In a Relationship with Your Boss? 4 Things to Keep in Mind


Love comes in all shapes and sizes and can happen anytime, anywhere with anyone. Workplaces are no exception and dating, falling in love with a co-worker or bosses are in fact pretty standard.

Though there is no doubt it is a natural occurrence – to fall for the boss – it has its list of complications, even more than dating a co-worker.

Power and authority can also make other people seem more attractive – most people had a crush on a teacher when they were at school but hardly followed it because they know it was something forbidden.

However, there are certain rules and regulations one needs to keep in mind while choosing to date at the workplace. And if the person of your romantic interest happens to be your boss, you need to get a little more cautious, especially when you both are in the workplace.

So, what are the tips you need to follow while dating your boss? Here’s a look:

Img. Src.

#1. Try and maintain secrecy

Having a relationship with your boss at the same workplace, might not be the absolute ideal. However, one can always try and maintain discretion and be diligent about the same. It might be rather difficult, as gossip mongers are there in every office. But, try to retain the secrecy element as long as you can.

#2. Don’t be discreet. Be diligent

This is an important thing to take care of. Always be cautious and never let your intimacy add to your ago. Never seek favours from your boss just because you are dating him or her. Handle competition at your level just as you would have done otherwise. Ensure you do not spend too much time at your boss’s desk/cabin.

#3. Limit the favours

Avoid taking limits from him or her that are not on your performance. Remember, if you do so, you will become a villain in the eyes of co-workers in no time. Every move you make towards success will be aligned to your romantic relationship with your boss. So, avoid it as much as possible. In doing so, not only are your efforts ignores but also strips off all your credits. It is a bad idea to expect any favours from anyone, especially in the reporting structure.

#4. Maintain respect and equality

Unless and until you are some vamp, try and keep as much respect as possible in your relationship. Always remember to keep the require distance while in office and especially during the business meet. Just because you are dating him or her in your personal life, do not treat the person casually at a workplace. Do give him or her the due respect he or she deserves.

Understand that dating your immediate boss at the same workplace can have certain perils. You have to know how to deal with office gossips as keeping these things under wrap is not always possible. However, if you know your boundaries and are ready to draw the necessary lines, the overall relationship can turn out to be fruitful, and you can end up having a fulfilling lifelong relation.

( 167 visits )

Is It Really About a Good Personality at Job?

good personality

Smriti Irani, was in headlines a month back. The youngest Union Textiles Minister’s moving experience about her rejection from her first job spread across the world like wild fire.

What was her moving experience?

Smriti Irani said,

“I don’t know if many people know that one of the first jobs that I wanted, and I lined up for, was cabin crew at Jet (Airways). I was rejected because I was told I don’t have a good personality. Thank God for your rejection. After that, I got a job at McDonald’s and the rest is history.”

Her touching experience proved that it is not just the personality that matters but the zest to become someone who is recognized for his/her work.

Traditional Role of a Good Personality at Job


Throughout the decades, personality of a candidate has helped the hiring managers decide whether she/he should be selected for the job role or not. Indeed, not every kind of personality is ideal for every job role, which is why it is has stayed significant for recruiters to pair employees’ roles with their respective personalities, which further drives them to deliver better productivity at workplace.

However, just like women were earlier only considered for home-related errands, men were not considered as great cooks, today women are driving in each division from sports to IT, and males have left observable benchmarks in the hospitality industry. The trend to assess who is ideal for which job has been buried under the caves long time back. Today, individuals with passion for travel writing but hold a degree in MA in English are hired as travel journalists. They do not necessarily have to hold a Mass.Com degree. Likewise, individuals who are born artists end up taking roles in the IT sector. There is no end to extending your interests and career choices and so the parameter of a good personality does not fit actually into job roles any longer.

What do you exactly need to secure a job?

Skills, prior which were only sharpened through scholastic qualifications can now be honed by being in a specific job as well. What precisely required is the earnestness and sincerity to learn something new and passion to achieve your dreams, come what may.

While job-hunting

What should job-seekers must not be afraid of?

Job-seekers, particularly fresher applicants are bombarded with millions of contemplations associated with their personality while job hunting. What they should not be anxious about when applying for a position, which is a contrast to their personality is:

  • How they appear
  • How they dress
  • They are introverts or,
  • They are candid

While, all the above factors if present in a candidate would suffice to secure a job but they won’t all really work if s/he does not have the willingness to work under strict deadlines, adapt flexible work schedules, earnestness to learn, ownership to take up new responsibilities and passion to accomplish something, which others cannot.

