CareerBuilder India, Confluence 2016: Team Building Lessons Learnt

CareerBuilder India Confluence 2016

In our previous post on Confluence, the company offsite, we exclusively covered the events and the activities that comprised the whole affair. In this particular post, we will focus on the lessons that we learnt from the whole 3-days’ experience.

All the employees of CB Team India were divided into six Living Groups and were given certain tasks to complete. The unique aspect of the Living Groups was that; members were geographically dispersed. They had to coordinate with each other and then come up with their power point presentations, in the first task.

In the second task, the Living Groups were given an impromptu assignment where they had to pose as CEOs and CFOs of the company and come up with a concrete business plan that can yield substantial revenue for CB.

In the last activity, i.e. the Kerala style boat race, backwater cruise, the six Living Groups were clubbed into two and they participated in a boat race relay.

  cb confluence

Team Building Lessons

Needless to say that, these tasks enabled all of them to take home some or the other life and corporate lessons. Let’s take a look at some of the important team building lessons learnt from Confluence 2016.

#1. Leadership, trust and empowerment

Working together in a remote team set up demands good leadership skills. Trust is another major factor that binds the members together and the liberty to work individually empowers each one of them.

  • Tips for implementation: Trust your team members as a leader and learn to empower them with your leadership qualities. As a leader, have faith and regard for them. The task will be automatically get executed.

#2. Sense of responsibility

Another important lesson learnt is, individual sense of responsibility of each team member. Since each one had to contribute something or the other, members ended up developing a solid sense of responsibility towards the duties that they had to perform.

  • Tips for implementation: If you develop a sense of responsibility towards work, you are bound to taste success. Every professional, whether an executive or a senior manager, must have a sense of responsibility and learn to be accountable for his or her work.

#3. Effective collaboration and communication

The foremost corporate team building lessons learnt from the overall activity was effective collaboration and communication as a team. Since the team members were geographically dispersed they had to collaborate in an effective manner and communicate in the most innovative ways possible. Needless to say that, members learnt how, effective collaboration as well as communication with teammates divided by geographical boundaries, can bind together for a common goal.

  • Tips for implementation: Collaboration and clear communication is essential in order to execute tasks at workplace, especially while working in a team. If communication is not clear, members will fail to collaborate properly and eventually the results would not be up to the mark.

#4. Team coordination

 

The activities demanded immense coordination between the team members and this was definitely one of the best lessons. If there is proper coordination between every team member, the end result will be successful.

  • Tips for implementation: Whether you are a team leader or just a member, always remember to involve everyone and coordinate with them. If you succeed in proper coordination, you will be victorious.

#5. Adaptability is essential

Working in a diverse team with members belonging to different backgrounds, personalities and opinions, makes for a challenging environment. Working in such an environment definitely requires adaptability, especially on the leader’s part, who has to ensure that encourages everyone to participate and values each member.

  • Tips for implementation: The professional world is full of uncertainties. Embracing uncertainties demand adaptability to a great extent. The more adaptable you are to situations, more you will be able to discover your potentials.

#6. Pressure is actually a good thing

When some pressure is put on a group, however arbitrary, it helps motivate and focus strongly on getting a work done faster. The sense of urgency often sees more creative ideas flowing in because there is no luxury time to brainstorm.

  • Tips for implementation: Well, while only managers can execute this task, team members must take up pressure as a challenge and put in their very best at work. Pressure can often bring out the best in an employee.

#7. Working in sync with others

boat race

Working in sync with others matters a lot in such activities and it is one of the most critical team building lessons. For example, when you are rowing a boat with six other people, you have to do it in sync with them in order to keep up the momentum. And in order to achieve proper synchronization, you have to pay attention as well. This is how you will be able to execute a group task.

  • Tips for implementation: While you are working on a project together, try to be in sync with everyone else. Observe what others are doing and how they are doing. Learn from others and then implement those learning accordingly.

On a last note, it can be said that all the team building lessons learnt during the course of every activity, ultimately percolate down to our workplace. We have to implement the skills of coordination, communication, effective leadership, responsibility and of course trust. We need to ensure that all of the above are in sync; it only then that we will not only be able to perform as a team, but also ensure fruitful results.

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5 Ways Managers Can Build Trust Among Team Members

trust at the workplace

How many people trust their managers or employers? Have you ever wondered? Well, researchers reveal that only one in every three employees tends to trust their managers (a recent study conducted by Edelman). In another study conducted by EY, the number was even lower with only 46% believing their managers and only 49% of them having faith in their boss or team leader.

