Author: Bindu Govila

11 Aug 2017
How you can nurture a culture of wellness

How you can nurture a culture of wellness

The culture or the environment of an organisation has a significant impact on employees’ productivity, and likewise, employees’ productivity has a great impact on the growth of the organisation. Organisations these days are increasingly realizing that their actions in the workplace can positively affect the health and well-being of their employees, and so they are finding ways to improve and nurture the culture of the workplaces. Many organisations implement wellness programs but they may or may not create a true culture of well-being. But what will surely work is a positive outlook to bring about few simple yet impactful changes in the workplace.

The workplace should be inspiring – Although remote working is on the rise, workplaces are still considered as the productive places to get work done. But unfortunately, many employees describe their workplaces as least inspiring. Organisations should always aim at creating well designed as well as inspiring work environment to propel productivity at work. Although the desire for natural light, private spaces, standing desks, lounge areas could sound fancy or a costly affair to most companies but an inspiring workplace doesn’t mean that you have to bring about a lot of change or have to break the bank to keep the employees happy. Put up flexible furniture for multiple uses, use an underused boardroom for increased collaboration, turn an empty wall into a dart zone or put up some well-said quotes. Utilising office spaces and introducing little fun elements would not only transform the environment less stressed but would also open the doors for inspiration.

Make rules to break the monotony – All work and no play do make people dull, so organisations should always encourage employees to take breaks in between work. Given the work pressure, the general tendency of most employees is that they prefer eating lunch at their desk every single day. We ourselves must have done that so many times. But it’s a proven fact in any field that people feel more productive after a break. So make it a mandate to take an hour’s break or introducing ‘no sitting at the desk for lunch’ rule to push employees to unwind and increase their productivity.

Focus on professional development – Having the right tools available is a major step towards a better workplace. Also having the most up to date technology and software solutions on hand, provides a way for employees to continually better themselves at work, improving retention rates. You may also include a year-long personal growth program, and have managers work with employees to reach their goals. And don’t forget to reward (besides appraisal) them in some way for their hard work.

Adopt flexible work hours and paid time off – If you haven’t already done this, do it as soon as possible. Stress is a killer, and there’s nothing more stressful in today’s life than juggling life and work commitments. Allowing flexible time, ‘work from home’ option, and ensuring people have the right technology that enables them to work, gives people control of their lives and goes a long way toward fostering employee loyalty. Plus, when they inevitably come down with an illness like the flu, they won’t feel pressured to bring those germs into the office, possibly infecting colleagues.

Building a culture of well-being is far more beneficial than simply developing a wellness program and it doesn’t have to cost a lot of money. Follow these strategies and help your organization create lasting positive change in employees’ well-being.

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28 Jul 2017
How to find the right person for your organisation

How to find the right person for your organisation

Like most job responsibilities, hunting for the right kind of talent for your organisation can be overwhelming as well as baffling. To fill your cubicles with people who will contribute their best to the organisation is something you cannot predict beforehand. But all you can do is take rounds of interviews to test and re-test their potential. Now, there seems to be a lot of different strategies and opinions on what works best. However one point everybody will agree: If you get talent recruitment wrong, it can be very costly! So what’s the strategy for not going wrong? For managers to hire the right talents for their team today, they have to unlearn everything they know about hiring from past experience and reconstruct the objectives, approach and measurements to hire the right people for the team from scratch. Here are few key points to take note of when finding and retaining the right talents for your organisation:

Identify your organisation’s goal – Creating an ‘ideal’ team means the result you want them to achieve after a period of time. And before you search for talents to fit into that team, you have to decide the team’s goal before anything else. This will help you pick the kind of talents you will retain and recruit to achieve your goal. Maintaining the status quo will mean bringing in talents of similar skills and experiences as existing members.

Understand what talent best suit your organisation – Be thorough with Talent Magnetism which is all about attracting the right people for your organization. Be very specific with what sort of talent you are looking for. The easiest way to do is to take a close look at the most successful people in your organization, their traits and competencies. That would give you a fair idea of selecting people who have these traits in common. For instance one company may want to fill its cubicles with out-of-the-box entrepreneurial thinkers, while another may value thoughtful, deliberative, method driven executives. What’s right for others may be absolutely wrong for your organisation. So, identify the kind of talents you need before going ahead with selection.