What the future beckons will be?

With a change in the manner of thinking, there will be a change in how candidates would chase for their dream jobs. Besides, it will likewise change the hiring procedure of the recruitment industry. Recruiters will no more be interviewing applicants only on the basis of how immaculate they appear on their resume or hiring candidates who appear perfectly dressed-up in the interview and have astounding physical features. Focus will be more on scouting the right talent. Talent that has an unsurpassed enthusiasm to work, a responsible attitude, and an ambitiousness to standout with his or her innovative thinking abilities, which the candidate will put to work all together.

( 120 visits )

5 Ways To Stop The Blame Game At Work


The “Blame Game” is one of the root causes of developing unhealthy work culture. Since the dawn of the time, we have entrusted unnoticed causes to effects that we cannot describe.

All too often, something goes erroneous at a workplace, and the finger pointing begins. It does not matter who the players are and even it does not matter what the circumstances are.

What is important is that once the issue ascends, every Tom, Dick, and Harry falls into the “Blame Game” mode.

According to the industry spectators and business leaders, the blame game is a severe issue leading to toxic work culture – mostly instigating many of the difficulties one experience at the workplace.

Therefore, it is imperative for leaders to contemplate the answers of following questions wisely.

  • How are you blamed and credited? And,
  • How you as a manager deal with the dynamics of blame and credit around you?

Keep an eye on following blame game signs at your workplace

– Frequent attempts to cover mistakes instead fixing them.

– A general nonexistence of accountability on the team.

– Little side conversations (or hallway gossip) always put the integrity of the organization at risk.

– The lack of commitment to the requirements of the organization/client or the excellence of the work.

So how we deal with the toxic work culture of blame? Here are a few tactics that one can adopt to cultivate the better work environment.

5 Strategies to put the Brakes on Blame Game at Workplace

Img. Src.

1. Be Strategic.

It is not easy to work with difficult boss or co-workers but still you need to figure out the productive responses. Always remember, sharing credit may benefit you in the long run, while fighting for recognition and credit could be self-defeating.

2. Emphasis on the Future Instead Of the Past.

A lot of to be learned from the past (mistakes and experiences) events. However, revising the past issues or actions can be counterproductive if it centers on assigning blame. Think like a smart leader and focus on what needs to be done now and in the future. Never use the “feedback” as the understatement for blame.

3. One Step Back and Two Step Forward.

If one finds him/herself in the middle of “blame game” or “credit grabbing” scenarios, instantly adopt the one step back and two step forward strategy. The first thing to do is take a pause. Try to get some perspective on the situation on what is going on, while adjusting your emotions.

4. Build Up Relationship with Those People Who Do Not Throw Others Under the Bus.

Better leaders, teammates and subordinates are those who have a balanced perspective on “blame and credit” game. It is crucial for employers to hire such candidates who seem self-aware and open to evaluating and discussing their performance.  Similarly, when managing the existing employees, it is important consistently to reinforce the message of shared collaboration and accountability.

5. Develop your Skills, Network and Knowledge.

The more you grow your knowledge and expertise, the more you make yourself indispensable to an organization. And, more likely you will not become the target of unwarranted blaming.

At times, the blame game can be painful – when we unethically reprimand for problems that clearly not one person’s responsibility or when we do not receive the credit we deserve. Nonetheless, we do have a choice in “how we respond”.

Follow the Latest Updates on Talent Acquisition & HR Tech on CareerBuilder India G+ and Instagram

( 179 visits )

Making Friends at Workplace- An Awesome Way to Stay Productive


According to 2013 Gallup study, “Employees who have friends at their workplace happen to be 50% more satisfied and productive.”

We already know that having ‘no friends’ at workplace can make you feel dull and inactive after a point of time.  Psychologist Ron Friedman in his book ‘The Best Place to Work’ explains the three core ingredients required for having a good friendship at work – similarity, familiarity, and physical immediacy.

Becoming friends at workplace is a matter of self-exposure. In a challenging work environment, where employees are often found to be competing with each other, there are some secrets that can ensure employee productivity without much hard work.

How to increase Employee Productivity?

Img. Src.

1. Start with Non-Work Conversations

According to a research on employee engagement, the more employees indulge in non-work conversations, the more are there chances to become friends with each other. Instead of buzzing about your boss or the stress of an unachievable target, consider starting conversations like what you will be doing on the coming weekend, or may be your latest hobby.

