Being updated and learning about HR trends is one of the most crucial necessities of today’s time. You might not be able to jump into changing your workplace but can certainly benefit from knowing what’s new, what’s expected and most importantly, what works. Here are 5 emerging trends that you might want to look out for.
Correction is not a one-time process but rather an ongoing activity. Until you ‘resolve’ to ‘lead’ your employees into the result you expect out of them, you may face challenges. This New Year, how about having a set of resolutions that can resolve these for you? Here are 5 Resolutions Every Manager Should Make in the New Year…
Personal Branding does not mean that you shout your name louder so that people can hear and know you. But it is about proving yourself an expert in your niche by developing your skills and abilities enough. The endgame in creating and maintaining personal branding is about how you engage people around you on the team.
Emotional Intelligence refers to the ability of individuals to identify and discern between the different emotions of themselves and of others. It also includes the effective management of these emotions and expressing them in an appropriate and effective manner. Identifying the level of emotional intelligence of our employees will not just help you know where your employees stand emotionally but also come in handy when you deal with them on a daily basis. Here’s a quick list that can help you with that.
High potential employees are the ones who are able and willing to contribute the most to the company. These are the people, whom we all love to work with because of their passion, commitment and a constant desire to level up. They push their mental and professional boundaries for their own growth, as well as the growth of the company. High potential employees have their own set of values, principles, discipline, and manner of working. They are able to give their best to the company with confidence as they are aware of their worth an asset.
However, as much as having such people on board is an asset for the company, equally high is the risk of losing such valuable talent. Therefore, leaders have a tough task of keeping these high potential employees engaged for as long as possible in the organisation.
We let our prejudgments and attributions take control of our better self and stereotype the person or a group based on that. And a lot of times, these remain with us for eternity, no matter how hard a person tries to change them. There are many other instances that happen on a daily basis that highlight these implicit biases at our workplace. Find out more…
As a team leader, you emulate a lot more through your body language than you do with your words. You may prepare your PPT, conduct meeting and decide how you will motivate your team in a certain way. But what about the non-verbal cues that you give? This is an often neglected or least-focussed trait that influences your employees the most. In a majority of cases, it tends to overpower what you say with your words too. So here’s a quick guide to help you understand the unspoken language that you can embody.
Irrespective of the size of your organisation, having a committed, skilled and passionate team of people is important for every business to succeed. Through many years of research, trial and error, and working with companies of all sizes in numerous industries, there are some patterns that emerge. Every employee displays some innate needs and it’s on you to understand and motivate them by catering to those needs of your biggest assets – your people. Here are some ways how you can motivate your staff at the ground level.
Each employee of the organisation and most certainly the leadership team are custodians of the company’s culture and play a key role in developing soft skills, especially people management skills in the team. Here are 5 things every manager must do to become a positive influence on their teams.
CEOs must decide the final objective of a task, and ensure that its execution is met with unwavering focus. One of the major dilemmas that every key decision-maker has to face is that of focusing between strategy and execution. Spending too much time strategising or acquiring ideas on strategy may not just tend to delay the execution but also lead to series of other management concerns. It could derail your people management agenda as well as impact employee communication. Here are some of the things that act as red flags. Being aware and taking note of them could help you get back on track.