotel during a business trip, Rachel and I sat down over a stale cup of coffee to discuss how we might carve out a job that would entice her to stay at User Insight.

This is how I did it:   Sigue leyendo

entrepreneur.com | Stories


Growing and managing a workforce is almost never easy. And when it comes to staffing up, business owners have to juggle issues such as tracking resumes, analyzing candidates and other human resources obligations. For smaller firms, the difficulties associated with managing these duties can often be amplified.

The good news is there are several useful toolsthat can help. Though they will not replace a physical HR manager, these three services should be able to help even the smallest company hire and manage employees more efficiently:

Small Business Job Growth Continues
image credit: Shutterstock

Small businesses continued to add jobs in October, but the question remains whether this will be a sustainable trend given growing uncertainty about the economy and looming fiscal issues.

Employment in private small business (companies with one to 49 employees) payrolls rose by 50,000 in October on a seasonally adjusted basis, according to the ADP Small Business Report released Thursday. This is the largest payroll increase since July and accounts for 32 percent of employment gains across all company size groups.

Within small businesses, 37 percent of the employment growth contribution was associated with companies having between one to 19 employees while 63 percent of October’s small business growth was driven by companies with 20 to 49 employees.
Many small businesses remain confident in the economy’s future growth despite and a recent study by Kauffman/LegalZoom Startup Confidence Index suggested that the credit crunch for small businesses may be easing.

 

Retaining Great Employees: It’s Not About the Money


Written by Mansur Hasib

As IT managers and leaders, it is our job to foster the professional growth of everyone who works on our team. If we do not do this we are failing as leaders.

I have had many discussions on the topic of training with both employees and managers. Many IT managers are afraid that certifications will make their employees more marketable and allow them to find better opportunities. Employees are frustrated that their managers do not allow them to grow and so eventually they leave to find better opportunities to learn and to grow professionally.

When I was negotiating my budget as a CIO, I asked for and received $2,000 per year for every employee that could only be used for travel or training. It required the consultation of supervisors and could be used for a conference or even a certification. Since some training is more expensive, employees were allowed to trade and give someone their training dollars for one year so they could get it back from the recipient in a subsequent year. At times I was able to recruit someone simply because I had this guaranteed annual training benefit.

Sigue leyendo

Why Quitting Your Job Might Not Be a Bad Idea


pickthebrain.com

Have you ever wondered what you could do if you did not have to go to work? Are you unsatisfied with your job or your employer? Sometimes we need to “dump the trash” to make room for new opportunities. So many of us get caught in the daily grind, and we forget what is important to us. Our happiness is just as important if not more important than our finances.

Assess Your Situation

Are you unhappy when you come home from work? If you are, try to understand why you feel the way you do after a day of work. Do you feel passionate about your work? Do you think you could be happier doing something else? Are you making enough money? If you are not passionate about what you are doing in your current profession, it can often mean it is time to start exploring other options.

Dream Big

Too often people do not let themselves dream. They do not want to be unrealistic. What would make you happy? If you have been tied down by the same job for a while you realize how important a change can be for a person.  Allow yourself to explore all options and interests. Perhaps you want a job in a similar field, or maybe you want to change professions completely. It is okay to stay in the same job field, but it is also completely natural to want to explore new opportunities. What would you like to spend the next few years doing? Maybe you have a particular hobby you enjoy doing, and perhaps you would like to do something related to that. Sigue leyendo

Keep Your Best Employees: 5 Steps | business.time.com


Looking to attract and retain the talent required to take your company out of start-up phase and onto the next level? Be open to change.

Rachel came to us with strong work ethic, experience creating organizational hierarchies, an understanding of what it takes to be operationally excellent, and perhaps most importantly, a devotion to our company’s cause: promoting client needs in a collaborative team-oriented environment.

I put her in a role that made the most sense to me-that is, the job that took the bulk of my time. I was the project manager on almost every project for our customers, but in order to grow the company, I realized I needed to focus on higher-level goals, and not the day-to-day grind. I had intentionally hired someone who had a different skill set, someone who’d be good at nurturing employees by implementing human resource structure (which I’m not). Isn’t that what the experts tell you to do? But I made a critical mistake. I gave her a job that fit my personality, not hers.