2. Identify your Common Struggle Areas

It is advisable to look for collaborative projects where you can assist or work together with your colleagues. When you both share the same projects, assisting and collaborating with each other to get the work done is an indirect, yet wise way to foster a friendship at workplace. Sometimes, simply contributing rather competing opens up multiple doors of friendship.

3. Throw a Good Laugh Conversation

Not everyone is a mimic or comedian at workplace. However, showing the positive side of yours which could add a gig or simply a smile on faces is an achievement in itself. When we are building friendships with colleagues, ensure you do not pass a negative statement about anyone and people only remember you for those good laughs they enjoy with you.

4. Don’t Run After

People are mostly busy and do not have time to go deep down the hearts of their colleagues. Getting too close within a day is too much of a forced friendship for someone. Give some time to yourself to open up and let colleagues gradually close to you over a period of time.

 5. Dine & Wine Outside Office

This does not mean to just eat, have some drinks and go home. You can even go on a coffee to know more about the person whom want to become friends with. If he is in your team, you can talk about his or her previous experiences, family background, personal interests and so on to identify whether the friendship can go a long way with that person in personal.

6. Evaluate the Friendship

Sometimes you do not realize that you are knocking the wrong door. Despite you being honest in your endeavor to build a friendship, someone else may perceive a wrong notion about you and attempt to take disadvantage through the friendship. At this juncture, it is highly essential to contact the right people. For this, you can always first observe people from the way they work, communicate around and behavioral instances.

 Do not blend work relationship with friendship. Making friends at workplace can be an enjoyable journey if you do not bring your work authority, expectations and competition as a difference. We meet a lot of people at our workplace, neither all are either worthy laughing with nor all deserve to be skeptical upon. Maintaining a balanced approach to evaluate your colleagues and creating a friendship is an ideal way to ensure the enthusiasm, creativity and productivity you desire at work.

 Hope you enjoyed reading these tips. Feel free to share your valuable feedback at @CareerBuilderIN

( 66 visits )

How To Write LinkedIn Recommendations: Part 2

How to write LinkedIn Recomendations

As promised in Learn How To Write LinkedIn Recommendations: Part 1, here are more tips on how to write an outstanding LinkedIn recommendation for your connection. Without much ado, let’s focus straight away on the tips.

How to write LinkedIn Recomendations
CareerBuilder_Linkedin Recommendation
  • Talk about person’s personality

When recruiters interview a candidate, they focus on identifying the real personality of the candidate. So, by throwing some insight into his or her personality in your recommendation note, you can help the head hunters know the personality of your connection in an easier way.

What not to do: Don’t talk about the habits that future employers would not appreciate. Like talking about somebody’s ability to plan best of happy hours in office isn’t a thing to share about.

Sample Reference: You may use terms like:

  • (Name of the person) made sure our Monday morning staff meetings were never without bagels and coffee. She knows how to motivate a team!
  • Everyone at (name of the office) still miss (name of the person) on the office table tennis league!”
  • No matter how tense a meeting, (name of the person) made sure everyone left with a smile.


  • Share your personal working terms with the person

Mention one line on how you felt working with the person and how he made a difference in the team that you both were part of.

What not to do: This is not the space to become sarcastic or take revenge. Just reminding!

Sample Reference: You may use terms like:

  • Even after her tenure, (name of the person)’s work is still paying dividends; I certainly miss working with her every day.
  • (Name of the person) has always inspired me with her skills of transforming an awkwardly one sided meeting into lively icebreaker discussion.
  • Conclude with Your Solid Recommendation

Seal your recommendation note by clearly stating you recommend the person. Be simple, short and solid and give your contact an enthusiastic thumbs-up.

What not to do: Do not end abruptly or without stating whether you would recommend the person or not. It is better to be clear than give other chance to think even after recommendation note.

  • (Name of the person) would be an asset to any team.
  • As a team member or a leader, (name of the person) earns my highest recommendation.
  • Any employee would be lucky to have (Name of the person) as a manager.

 By writing a recommendation with these tips, surely your contact would shine bright. Once you have written it, proofread it, and hit send.

