Most people would like to be the best possible version of themselves. Everyone has a different concept of what makes you the best that you can be. Though this is hard to define, the best version of yourself is the happiest version of yourself!
As an employee, its very important for you to be happy at your work for your professional and personal growth. If you are not happy at your workplace, then these tips might help you out.
How to create supportive,conductive and productive work enviornmentacreaty
For an employee to be productive he has to be satisfied and happy at his work place. An apt work environment gives a boost to employee morale and inspires him to be focused and dedicated.
To be a good manager, one must motivate employees by respecting their values, asking for regular feedback, and offering perks that employees value. A good manager also makes people feel good by publicly and privately applauding employees' strengths. In addition, a good manager treats everyone equally and avoids favoritism, telling employees how much
This document provides tips for motivating employees. It recommends that supervisors start each day positively by greeting employees and sharing goals. Supervisors should use simple words like "please" and "thank you" and provide regular feedback on performance. Both positive and constructive feedback are important, as is recognizing good work. Supervisors should also clearly communicate expectations and be consistent in addressing problems. Developing employees through training, performance meetings, and helping them achieve career goals can boost motivation. Regular communication of goals and policies also helps engage staff. Ultimately, supervisors are accountable for creating an environment where employees feel motivated.
This document provides tips for getting the most out of an executive coaching engagement. It recommends that before meeting with a coach, one should have a clear idea of why they want to be coached and what specific challenges or areas they want to improve. It also stresses the importance of finding the right fit with a coach and feeling comfortable being open and honest. Coaching works best when it challenges one to change behaviors and perspectives through personal disruption, even if that process is uncomfortable at times. Feedback to the coach is also encouraged to help them best support the individual. The overall goal is personal development and improvement through an enjoyable journey of exploration and change.
The document summarizes Stephen Covey's book "The 7 Habits of Highly Effective People". It describes Covey as the co-founder of Franklin Covey Company, which offers learning and performance solutions. The book reveals a framework for living and working based on fundamental principles or natural laws. It outlines seven main habits that highly effective people employ: be proactive, begin with the end in mind, put first things first, think win-win, seek first to understand then to be understood, synergize, and sharpen the saw.
Most people would like to be the best possible version of themselves. Everyone has a different concept of what makes you the best that you can be. Though this is hard to define, the best version of yourself is the happiest version of yourself!
As an employee, its very important for you to be happy at your work for your professional and personal growth. If you are not happy at your workplace, then these tips might help you out.
How to create supportive,conductive and productive work enviornmentacreaty
For an employee to be productive he has to be satisfied and happy at his work place. An apt work environment gives a boost to employee morale and inspires him to be focused and dedicated.
To be a good manager, one must motivate employees by respecting their values, asking for regular feedback, and offering perks that employees value. A good manager also makes people feel good by publicly and privately applauding employees' strengths. In addition, a good manager treats everyone equally and avoids favoritism, telling employees how much
This document provides tips for motivating employees. It recommends that supervisors start each day positively by greeting employees and sharing goals. Supervisors should use simple words like "please" and "thank you" and provide regular feedback on performance. Both positive and constructive feedback are important, as is recognizing good work. Supervisors should also clearly communicate expectations and be consistent in addressing problems. Developing employees through training, performance meetings, and helping them achieve career goals can boost motivation. Regular communication of goals and policies also helps engage staff. Ultimately, supervisors are accountable for creating an environment where employees feel motivated.
This document provides tips for getting the most out of an executive coaching engagement. It recommends that before meeting with a coach, one should have a clear idea of why they want to be coached and what specific challenges or areas they want to improve. It also stresses the importance of finding the right fit with a coach and feeling comfortable being open and honest. Coaching works best when it challenges one to change behaviors and perspectives through personal disruption, even if that process is uncomfortable at times. Feedback to the coach is also encouraged to help them best support the individual. The overall goal is personal development and improvement through an enjoyable journey of exploration and change.
The document summarizes Stephen Covey's book "The 7 Habits of Highly Effective People". It describes Covey as the co-founder of Franklin Covey Company, which offers learning and performance solutions. The book reveals a framework for living and working based on fundamental principles or natural laws. It outlines seven main habits that highly effective people employ: be proactive, begin with the end in mind, put first things first, think win-win, seek first to understand then to be understood, synergize, and sharpen the saw.
