A senior leader in a meeting told me that feedback is a gift. How can you ever improve if you don’t know where you need to shore up your skills or work habits?
That’s some of the best advice I’ve ever gotten and it has changed the way I think about negative feedback.
Many people get defensive or sad when they’re criticized at work. In many cases, the workplace has no feedback culture in place and people are not trained to give or receive criticism in a constructive manner. Giving and receiving negative feedback constructively takes a LOT of practice!
Individuals with natural aptitude and skills are great asset to every organization and are worthwhile to engage. Talent engagement is the process of attracting the right people to your organization and getting them to fully engage and connect with your company’s values, goals, and principles.
It is essential that as organizations sail through these challenging times of COVID-19 and having to simultaneously keep pace with competition, they do not lose sight on employee / talent engagement as it is one the most important indicators in gauging work satisfaction and productivity.
No matter which framework companies choose to execute, the key factor to its success is who is in charge of the change management. TCGL shares a guide for what you need internally during change management and specifically who needs to be in charge.
Over the past decade, there has been a steady rise in the number of companies with employee recognition programs included as an element of the overall employee experience. Today, an estimated 89% of organizations have some version of an employee recognition program in place.
The current global health event has changed the way we go about our daily routines and don’t believe anyone could have foreseen its impact both at home as well as the workplace. Leaders and managers are reacting to the unstable work environment as fast as possible with very little time to plan. Many are used to operating a certain way and this new normal has caused quite a bit of disruption. Are organizations open and ready to adapt for how we do business in this COVID – 19 era?
Teamwork has always been an essential capability for successful enterprises, but with today’s organizations undergoing disruption and digitization in an ‘innovate or die’ economy, it is now more important than ever that employees can collaborate effectively across geographical sites, between business functions and within increasingly fluid job hierarchies.
In a matter of a week, a virus well known as COVID-19 that loomed at the periphery of our consciousness rapidly pushed its way to the center of our daily lives. Businesses were thrust into a maelstrom of uncertainty, forcing them to reevaluate their current strategic plans. Almost immediately, a clear pattern emerged: locked down, retract and protect. Companies went to their economic downturn failsafe: cutting anything they deemed even remotely non-essential, from travel and discretionary spend to you guessed it training.
As the world of work continues to change rapidly, employers know that today’s best employees will be those who can adapt to change and face the never ending wave of challenges, not just be content with mastering technical requirements. In fact, a recent study predicts that by 2030, two in three jobs will require a greater focus on soft skills, not hard skills, as automation and globalization bring about a marked shift in the need for skills.
Managing a team of 20 was taking quite a toll on Nana. She wished there was a way she could make work a little more pleasant. Gazing at the sunset, she felt a sense of calm descending on her. Suddenly, her attention was captured by a flock of ibises flying in a V-formation. She was surprised to see the birds at the tail end and head were periodically rotated. She remembered her science lessons: birds fly in a V to save energy by drafting off each other. She laughed at the simplicity of it all. By sharing the responsibility of leading and picking up the slack, the birds had devised the perfect way to share the burden of flying amongst themselves. Nature held so many fascinations for her, but perhaps it was the lessons that it generously taught her that made it all the more important.
One person who can make or break your motivation to go to work every day is your ‘Boss’. Getting on the right foot with your boss is critical for your career as well as your well-being. During your career, you are likely to encounter different types of bosses who exhibit disparate leadership styles. Actively disengaged workers (those who hate their job, boss, co-workers, or all of these things) are 2X more likely to be diagnosed with depression.
Introducing the Remote Working Assessment / Analysis
Harrison Assessment Test Solutions (HATS) is an award winning, cloud-based technology psychometric assessment and analysis tool. The HATS tool has an accuracy rate of 90% in predicting job success and thus provide employers secure, job specific predictive analytics that enhances the candidate and employee experience.
From meeting strict deadlines to budget cuts to acquiring an aspired role to managing its responsibilities; work life often demands the employees to push their physical and emotional limits. Be it for organizational or personal goals, employees often feel the pressure of performing up to certain expectations. A state of such prolonged pressure or stress can lead to ‘burnout’, a phenomena that has become common in the corporate work culture.
Stage 4: Rebound - October 2021 to March 2022
As the title suggests, the last 6 months will be spent on preparing for the next phase of growth. By now your organisation and team would be ready to drive rapid growth, and the slowdown created by the pandemic would have receded. After investing attention and focus on work streams of highest importance to your business over the last 18 months, it’s now time to rebound by planning ahead assertively.
Stage 3: Reinforce - August 2020 to September 2021
The 14 months of stage 3 should be spent on strengthening and building capabilities. The economy would still be in recovery mode from the slowdown. It will be the perfect time to invest in strengthening processes, hiring key resources and building capabilities which are otherwise hard to focus on during hyper active operations mode.
Stage 1: Respond
The first stage is the mode you are in right now. As a leader it is highly imperative that you respond proactively and act decisively during this phase. The ‘Respond’ stage will run up until the end of April. The following workstreams need your immediate attention during this time.
2020 has brought a new level of challenges for economies around the world, more like the climax of an impending recession brewing up throughout 2019. With the seemingly unending Covid-19 pandemic individuals, organizations, nations and everyone is affected. A global demand slowdown is imminent, India has been experiencing it for quite some time now.
In the darkness just before dawn, a farmer rows upstream on a river, carrying fruits and vegetables to sell at a nearby village. He sees a boat coming toward him and attempts to avoid it. Yet the boat keeps coming. It rams into his boat. The farmer screams out, "What's wrong with you?" But there's no one in the other boat. It simply floated on the current.
There was once a group of coals that were burning brightly always. They would dance and sing all night long as they burnt brightly and kept the home of their master warm. One day one of them said enough of this group thing. I want to stand on my own, I want the master to see that I can burn bright and beautiful on my own.
Before we get started on the topic of COVID-19, I want us to take a look at how a virus behaves so that we are not carried away by the strange rumors people are spreading around on how you can get the virus and contract the disease. First of all, a virus is a small infectious agent that replicates inside the living cells of an organism.
The Harrison Assessments (HA), developed by Dr. Dan Harrison, is a state-of-the-art assessment tool that enables employers to predict the job success of candidates with up to 90% accuracy, compared to most personality tests that only produce about 55% accuracy. The HA integrates six key behavioral assessments into one comprehensive assessment.