And you thought your job is safe?

Just the other day I was talking to an old colleague of mine who had just lost his job and couldn’t bring himself to accept the fact that he was let go. It happens, again and again. Good Employees, having worked long hours, nights, weekends and often for years find themselves on the receiving end of the stick and have a hard time reconciling to the fact that they were let go. We often have a tendency to feel invincible and feel as if we are indispensable. Nothing could be further from the truth. Corporations are in it to make money and have a fiduciary duty to maximize the profit for their shareholders. As such, their focus is to be as lean and efficient as possible, otherwise they run the risk of being left to bite the dust themselves. The employees, having spent few years in an organization often become…

How to build an effective team?

Team building is the latest buzzword. No matter the size of the organization, everyone is jumping on the team building bandwagon. But what is really team building? Different people seem to have different answers. In a nutshell, team building is really about creating high performing teams who can move the proverbial mountain and deliver amazing results for an organization. So how do you build such an amazing team and how do you ensure the team continue on this trajectory of high performance and high productivity? In my previous article, I laid out characteristics of high performing teams. Today, we will talk about some of the activities that leaders can implement to build high performing teams and instill the teamwork and can do attitude. There are several consulting companies both big and small who have made a career out of various team building activities and have a slew of activities that…

Characterstics of High Performing Teams

Have you ever been part of a team where you got along with everyone, enjoyed the camaraderie, felt like you could rely on every one of your team member and that they could rely on you? If you have been part of such a team or are part of the team, how does it feel like to come to work every day? What is your and team’s productivity like? Does the office feel like a second home? Now contrast this with a team that doesn’t trust each other. Everyone feels the need to look over their shoulder and all the communication is guarded? Have you ever been part of such a team? How did it feel to come to work every day? What was the productivity like? Studies after studies have proven that the high performing / highly motivated teams are the ones where the team members can trust each…

You Hired a Wrong Person. What Now?

You advertised your position, went thru the interview process, followed the checklist and checked off all the checkboxes. You feel good but there is this nagging feeling that something isn’t right. You ignore it and make a job offer. After two weeks or so, your new hire starts. You introduce the new hire to your team, take him or her to the lunch and generally feed good and relaxed. Couple of weeks go by and the nagging feeling you felt before making the offer is coming back strongly. You realize something isn’t right but still can’t figure out what? Another week goes by and you’ve slowly started to realize that you hired the wrong person. But it is still too early so you ignore it. Another couple of weeks go by and it is now evident that your new hire is not going to work out. You see the same…

Strategies to attract Best Job Candidates

So you have a position to fill and need someone fast. You have talked to your hiring manager and have advertised the position on major job boards. You expect to see stellar resumes; excellent candidates line up to work for you. But alas, most resumes you receive are mediocre at best. But, you still filter out a few promising resumes only to be disappointed during the phone screening process. Very few make it to the second or third round. After an exhaustive search you are ready to make an offer to anyone who looks half-way decent, only to be disappointed some more. You ask yourself, why is it that you are not finding the right candidate? You blame the market, the job boards and everyone else, but fail to consider your company’s flawed hiring process. If you were in the job market and had choices, would you apply here? You might be surprised…

So, what is the hiring process in your organization?

How do you hire your best candidate? It appears that hiring process is all over the board. Every organization has its own method and it varies from 2 interviews to eight or more interviews. It used to be that the candidate will apply for a position and the HR manager or the hiring manager will review the application and contact the candidate for a face to face interview. After the first face to face, there may be a second interview and that was it. Nowadays, the hiring process usually stretches to multiple weeks, sometime months and involves phone screening, sometime more than one, then in person interview – again sometime more than one, followed by a personality assessment and even then you aren’t sure if you got the job. Higher the position, lengthier the selection process. Since hiring the wrong candidate is costly and results in high turnover, no wonder…

The Annual Performance Appraisal Ritual

Do Performance Evaluations Matter? In most organizations, performance evaluations are an annual ritual that managers and their direct reports go through uncomfortably and then take a sigh of relief once they are complete. Most managers and employees equally dread the process of annual performance appraisal. The reason isn’t because they don’t see the need for performance assessment and evaluation, but because hardly anything good comes out of it. Now, don’t get me wrong, several organizations take it seriously and make it a worthwhile exercise but it is not true across the board. So, what can you do to make it a beneficial exercise not just for the employees but also for the organization? Performance Appraisals should not be an annual ritual Make performance appraisals more of an informal check in throughout the year. For example, you can have short monthly / quarterly appraisals that not only assess previous month or…

Are your Employee Motivated?

A happy worker is a productive worker. This sounds like a cliché, but it is very true. Employees that truly enjoy the work environment are the most productive. Are Employees in your organization happy and do you encourage a culture of openness and collaboration? Studies after studies have proven that while money is a factor, it is not the only factor that motivates the workers, especially the knowledge workers. As Daniel Pink (Drive: The surprising truth about what motivates us), Peter Drucker (The Essential Drucker) and several others have pointed out, the money is definitely a motivator but only up to a certain point. Once the monetary rewards reach a point where money is no longer a concern, the workers start to look for something more meaningful. So, what can you do to keep your employees motivated and high performers? Below are the few key steps that the Organizations and…

You hired top performer, Now What?

Organizations go all out in ensuring they hire the best candidate for the job. They conduct multiple interviews, background checks and increasingly psychological assessments. But oddly, once hired Employees are left to fend for themselves. How do you expect your star performer to meet or exceed your high expectations when you don’t even have an onboarding plan, a 30-day, 60-day, or a 90-day plan? Don’t have a plan for the sake of having it. The plan should be precise and realistic with clearly measurable goals and milestones. Every employee, especially a new hire should know exactly what is expected of them and what milestones they must hit and when. It’s only then you can truly assess their skills, capabilities and potential. Most organizations have a 90 day probation period and rightfully so, but they fail to put concrete, measurable milestones and dates in place. They mostly rely on the hiring…

What to look for in a Human Resource Management Software

As the business grows, human resource becomes a crucial department in the business. In your marketing mix, the ‘people’ play a big role in ensuring the success of a business. Many software companies offer different HRM packages in the market and often it is difficult to choose one over the other. Using our experience both as a Software Development Shop and Human Resource expertise, we’ve put together few tips to help you choose the best software package for your needs. Features When evaluating a human resource software package, make sure the system offers the features you are looking for and actually need. There are many software packages in the market and some cater to specific markets. If you are a small or growing business, you may not need all the bells and whistles that a package might offer. More bells and whistles generally means more cost. Carefully evaluate the features…