She was miserable. She hated the job. The project manager role was external facing and required being heavy-handed with our clients to keep projects on task and within scope.  While Rachel is great at getting employees to tow the line, she struggled with this requirement when it came to our clients.

My instinct told me she was exactly the type of employee User Insight needed to be successful based on her background, professionalism, experience, and approach to the job, but I also knew she was on the way out if things didn’t change, and change quickly.

So, in the lobby of a hotel during a business trip, Rachel and I sat down over a stale cup of coffee to discuss how we might carve out a job that would entice her to stay at User Insight.

This is how I did it…     Sigue leyendo

How to Find a Career Field You’re Truly Passionate About | via workawesome.com


 

Work Awesome

It’s no secret that people who are truly passionate about their line of work tend to achieve more long term success than those who simply go where they believe their talents lie. They are more motivated to muscle through obstacles and take the risks they need to in order to move to the next level.

I’ve always believed that passion and success — whether in the form of monetary wealth or personal fulfillment — go hand in hand. But what do you do when you simply aren’t in touch with your passions? Or when you aren’t sure how your passions can translate into a viable career choice?

I spent the majority of my college years working towards a degree in early childhood education, sorting through textbooks about child psychology and taking classes about the best methods for teaching various subjects. I thought that I had found my calling.

Then, I started my first internship shadowing a second and third grade teacher. There were aspects of the job I loved — making connections with the kids, helping out with art projects, lending a hand when a student was struggling with a specific concept — but when it came down to it, my passion wasn’t there.

I saw the teachers that were truly passionate about the job come in long before the students did and leave long after the janitors had finished cleaning, and I couldn’t imagine having that kind of dedication. And that wasn’t fair to the students or myself.

So in a moment of clarity, I switched my major to English Writing — a subject I had always been drawn to and had always had a knack for.

Since then, I know I’ve been in the general vicinity of my passion, only taking jobs I believe I can enjoy and trying to keep myself present in everything that I do. But I don’t think I’ve fully arrived at a place where I wake up everyday excited to see what’s next.

I recently had a conversation in which I confidently spouted off all of the jobs I was qualified for and the tasks I could manage for someone. The response was “Yes, but what do you want to do?”

Ironically, I hadn’t thought about that.

Until I answer that key question, I can’t fully live my passion. With that in mind, here are the things I’m implementing into my life in order to find, and eventually live, my passion.

Take note of your hobbies first, your skill set second.

Making all decisions based on my education or skill set automatically pigeon holes me into open positions that other people have created, not necessarily what I’m passionate about.

However, I know that my hobbies are where my true passion lies because that’s how I choose to spend my free time — time that I have the freedom to spend in a variety of ways. So if I seek to find ways to implement my skills into these areas I’ll be closer to finding a career field or job that really speaks to me. Sigue leyendo

Concepto de gamificación o “gamification”


 

Vamos a hacer una pequeña introducción al concepto de gamificación o “gamification”. En esencia, se trata de aplicar la mecánica de los juegos en otros entornos.

No es una herramienta nueva, lleva entre nosotros mucho tiempo y dentro del mundo web se ha asentado en grandes plataformas como puede ser el caso de foursquare.

Gamification no se trata de un juego para potenciar un producto, sino de implicar al usuario a través de pequeñas dosis de retos y recompensas a fin de conseguir que estos realicen ciertas acciones.

En el entorno web tenemos diferentes opciones para integrar la gamificación: Sigue leyendo

I’m Not A Good Boss


 

I'm Not A Good Boss - Brass Tack Thinkingbrasstackthinking.com

There are so many articles and books and even seminars out there about how to be a better boss. What makes a good boss. What makes a crappy boss.

I have a confession to make: I’m not a very good boss at all.

This isn’t link bait or some kind of clever turn of phrase in which I’m going to turn the whole thing around and make it into the ways I’m really a GREAT boss. I’m not.

Managing people is my weakness, actually. I’ve managed teams up to 30+ people, but I really don’t think I excelled at that at all.