( 113 visits )

Learn How To Write LinkedIn Recommendations: Part 1

LinkedIn Recommendations

In the last post, I had promised you about sharing tips on writing a stellar LinkedIn recommendation for your colleague, boss, or batch mate. There are some great things you want to write in recommendation note for them; but when you sit down to frame it, it becomes a pain. Here in this blog, I am going to share few great tips on wring recommendation that will make your contact stand out without sounding fake.

LinkedIn Recommendations


  • Start with a knockout line

Start with a line that would grab reader’s attention (recruiters or customers to be precise) describing how awesome the person for whom you are writing this recommendation is.

What not to do: Avoid phrases like ‘one of the best’ or ‘one of my favorite employees’, as these words might be strong but are less qualified and have lost their real value due to over usage. So don’t pick superlative terms in describing the person.

Sample Reference: You may use terms like:

  • It’s rare that you come across standout talent like (name of the person).
  • Ridiculously efficient’ is the phrase that comes to mind when I think about (name of the person).
  • Few people have the opportunity to report to a manager who is also a coach and mentor—but I did when I worked for (name of the person).


  • Talk about your relationship with the person

Readers reading your recommendation would want to know why you are qualified to write recommendation. So talk about how you know the person-your reporting relationship, and for how much time have you been working together (or have worked in the past).

What not to do: Don’t talk about any negative connection. Also, LinkedIn would show your name, company and job profile, so don’t waste your words on describing these.

Sample Reference: You may use terms like:

  • I had the pleasure of working with (name of the person) for (number of years) at the (Company name), collaborating on several project teams.
  • I hired (name of the person) as a (designation) in (year) after seeing his work portfolio, and he’s completed seven flawless projects for me since then.


  • Mention the standout skill/trait

There might be many qualities in the person whom you are recommending; but focus only on the traits which he do better than anything else. Your recommendation should be relevant and focused upon what makes him stand out.  Also, you may ask the person what skills does he want you to focus upon, because there is a possibility that he was working at organizational level with you but now needs to get into managerial role so want you to frame your recommendation accordingly.

What not to do: Avoid being generic, do not talk about any random thing. Recommendations are asked for a purpose, make sure if you are bothering to write something for them, it should be helpful for them.

Sample Reference: You may use terms like:

  • I was particularly impressed by (name of the person)’s ability to handle even the toughest clients—and effortlessly. That skill often takes years to develop among customer service professionals, but it seemed to come perfectly naturally to him.
  • (Name of the person)’s ability to cope with multiple projects was unlike any I’ve seen before. It was usually because of this skill that he could make a remarkable difference in the efficiency level of our team.

So here I have discussed about 3 most crucial aspects of writing a LinkedIn recommendation for your friend/colleague/boss. Stay tuned to The Career Muse Blog, as I will soon come up with more on this.

( 168 visits )

Human Resources: More Than The Salary Slips They Send You

Human resources more than the salary slips they send you

Being in Human resources, people face many stereotypes about how their work life revolves around hiring, firing and salaries. But as any HR professional would like to tell you, this is the mere surface of the deep reality of human resources. Ranging from strategic planning to company image and employer branding, human resources have a lot on their plates, and trust us it is not as simple as it might seem. So here we are with yet another list, to break down the stereotypes and show you the side of HR that you might not be so familiar with.

Human resources more than the salary slips they send you

  1. Policies

Every office requires policies and procedures to keep work streamlined and efficient. All the employees need to follow the same rules and know what is expected of them as employees. Now these policies might be as fun as a dentist appointment or a trip to the amusement park, that depends on the company and field you are working for, but the undeniable fact is that the policies are present and there to be followed. It is the HR department that sits with the management and drafts out such things as sick time, paid leaves and vacation policies, and as the enforcer of these workplace rules, HR also lays out the penalties for any rule breaking, as well as deciding whether tardiness deserves a warning or reprimand.


  1. Employee-Company Relations

For every company, employee satisfaction is a must, because a company cannot run on management alone. Employee productivity is what drives the production and services and keeping them happy becomes imperative. So who is it that looks after the employee satisfaction? You don’t have to look far for the answer – it’s the HR department. HR surveys the employees to see how satisfied they are at work, they conduct exit interviews with departing employees to see what it was that lowered productivity.


  1. Strategizing

HR professionals have reached the place they are at because they understand their subject matter, i.e. human capital. HR understands how the human capital affects an organization’s success. They participate in corporate decision-making that lies beneath the staffing assessments as well as strategizing for future recruitment based on the business demand. Also, all those special days at work – casual Fridays, free lunch Thursdays, or whichever ones your company might follow – you have your HR department to thank for those.


