There are times when professionals are suddenly placed in positions of authority, ad thus need to exude credibility, even if they possess little experience on the same. At such circumstances, it pays to leverage one’s business research abilities, to gain more information on the work profile. The pro also needs to identify his/ her core contributions. These need to be embraced and marketed well internally. One also needs to volunteer willingly for projects and new initiatives. A lot of times such tasks may revolve around big data and its subsequent analysis. Subordinates’ workload needs to be managed and the message communicated proactively. The pro will also need to hone a network of close relationships. These are the people who will be supportive. Of course, expertise will not be built overnight, but these steps will be the right ways to start off.

Source:https://hbr.org/2017/10/how-to-gain-credibility-when-you-have-little-experience?utm_campaign=hbr&utm_source=twitter&utm_medium=social

Uploaded Date:26 August 2019

Once an employee is hired, challenges increase. So, one needs to assess prior to the final selection for strains of toxicity, which may hamper the team’s productivity in the future. To avoid the talent recruitment of toxic employees, the first step to be taken is to probe on civility during the interview itself. It must include questions such as previous boss’s views on the candidate, subordinates’ views, areas to improve, past failures and abilities to manage others. One needs to observe behaviours on aspects such as punctuality during the interview, any signs of negativity about the former employer and whether the person takes responsibility for one’s own failures in the past. The team needs to be involved during this hiring process. References need to be gauged from others on the candidate’s civility. But before it all, the recruiter needs to have a check on oneself, so that he/ she does not slip on any matters of civility, while preaching to others.

Source:https://hbr.org/2016/02/how-to-avoid-hiring-a-toxic-employee?utm_medium=social&utm_source=twitter&utm_campaign=hbr

Uploaded Date:26 August 2019

Organizations across sectors and regions experience cases where bosses hurt the competitiveness due to their lack of a grip on the people. They speak out of turn and cannot gauge the emotions of the staff members while forever focusing on the results alone. This is because talent recruitment is rarely conducted on behavioral aspects but instead focuses on qualifications and work experience. Some points if applied can still lead to effective behavioral event interviews. First of all, personality tests do not measure Emotional Intelligence and must be not be attempted for this purpose. Self- report tests also do not work because chances are high that the aspirant will try to hide one’s shortcomings. Three- sixty- degree feedback must be used for corporate training and not for evaluation. Best way to measure EI is to get hold of the candidates’ references and speaking with them. Such behavior related interviews must try to make the candidate comfortable as only then will genuine aspects come out. The candidate can be asked to narrate one successful and another not so stories about their life or career.

Source:https://hbr.org/2016/02/how-to-hire-for-emotional-intelligence?utm_medium=social&utm_source=twitter&utm_campaign=hbr

Uploaded Date:26 August 2019

Some telltale signs exist which clearly point out to someone in the office about to leave the job. It starts with work productivity decreasing of late. They indulge less in collaboration now, rather staying in their shell. By and large they want to get away with minimum work. Their efforts and motivation levels seem low. Pleasing their superiors is no longer of any concern to them. They no longer commit to long-term timelines. Their attitude shows negativity now. Such people cannot seem to concentrate any work. All talent management efforts seem to be failing with them constantly moaning about their work or profile. In fact, they are also unhappy with their superiors. The values of the organization no longer seem to be important to them. They have also left office earlier than normal on some occasions. All this reflects while handling customers as these people seem casual or disinterested.

Source:https://hbr.org/2016/10/13-signs-that-someone-is-about-to-quit-according-to-research?utm_campaign=hbr&utm_source=twitter&utm_medium=social

Uploaded Date:21 August 2019

It is an old adage that people do not quit jobs, but quit their bosses. This may not be exactly true, but eventually the lines meet. An internal study was carried out by Facebook to understand the scenario, and it proved that those quitting the social media giant, were indeed quitting their jobs, and not their bosses. But on closer scrutiny it emerged that these jobs were allocated to them in the first place by their bosses. Talent management is even more crucial now than ever before, in order to retain the best of personnel. Jobs need to be crafted to make them more enjoyable, but also meaningful. Underutilized strengths need to be brought to the fore. Conditions need to be enacted where the employees get to learn both at work, as well as at home.

Source:https://hbr.org/2018/01/why-people-really-quit-their-jobs

Uploaded Date:21 August 2019

The future of productivity will be very different. Computers are now approaching an era of much evolution. Tools will now need to be paired with people, so the systems will need to work out seamless methods for this integration. The academic community holds the key in to shaping this new productivity curve in four major ways. One is in interaction and sensing. Tools such as Power Point Designer are ideal for this. The next is machine learning and machine teaching. The data warehousing can now be done better using this, leading to superior analysis. Another is in attention and engagement. This uses feedback loops to understand the workings behind any situation and how to draw attention. The last one is in collaboration and human learning. Several business analytics tools are of much aid here. Examples include My Analytics or Workplace Analytics. The Microsoft 365 freelance toolkit can provide the complete package of solutions.

Source:https://www.microsoft.com/en-us/research/blog/the-future-of-productivity-people-and-tools-that-grow-together/

Uploaded Date:20 August 2019

There will be times when professionals just do not feel like the urge to work, but ye need to, merely to sustain themselves or their initiatives. At such times, the person concerned needs to start off, with designing the final goals, and not the chores to take one through the distance. This work needs to be further incentivized by finding the right rewards for the same. The progress made must never be a one- off, but due efforts need to be found to sustain this drive. Others’ influence too needs to be harnessed. This works very well in digital marketing. As humans as social beings, the work of influencers has a major say in how any brand gets received by the general audience. Flow is fleeting, as positive psychologists will recognize. But work must not stop, so these techniques ought to be applied.

Source:https://hbr.org/2018/11/how-to-keep-working-when-youre-just-not-feeling-it?utm_medium=social&utm_source=twitter&utm_campaign=hbr

Uploaded Date:16 August 2019