However, trust is one of the major factors that you need in the workplace. Without the trust factor, it is almost impossible for an organisation to perform. The lack of “trust at the workplace” will lead to a kind of sordid environment where most employees will feel unwanted and will not be able to perform at all. Therefore, a place of work needs to be developed where there is confidence.

trust at the workplace

How is it possible to establish trust at the workplace? What can the human resources (HR) department do? Most importantly, what should managers do to win the trust of their employees?

Building trust at the workplace

Well, there are several ways by which trust at the workplace can be developed. Take a look at the following points.

1. Honesty is the best policy

The first step towards building trust amongst your employees is to be honest with them. Researchers reveal that managers who remain truthful to their staff tend to develop a confidence and therefore a long-standing relationship.

Being honest even during tough times is something that great leaders always tend to do. Whether your organisation is unable, to meet its goals or will not be able to roll out bonuses or have decided to scrap the annual cultural event owing to fund crisis—all must be brought to the limelight of the employees. If a clear picture is maintained through and through, the trust factor will intensify naturally.

2. Owning up to mistakes

In most cases, managers tend to avoid owing up or admitting to their mistakes. However, if someone who is in the position of power has the humbleness to admit to his or her mistakes, indeed secures the trust of his fellow members. While being transparent about company policies or losses, it is even harder to admit mistakes as a manager. Nonetheless, if you ever succeed in doing so, remember that in turn, you will end up earning a lot more trust in workplace and respect.

3. Treating employees as human beings and not numbers

If your job is mostly about meeting certain performance metrics, then managers might get into the practice of perceiving their employees regarding their output achieved. But this is where the game changer lies. Managers do not have to be their employees’ best friend, but they can certainly treat their employees as human beings first.

Managers who tend to encourage extreme competition among team members end up introducing a toxic environment where there is absolutely no trust.

Managers must learn to consider and treat their employees as individuals and maintain cordial working relations with them. They do not have to know the details of their employee’s personal lives, but managers must know what their employees enjoy the most about their jobs. Such an understanding is significant enough to gain the trust of their employees.

4.  Recognising and giving credit to employees

To obtain trust at the workplace, managers must understand that recognising and giving credit to employees for the good work done goes a long way in developing trust at the workplace. Therefore, as a manager, do remember to recognise and appreciate your team members and employees for the effort they put in. A little bit of encouragement goes a long way in building a trust.

5. Be your team’s best advocate

To earn trust, managers must be their team’s best defender. While inwardly you might have constructive feedback to give your team members; but outwardly, make sure that you praise them and also take responsibility for their work. It is a tough balance to achieve, yet managers must learn to do this so that they can win the trust of their team members.

Understand that building trust at the workplace is not an easy task and one has to work towards it to achieve it. However, once it has been achieved, it can deliver great results.

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Managing Underperformance at Work: Suggestions for Managers

Underperformance

Performance management review is one of the most challenging tasks of a manager. And, if an employee happens to be a poor performing one, then it becomes even more difficult for the manager to assess and give a proper performance review. However, one has to go on and continue working with all kinds of team members and reportees in the corporate world. So, as a manager, how would you deal with the performance or performance management of an employee who is unable to give his or her very best at work?

Managing underperformance can be one of the most stressful parts of handling a team. The problem is of course; good managers know that the vast majority of employees want to come to work to do a good job. When an employee is not performing, more often than not it is either because:

a)      They are in the wrong job

b)      They have problems outside of work

c)       They simply need more knowledge or information or understanding.

It takes a skilled and experienced manager to be expert and slick when it comes to raising poor performance. Often teams become less than enchanted with their manager when the manager fails to address underperformance, even when the impact is not extreme. One of the most frustrating experiences for a team is when they feel they are carrying a member who is not pulling their weight; frustration can turn into stress when the manager simply does nothing about it.

Ways to deal with underperformance

Nonetheless, it is the duty of a manager to ensure that all his reportees are able to give their best at work and also remain engaged for the maximum time. There are a number of ways by which a manager can deal with poor performance at work. Let’s take a look:

Underperformance

1. Have a fair and equitable way of measuring performance for all employees

2. Develop internal policies in such a way, so as to ensure proper management for under-performance. Design policies to get them right at the first place.

3. Identify the precise areas of under-performance. Exactly what element of performance is the team member not achieving? Poor performance could be associated with lack of productivity, efficiency, effectiveness, or an underdeveloped skill set. Gather clear examples and facts that clearly demonstrate the level of performance. Indulge in proper personal discussion with the employee as to what is leading to repeated poor performance.