The document outlines 10 golden rules of effective management: 1) Be consistent in rewarding behaviors, discouraging others, and treating employees equally. 2) Focus on clear, accurate, and thorough communication. 3) Set team goals to inspire collaboration over individual goals. 4) Publicly reward hard work to motivate others. 5) Lead by example in behavior. 6) Avoid a "one-size-fits-all" approach and customize to each employee. 7) Remain transparent to build trust. 8) Encourage all opinions and ideas to get more participation. 9) Help people enjoy work through fun elements. 10) Listen and ask questions to identify problems and make employees feel appreciated. Following these principles can help unify teams in
The document provides 23 tips for motivating employees. Some of the key tips include:
1) Motivate yourself first by being enthusiastic so you can inspire your team.
2) Recognize employee achievements through thanks, awards, or mentions to boost motivation.
3) Be an active listener to understand employee needs, ideas, and problems and show them respect.
4) Help employees achieve targets by setting realistic goals and providing support.
This document provides tips for motivating employees. Some key points include starting each day with a positive attitude, using simple and encouraging words, clearly communicating expectations and providing regular feedback, recognizing positive contributions while addressing problems consistently, learning leadership skills, spending one-on-one time with employees, and taking responsibility for employee development and motivation. The overall message is that supervisors play a key role in creating a motivating work environment.
5 Essential Tips for Effective LeadershipNick Bidic
The document provides 5 tips for effective leadership: 1) Don't hide information from employees and be transparent about progress and plans; 2) Show emotion and humanize yourself by getting to know employees on a personal level; 3) Identify whether underperformance is due to lack of skills or motivation and address the root cause; 4) Be humble and give credit to employees for their work; 5) Surround yourself with smart employees and give them room to grow and innovate rather than feeling insecure. Effective leadership requires connecting with employees and remaining down to earth.
The 10 golden rules of effective managementHtain Lin Kyaw
The document outlines 10 golden rules for effective management: 1) Be consistent in approach, rewards, and treatment of employees. 2) Focus on clear, accurate, and thorough communication. 3) Set team goals to inspire unified work. 4) Publicly reward hard work to motivate others. 5) Lead by example in behavior and work ethic. 6) Customize your approach for each individual employee. 7) Remain transparent to build trust. 8) Encourage all opinions and ideas to increase participation. 9) Help employees enjoy work through new elements. 10) Listen and ask questions to identify problems and work together.
This document provides information about the individual's talents in various areas from persuasion to communication based on assessment results. It indicates they have exceptional skills in persuasion, adaptation, leadership, and communication. They are well-suited for goal-oriented roles requiring social interaction and leadership. The individual enjoys challenges, variety, and directing others while preferring an objective approach and anticipating problems. Their strengths lie in motivating others, accepting feedback, and resolving conflicts through understanding social dynamics.
This document discusses personal effectiveness and goal setting. It provides tips for becoming more effective such as knowing your strengths and weaknesses, being organized, and setting SMART goals. The key points are:
1) Set specific, measurable, attainable, relevant, and time-bound goals to improve yourself through activities like reading, training, and managing your time well.
2) Write goals down and make an action plan to achieve them in order to stay motivated and on track.
3) Some example goals are to get work done to high standards, advance your career, and influence others through developing strong communication and people skills.
To be a good manager, one must be a people person who puts employees first, treats people with respect, and motivates their team. Effective managers listen skillfully, praise good work, and provide constructive criticism to help employees improve. They are approachable, admit mistakes, and create a culture where mistakes are okay and growth is encouraged. Above all, good managers care about their people.
Keeping your employees motivated is the key to accomplish the work goals. Motivation is highly personal and universal and is replicated by the work environment and the organizational culture that fosters employee satisfaction and engagement. Today, motivation is not confined to just deliver a speech or give a reward, it is more important to keep the staff excited about what they do in order to boost their productivity. If you are looking for innovative ways to keep your team motivated to deliver great service, then watch out the following slides.
A workplace culture is composed of the values, beliefs, attitudes, and behaviors that employees share and use on a daily basis in their work. Everyone has a role to play in creating a positive workplace culture. At this program, you’ll learn concrete strategies for making the work environment more enjoyable, so that you can:
Stay engaged and motivated even for tasks that are boring or unpleasant
Feel a sense of optimism and confidence even around people who can be toxic or negative
Become part of the solution in creating a better Williams for everyone.