Don’t follow the pattern – A weak resume may not always prove that the candidate isn’t strong. Test him or her and you may end up hiring an underappreciated star. A common trait of organisations is to impose previously identified (and sometimes flawed) patterns onto new situations. If you discontinue following this trend, it can become a source of competitive advantage. For example, hiring managers may automatically assume that because someone is over the age of 50, he won’t be technically savvy. Or, a fresher won’t be having a fair idea about the industry. In many cases, this couldn’t be further than the truth. Be open-minded when bringing in new people and you’ll be surprised by their talent or their dedication to flourish.

Be careful who you promote – Be very selective when promoting people to management and be sure to reward them for the right behaviour and the value they put in as a responsible team member. Provide opportunities for continued growth so they can fine-tune their skills, be an ideal leader and improve the performance of his team as well. If you promote people carelessly, they can harm the moral of entire organization.

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12 Jun 2017
How To Build An Effective Expansion Team-

How To Build An Effective Expansion Team

Steve Jobs told us, “Great things in business are never done by one person, they are done by a team of people. Mark Zuckerberg insists that “When you look at the most big things that get done in the world, they’re not done by one person, so you’re going to need to build a team.” Bill Richardson rightly quoted that, “We cannot accomplish all that we need to do without working together.”

Whether you’re running a start-up or looking to expand your business, building effective teams is essential to your success. A team to work as a unit requires some diligence and effort, but it makes the overall goal much easier to achieve. So, what does it actually take to build effective teams that will propel your start up or your project forward? In working with dozens of teams over the years for companies of a multitude of sizes, I’ve seen several elements consistently lead to success. Here’s jotting down the top five tips for building effective teams.

Build team with the right people

Effective teams should have people with diverse but complimentary knowledge sets. Every member brings an area of expertise that contributes to the success of the project they are handling. So team up accordingly. If your team members are compatible with each other then make sure to challenge them at every step. That way they can bring out the best in each other. Healthy competition is also essential for good outcome. Knowledge, intellect and ability to learn are important attributes to look out for when hiring people. But besides aptitude, choose people with the right kind of attitude. A poor attitude can bring down the entire team.

Size does matter

A bigger team doesn’t always mean a better one. In fact research shows that a team of six is optimal. Teams should never be larger than nine as keeping a double-digit interdependent team in the loop and on the same page is problematic and time-consuming. To monitor better and to expect better outcome, break large teams into sub-teams, with sub-leaders, whenever possible. The leaders can then take responsibility for keeping the team together.

Know your people and listen to what they have to say

Mutual respect is very important in work place to achieve objectives. Be it boss-employee equation or employee-employee equation. Don’t spend all your time in your cabin. Go to your employees and listen to what they have to say about work, work environment or the team. Choosing an effective team and then not listening to them is de-motivating and wastes valuable resources. Keep Q&A sessions in regular intervals and hear out what they have to say. You’ll gain valuable insight your employees will feel appreciated, which will make them work that much harder as part of your team.

Motivate your team with a shared objective

While an effective team’s skill set should be broad, the team’s objective shouldn’t be. A shared and clear objective is essential to the team’s ultimate success. The trick is to involve your team while creating the objective. That way they will fully understand the goal to reach out to and also the strategic move to accomplish the same. Team members who help determine the mission and objectives have emotional buy-in to the project and will feel real gratification when the team succeeds. And that feeling has long-term, sustainable benefits that accrue to company’s achievement.

Focus on rewarding the team

Rewarding employees on their achievement is important but make sure to reward people in a way that feels most rewarding to them. Employee recognition is the acknowledgment of an employee’s efforts, hard work and behaviour at the workplace that have contributed to the organization’s success and objectives in many ways. Small words of praise, little words of encouragement, team outing, formal recognition are highly important to make your employees feel encouraged for their efforts.

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