4. Make sure that you discuss the issue and not the person. Clarify details and explore the reasons why there is an issue. At this stage do remember to carefully listen to your team member. Try and value his side of the story as well.

5. Stay relaxed, be encouraging of the employee and summarize to check your understanding of the situation.

After you have succeeded in identifying the actual problems, it’s time for you to take necessary steps.

What are the next steps that a manager should take?

After an analysis and a solid discussion with the particular team member, you can choose to take certain steps in order to be able to tactfully handle the situation. The first thing you can choose to do is reassign the task and then observe. Typical job reassignments may decrease the demands of the role by reducing the need for the following:

  • Responsibility
  • Technical knowledge
  • Interpersonal skills

However, reassigning does not ensure that the task comes out to be successful. To ensure this, the manager must avoid tactics like demotion or any other form of punishment for a temporary period. Identifying the root cause of poor performance, working on improvising it through verbal guidance is way significant than simply punishing, that ultimately results in –loss of an employee. Determine what skills can be added, which can enhance his or her performance.

On the other hand, as a final option you might have to take a call and have to release the employee of his or her responsibilities. This might occur when reassignment is not an option and a few number of given chances have also failed. This is said because, continuing to retain an underperformer might have negative consequences and eventually end up affecting your business. Therefore, be careful while it comes to dealing with poor performers. As a manager make sure to exercise your wisdom in dealing with an underperformer in your organization or your team.

The power tip for managing underperformance

Begin from being neutral and equal with all your subordinates. Identify who can play the best role in something. However, do not overlook the performance of both—top performers and poor performers. An observant attitude and amicable strategy will go a long way in doing justice to top performers and providing motivation to the poor ones.

Remember, if they cannot perform after a certain stage, they are not adding any value to their work, the organization and to the business. Therefore, a final call has to be taken regarding their position in the team and organization as a whole.

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Top 7 Tips For Employers To Manage Remote Employees

Remote Employees

In today’s global economy there are skilled people around the world that can help you build your company.  With the competitiveness in hiring talented people in tech epicenters, it becomes all the more enticing to hire people in other cities, states and countries to join your team.  Adding these remote employees to your team present unique challenges to management that you may be overlooking. Improving them will improve morale, productivity, and team cohesion.

India has currently opened up to the idea of remote working especially with the concept of startup growing in leaps and bounds. Increasingly, employers are realizing and admitting that there is a whole satellite workforce out there that is operating outside of the traditional office spaces. They are people who quit traditional jobs in favour of being entrepreneurs, freelancers, and consultants. Some of them lost out during the recession, and decided to stay out of the workforce because that’s where the work and play is.

While remote working is on the rise, one of the biggest concerns for employers is how to manage a geographically dispersed team. In most cases there exists a misconception that managing remote employees demands a completely different skillset. Experts opine that in most cases employers tend to perceive geographically dispersed team in a completely different way than traditional teams. But one should not treat them in a different way. Employers must understand that they are after all employees and working in an organization to get stuff done. So, they should be treated such. Only thing, managers might have to put a little bit of an extra effort in order to be able to manage remote employees well. But how does one do it?

Here’s a look-

Remote Employees

#1. Outline expectation clearly

The first tip towards managing a remote team/employees is to set your expectations as a manager very clearly. Set expectations clearly and make sure that they are measurable by both – team members as well as managers.

#2. Manage difficulties in disconnecting

Remote team members can easily feel the disconnect if they are not engaged properly. Therefore, its essential for a manager to ensure that his or her remote team remains engaged thoroughly. Encourage them to maintain a schedule that not only promotes accountability but also provides regularly scheduled breaks. Practice and preach self-control. Putting time in around the clock isn’t going to lead to productive work hours for you or your team.

#3. Indulge in increased interactions

As a manger of a geographically dispersed team you have to ensure that you interact with team members on a daily basis. The more you interact, the easier it will be for you to embrace them and work more cohesively with your remote team. Daily interaction over any kind of channels will make your team members also feel wanted and recognized. This in turn will lead to more productivity.

#4. Use the best communication tools

Communicating clearly is the best way to manage a remote team. Do remember to keep your communications clear and make use of all kinds of communication tools available. Embrace new ways of communicating technology so that you can be in touch with your remote employees easily. Video conferencing can be one of the best ways to stay in touch with your remote employees. Remember to communicate cross-functionally across teams and also encourage remote workers to do the same. Also have employees send regular updates including successes and challenges.