I’m really, really good at setting out a vision. I’m really good at building and presenting a strategy, or even mapping out a path to get from point A to point B with sharp clarity. I’m really good at interpreting a bunch of complex concepts into concrete, understandable ideas. That’s what makes me great at the consulting and advisory work I do, because it emphasizes the work within which I absolutely excel.

What I’m not good at is mentoring people, dealing with the day to day nuances of managing a team of individual people. I get frustrated when there’s petty and personal differences between people that distract from their work. I get impatient with people who need to be coached and cheered on from the sidelines, because I suck at that kind of encouragement. I’m not warm and fuzzy, so when people management requires that of me, I’m not good at it. At all.

I think this is an important topic to discuss because not everyone is great at everything. Nor should you be. Sigue leyendo

My customers are paying their bills late!


http://freelanceswitch.comGetting Paid by Freelance Clients

Freelancers have the most unusual type of obstacles when it comes to getting their clients to pay them. Beyond customers going M.I.A. or claiming they forgot, sometimes freelancers find clients refusing payment because they are unsatisfied with the work or not sure if it’s what they wanted. Yet, the work was done, so you deserve to be paid. End of story.

As a freelancer, you need to take proper and effective precautions to make sure you don’t find yourself in a position where a customer is paying you late or not even paying you at all.

1. Do Your Research

Get to know as much as you can about a client before you agree to do business with them. Get references from people who have worked with them and even pull a business credit report on a client if necessary. You must find a way to verify their financial behavior. You don’t want to bother wasting your time with someone who is notoriously a deadbeat.

2. It’s About the Contract

Never do any work on a freelance basis without having a well-structured, detailed contract. Although this takes time to prepare, it can end up saving you time (and huge amounts of money) in the end. Verbal agreements, handshakes, etc., these kind of agreements will never be enough. You need it ALL in writing.

You need to make the customer sign to the fact that, basically, they won’t be wishy-washy.

Be sure the contract specifies exactly what the payment terms are. Do they owe you money up front? When is the exact due date of the payment? And of what amount? Don’t leave any room for questions. Make sure a customer knows exactly when and how much they have to pay and signs to acknowledge this.

Include in the contract that “opinionated oppositions” will not be accepted. Specify that customers are paying for the service provided regardless of final reactions and that you are promising to deliver the service to the best of your ability in line with everything they ask.

Include in a note that if a customer decides that the original service was not what they had intended, or if they’ve changed their mind, that is to be considered a separate process and transaction. You need to make the customer sign to the fact that, basically, they won’t be wishy-washy. This video provided by the “Don’t Get Screwed Over”campaign highlights exactly what I mean by “wishy-washy”.

3. Utilize the Invoice

Sigue leyendo

Are You Creating Disgruntled Employees?


You can’t make every worker happy, surely, and should a business even try? Evidence from our recent research suggests, actually, that the answer is yes. Or rather, our evidence shows that managers are giving up far too soon on their disgruntled employees, making them less productive than they could be, exposing their companies to unnecessary risks from thefts and leaks in the process, and inflating turnover costs.

What causes employees to become disgruntled and what can be done to prevent it? To find out we zeroed in on the most unhappy people in our data. These were 6% in our database of 160,576 employees who displayed the lowest levels of job satisfaction and commitment on their 360 evaluations of their bosses. We were looking for those among them whose managers also oversaw the most satisfied employees. In this way we identified that group of leaders who were managing both the very unhappy and the very happy at the same time. Sigue leyendo

3 Ways to Get More Time Out of Less


 |  | inc.com

You can achieve more in a constrained market without running your employees into the ground. These three steps will get your team focused on the work that really drives growth.

Across the country, businesses are being pushed to do more with less. Typically this has taken the shape of longer hours, later nights, and a big group of unhappy employees. Achieving in a constrained market should not mean spending more time at the office doing less exciting work; it means that you should stop wasting time.

There are three steps managers and staff can take toward a more efficient, more productive organization. By 1) identifying and focusing on your biggest priorities, 2) completing two objectives every week, and 3) outsourcing work, you will find a smoother running organization that employees are happy to contribute to every day.

1. Identify and focus on your biggest priorities. Sigue leyendo

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