  1. Recruitment

These are not the days of old when offices were offices and people slogged through the day just to earn a living. With more and more job options that were hitherto unknown or unexplored, and people starting to look for work they enjoy, recruiting too has had to undergo a change. It isn’t anymore about just reading a piece of paper earned at a college and deciding whether the candidate has the necessary qualifications and be done with it. Recruitment in itself has undergone a major change and is now much more complex as compared to what it was a few years ago. HR professionals need to spot the people who lie on their resumes or exaggerate their qualifications. They need to perform background checks to screen out candidates that might prove to be undesirable. They need to careful in interviews and make sure that no illegal questions like those on religion, age or family status are asked. But even this is not all. After they have decided that a candidate is genuine, they need to judge him on his soft skills, which is not the easiest to do. Another thing they have to consider is whether the candidate will be a good cultural fit in the company. So recruitment really isn’t about asking a bunch of questions and judging people, hiring mistakes can prove costly for businesses, and so an HR professional needs to be on the lookout for a lot of things to make sure of an efficient hire.


  1. Mediation

Let’s face it, no one can get along with everyone, and if people say that they can, they are more often than not lying. An organization is where suddenly you are put together with a lot of people, most of whom you might not even know. People from various fields and specialties come together at one common ground, and everyone being unique in their own way might cause friction. It’s basic human nature. When you put a lot of them in one place, you can be sure that at least a few of them will not be comfortable with each other. What to do then? Well, again HR comes to the rescue. It is HR that you go to for solving employee conflicts. They need to become mediators (not referees) and take on a peace-keeping role so they can prevent conflicts from lowering productivity or spoiling the office environment.


These roles of an HR professional are still very basic and just a beginning. But after just these few tasks an HR professional must fulfill, we can surely agree that there is more to HR than what we have been shown. Go find your HR and make sure you appreciate all that they do, because it isn’t easy keeping an organization working like a well-oiled machine. Who knows? Your little appreciation might just make their day, also they might remember you when appraisal season comes back, no really though, make sure you thank your HR!

( 193 visits )

Are Employee Recognition Programs for Managers or for Leaders? #EmployeeRecognitionMatters

HR’s take employee recognition for granted thinking it is team leader’s job and team leaders ignore recognizing employees because they believe it is company’s responsibility to take care of the employees. Ultimately, employees never feel appreciated or motivated to work hard and then one fine day they leave the company.

employee recognition programs

This is a common story of every third organization, who is today trying hard to implement a strong retention strategy, but fails to identify the behind reason.

Let me simplify this for you.

Employee recognition deeply affects an employee’s performance (read : The Value Of Recognizing Employees), and here both HR and leaders have a crucial role to play. On one hand where team leaders or team managers have a direct role; HR’s have an indirect role that connects to training managers & Leaders on how to do it precisely.

Source: Pinterest
Source: Pinterest


How Leaders Make People Feel Important Through Rewards and Recognition

Here are some of the ideas that leaders or managers can adopt in recognizing their employees.

  • Practice simple courtesy of basic interaction when you meet people.
  • Listen to what your coworkers, peers and staff members have to say.
  • Use powerful, positive language in your interaction with others.
  • Put praise in writing
  • Keep your commitments to staff
  • Give staff public credit for contributions


HR’s Role in recognition & rewards:

To make a particular task done is also a biggest task. That’s what HR’s role is all about.

  • Design and implement great rewards & recognition programs.
  • Track what works and what doesn’t and use this knowledge to recommend effective changes.
  • Train managers on the organization’s recognition programs.
  • Provide coaching to managers and supervisors.


Here are few tips to rock employee recognition program. Follow these to see the magic of employee recognition.

  • Avoid being a choosy manager:

Do not be a knee jerk and feel that showing up on work on time doesn’t count for recognizing. Every behavior, attitude and habit that you expect from your employees, if met, deserves appreciation. Every small appreciation counts, so never forget to recognize deserving effort.

  • Be timely:

Anything that is not done on time does not count. So do not delay in recognizing your employees doing exemplary work and acknowledging their efforts.

  • Make it individual:

Be specific, do not follow a template to send or convey an appreciation message to every employee. Like their contribution was unique, so should be your appreciation effort.

  • Share the story:

Share the appreciated employee’s success story with others to inspire them and motivate the individual.

( 221 visits )