#5. Have faith in your remote employees

Since remote employees work from a completely different location, they tend to be independent most of time. Constantly keeping an eye is not a possible task and as an employer, you must develop the factor of trust. Work towards developing such a trust factor that encourages employee motivation and ensure that are able to give their very best.

#6. Provide a 360-degree feedback

As an employer, you must provide regular feedback to your remote employees. Ensure that you exercise this activity on a regular basis and provide constructive 360-degree feedback for their work and if possible ensure that the feedback is implemented.

#7. Be proactive in whatever you do

Understand that managing a geographically dispersed team or remote employees is not an easy task. As an employer you have to be pretty proactive in whatever you do. Whether it is assigning work or communicating or providing feedback, all needs to be done on a proactive basis by you.

While it is important for managers to reach out to their remote employees, especially when there are issues related to productivity, it is just as critical for remote workers also to feel confident so that not only they are able to deliver their best but also feel free to approach senior management. Focus on fixing problems and offering solutions to help workers be more effective, and they will be more likely to reach out when help is needed.

By implementing the above-mentioned seven tips, employers can manage and create an environment that not only improves employee satisfaction but also increases productivity, attracts better talent and reduces costs—a win-win for workers and companies alike.

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How To Get The Best Out Of Your Team Members?

7 Simple Things Leaders Will Do To Bring Out Talent In Their Team

When it comes to attracting and hiring talent, two simple approaches work. The one is to source and recruit the best quality talent available on the market. The second is to hire the “decent” (or second best available) talent and bring out the best in them.

If you are opting for “decent talent”, you should start looking for most effective ways to bring out talent in your team and develop a brilliant workforce.

How to bring out talent in your team?

Some leaders drain all their capability and intelligence out of their teams. As they want to be the most capable, smartest person in the room. These managers (team leaders) often shut down the brilliance of others, eventually stifling the flow of ideas.

You know these people because you have worked for them. And, now it is your turn to lead the team and become a better leader.

Here is how to get started!

Bring-Out-Talent
Img. Src. connectlearningtoday.com

1. Listen Intently.

Take time to set aside your agenda and thoughts and tell the person, “You are vital to me”. There is no excellent way to empower another person than to listen thoroughly and carefully to their words.

2. Believe in them.

The best leader gets outstanding performance from ordinary human beings. It is your job to discover what each person does best. And, if you are waiting for the team of superstars, you will be waiting forever. As a leader, you must bring people together to encourage and support each other. If you lead a team, you better have faith in each member.

3. Share both your strengths and weakness.

Typically, talking about the “encouragement” and “honesty” does not lead you and your team anywhere. As a leader, you must demonstrate your competencies. When a leader is honest about her or his capabilities, it motivates the team to adopt the same attitude.

Remember, the biggest strength for a person is knowing your weaknesses. It helps you to combat effectively with individuals whose know-how is the upright complement to your own.

4. Praise effort, not skill.

Focus on effort, not the talent. It will help you to foster the growth mindset in your team, and support them to realise that with right effort, they can accomplish remarkable things.

5. Invest a lot in training.

At several companies, training is a comic story. In a recent study by CareerBuilder on “Application of technology in Talent Acquisition – Key Learnings & Challenges in Adoption, it is reported,[ctt template=”11″ link=”3_37q” via=”yes” nofollow=”yes”]“62 percent employers spend ONLY 5 HOURS of required training – Quarterly”  #leadership #training @CareerBuilderIN[/ctt]

Instead, avoid this trap of “so-called corporate training” and start rewarding people for finding the training that “be of importance” to them. Pay for them to take executive education, online courses or college.

6. Ask compelling questions.

Stop telling your employees, “how to do something?” Try talking less and observing more. Once you start comprehending the situation, express your opinion in the form of a compelling question.

Note – If you want to get the real answer, wait as long as necessary.

7. Spread credit impartially.

The prime motivational technique in every team and organisation is “recognition”. Do not eliminate it by taking all the credit. Instead, give credit to others. It is a brilliant way to thank and inspire them.

It is as simple as following the “reciprocation” theory.

Bonus Tip – Always keep your ego aside! It is not about you; it is about your team and your organisation. As a leader, if you want to be the smartest person in the room, you have utterly failed as a manager and leader. Talk less, listen more!

It is time to change the conventional leadership style and make a real difference. Invite people’s best thinking. When you do these 7 simple things to bring out talent in your team, they will give you more – more of fresh ideas, more discretionary efforts critical for long-term success.

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

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How to Make the Best of Your Meetings?

How to make the best of your meetings

The meeting that whines on and on, the meeting where everyone sits fiddling with his or her smartphone and tablets, or the meeting where almost everyone in the room is marvelling the same thing: Why am I even here?

In the workday, meetings fill an increasing number of hours, and yet most employees consider them as a waste of time.

According to an HBR study, senior executives lose a hundred thousand dollars annually, irreversibly, either by calling for or attending meetings without definitive results.

But, there is a good news: Rapid trialling with meetings in past decade by Fortune 500 and Startups alike has created a new set of rules to contemplate. Here are 3 most important guidelines to consider before organising any organizational or departmental meeting:

  1. All meetings must have stated AGENDA or purpose: Without an agenda meetings can quickly turn into an aimless social gathering.
  2. Attendees should walk away with CONCRETE ACTIONS or next steps.
  3. The meeting must have an END—TIME.
How to make the best of your meetings
How to make the best of your meetings

Here are some additional ways to run efficient, productive meetings that leave your employees feeling excited and energized about their work.

# Send the agenda one day prior. If on a short notice, then, at least, send it an hour before the meeting. This helps the participants to be well prepared around the agenda and keeps them aligned to the objective.

# Convey the expected outcome. It’s quite simple as it is said here. If the attendees are aware that they are expected to solve a particular problem, they will be well aware of facts and figures, and they would also research the problem statement more. As they are well prepared, it takes less time to bring them straight to solutions and everyone follows it quickly too. It further helps to bring everyone to a common consensus.

# Collective Inputs & Decisions. It’s always good to convey clearly that some solutions are expected from the attendees. Of course, they are free to do the ‘thinking on their feet’, but the level of preparedness reflects on their level of participation. All put together the discussion could revolve around choosing the best alternatives rather than preparing.

#Define the Meeting ‘Type’. If you are in charge, it is always good to define the meeting ‘type’. The level of response, enthusiasm and reaction from participants is quite as per expectations. The response is congruent with the type – so you can see the creative best from the people around when it is a ‘Planning’ meeting.

# Make everyone accountable. One good way to make people responsible for it is, by circulating a Minutes of meeting with all attendees and also sharing a copy with senior executives. Key actions and deliverables with appointing people responsible for the same.

#Avoid ‘CC’ to seniors on every mail. A good caveat is discouraging ‘CC’ culture. i.e. not everyone likes, If all emails are marked in ‘CC’ to senior executives. At the same time, it is a good enough opportunity to develop trust and bankable culture with colleagues as well.

Meetings can be truly productive and valuable if you simply take the above steps into consideration.

Hope you enjoyed reading this blog. Please feel free to share your feedback at beyond_0.

 

 

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6 Ways to Motivate the Least Engaged Millennial Workforce

According to a study by the Gallup Poll, Millennials are the least engaged workforce with only 28.9 percent proper engagement. Millennial working population around the world is over 80 million (that is 36% of the overall working population). Future of business now lies in the hands of next-gen workforce aka Millennials and it has become vital for employers to move these unengaged workers of their firms towards engagement for the success of the company.

6 Ways to Motivate the Least Engaged Millennial Workforce
Millennial Workforce

Here are the 6 millennial motivation tips for leaders aspiring to ignite the change and utilize the energy of this unengaged workforce towards the benefit of the organization:

  1. Innovation

Facts:

  • According to ‘2014 Millennial Study’, around 78% Millennials are strongly influenced by ‘how innovative a company is’.
  • As per ‘Deloitte’ report, approximately 66% of the Millennial work in companies that encourages and rewards innovative ideas.

Observation:

Millennials are innovators and the catalyst for change. They wish to solve the complex problems of this world with the help of their high-tech & hyper-connection. They are more inclined towards new ideas and companies which shares and rewards ‘Innovation’.

  1. Flexibility

Facts:

  • Around 73% Millennials want companies to allow modification of their workspace/workstations while around 63% of them ask IT to find solutions for their needs.
  • As per ‘Cisco’ survey, approximately 69% of the Millennials find office regular attendance unnecessary.

Observation:

According to several new market studies and employee surveys, it has been found that employees, especially Millennials seek flexibility at their workplace. They are more interested in the employers who allow customization in the work they want to do.

  1. Collaboration

Facts:

  • As per ‘Forbes’ data, approximately 74% of the Millennials prefer a collaborative work environment.
  • As per ‘IdeaPaint’, around 74% of Millennials prefer to collaborate in small groups.

Observation:

Millennials have a tendency to learn better and quicker in teams. Social Media is their biggest weapon to form collaborations. According to the McKinsey report, social media has the potential to save companies over 1.3 trillion dollars, which they spend over their collaboration programs. Companies such as Google, Facebook etc are known for their extreme collaboration programs.

  1. Development

Facts:

  • As per ‘Forbes’ market survey, the primary reason ‘why Millennials leave an organization’ is the lack of growth and career opportunity.
  • Around 50% of the Millennials believe that the organization should adapt better development policies.

Observation:

Millennials aspires to have a clear picture of ‘what is expected of them’ and ‘what skills plus experience is required’ to accomplish the goal. They prefer transparency in the management, work and from their leaders.

  1. Ownership

Facts:

  • As per ‘Millennials Branding’ survey report, around 89% of the Millennials would like to choose their own preference of when and where to work than to stick in a 9 to 5 job.
  • According to ‘Kauffman Foundation’, approximately 54% of the Millennials desire to start their own business.

Observation:

With the growing entrepreneurial culture, Millennials have a higher aspiration to start something of their own. With an entrepreneurial mindset, they desire ownership of their work, position, tasks and careers.

  1. Purpose

Facts:

  • According to ‘Bentley’s University’s Center for Women and Business’ report, making a difference at work is more important than professional recognition to over 84% of the Millennials.
  • Whereas according to ‘Deloitte’ workplace report, approximately 92% of the Millennials believe that profitability should not be the ultimate performance measuring tool.

Observation:

Most of the Millennials define their career success by the meaningfulness of the work they do rather than the profitability. They are more driven towards the leaders who shares a purposeful vision for work, organization plus personal growth.

Why is Motivation So Important for Millennials?

The millennial forms biggest share of the current global workforce and are considered as one of the highly energetic, qualified yet naïve workers. They are in the need of constant motivation, guidance and meaningful leadership. Millennials have great potential, but, in the lack of proper guidance they tend to become one of the laziest, narcissistic and disengaged professionals within an organization. Hence, the focus should be given upon forming an engagement policy that motivates Millennials and help organizations with the output plus profitability.

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Diwali Celebrations and Productivity at Work

Diwali Celebrations and Productivity at Work

To get the work done when employees are in the festive mood is a big task for managers and leaders. The leisure attitude at work during festival time mostly affects work deadlines, which might lead to spoiled festive holiday mood or leaves might getting cancelled. Since Diwali celebrations have already begun, here are few ways to tackle festive madness and getting work done without affecting your team’s festive fun.

Diwali Celebrations and Productivity at Work
CareerBuilder_Celebration and Work Balance
  • ‘Celebrations on my mind’ kind of employees

These are the ones who constantly hop on to their team mates’ desks to talk about their celebration plans. In short, they are everywhere except their workstations.

What you need to do?

Yes, managers have to be pretty leeway and understand that it is easy to get swayed away when joy is in the air. But on the same hand, celebrations cannot be made on the cost of work; they have to manage the workflow, that’s what their task is. The best way to manage such employees is to pre-assign the work. Fix what they are accountable for before the holidays begin and then it is up to them how they would manage the work.

  • ‘I need extended vacations’ kind of Employees

Be it for travelling to hometown or for enjoying festivals, these are the employees who look forward to an excuse of getting long break from work and celebrate festivals.

What you need to do?

Since this is festival time, be prepared to see lots of leave applications in your inbox. You would need to engage in one on one conversation with every employee to convince them either for canceling the leaves, postponing leaves, or cutting the duration, because you cannot send half of your team on vacations on the cost of work. Once you sort this out, explore options like flexi-work or work from home options to get important tasks done.

  • ‘Let’s celebrate’ kind of employees

“Team India wins cricket match-oh wow let’s party”, “Oh, You cousin’s best friend is getting married, we need party”, “It’s Diwali/Holi/Christmas/Halloween. We should party.” All those in your team who constantly ask you to celebrate each and every occasion at workplace come under this category.

What you need to do?

Getting together often engages employees and is good for team. This way they can celebrate the time and yet stay productive at work. But making it a weekly practice and compromising work isn’t really acceptable. You need to be tactful to deal with such team members; you would need to be tactful. You have to learn how to refuse their demands for party or make it settle for snack treat. Or must cater to all such demands once all the work is done and deadlines are met.

 

With these tips, it will not be difficult for you to manage work and let your team enjoy the Diwali celebrations.

 

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