Donna Price is a leadership consultant and keynote speaker who runs Compass Rose Consulting. She provides seminars and training on managing difficult workplace behaviors, especially screaming and yelling. Her trainings teach managers new communication strategies and help them recognize how uncontrolled anger impacts employees and customers. By investing in coaching and practicing alternative behaviors, managers can learn to address issues without disempowering their staff through intimidation, which improves employee engagement and innovation.
The document outlines 11 steps to building a successful team: 1) recruit the right people for the right jobs, 2) set clear and challenging goals for the team, 3) clearly define each member's responsibilities, 4) take initiatives to improve members' capabilities, 5) create a congenial working environment, 6) resolve conflicts effectively, 7) encourage social gatherings outside of work, 8) celebrate successes, 9) don't allow poor performers to remain on the team, 10) retain good employees, and 11) be aware of "team destroyers" and their negative attitudes. The overall message is that establishing the right team composition and culture through clear expectations, training, appreciation, and conflict management is key to a successful team
The document discusses qualities of effective managers, such as being a good communicator, treating employees with respect, developing people's skills, and creating a culture where mistakes are seen as opportunities to improve. Good managers motivate their team through praise, are approachable, and focus on developing people rather than just completing tasks. They also listen to employees, admit their own mistakes, and create a supportive environment for people to do their best work.
Mike Veeck runs minor league baseball teams and employs a "fun is good" philosophy where he prioritizes creating an enjoyable experience for fans through promotions and giveaways. This approach has transformed money-losing teams into a thriving $25 million business. The book discusses how injecting fun, creativity, and passion is essential for business success. It provides lessons on maintaining a positive attitude, following your passion, blurring hierarchies between management and employees, embracing failure and change, and putting customers first to keep work enjoyable. The goal is to think like a child to retain creativity as adults and make "every day opening day" through constant evolution.
10 commandments for first time managers outlines essential tips for new managers. They should 1) learn about their new roles and team, 2) communicate openly and listen to their team, and 3) commit fully to their work and demand the same commitment from their team. New managers should also 4) encourage high performance, 5) recognize both good and poor performance, and 6) interact positively with their team to build confidence and comradery. Additionally, managers should 7) help their team visualize how their work contributes to company goals, 8) facilitate learning opportunities, and 9) control key metrics while avoiding an autocratic style. The final tip is to 10) lead by creating more leaders through quality work, career development, and
The document describes 5 leadership styles - commanding/coercive, visionary/authoritative, affiliative, democratic, and pacesetting. It provides a brief description of each style, when it is most effective to use that style, and potential weaknesses. The styles range from dictatorial commanding to participatory democratic and focus on either tasks or relationships.
This document outlines 5 ways to motivate employees: 1) Provide training to help employees grow and be productive. 2) Acknowledge good work publicly to motivate employees and encourage others. 3) Set objectives for employees to have goals and a sense of achievement. 4) Communicate often with employees in person to keep them informed and feeling included. 5) Listen to employee stress and find ways to reduce it such as team activities to keep everyone motivated.
This workshop aims to help participants understand and improve their personal effectiveness through various interactive activities and presentations. The workshop will cover the definition of personal effectiveness, why it is necessary, and tips and techniques to effectively manage one's life and choices. Topics include understanding personal effectiveness and ineffectiveness through icebreaker activities, the best use of time and resources, achieving goals and living fulfilled lives, and frameworks like ADDRESS, DSPMPCG, and the 7 Habits of Highly Effective People to enhance skills and relationships. Participants will learn NLP techniques through explanation, demonstration and activities to gain commitment to learning and developing an empowering mindset.
Here are some answers to your questions about job references:
- References are used by potential employers to verify information on your resume, such as your previous job titles, dates of employment, job duties, and your work performance and qualifications. Good references are former managers, supervisors or coworkers who can speak positively about your skills and accomplishments.
- Past employers are commonly contacted to confirm your dates of employment, job title(s), and whether you are eligible for rehire. They may be asked about your job performance, work ethic, strengths/weaknesses, reasons for leaving, etc.
- Yes, employers do often contact references, either by phone or email. They want to hear firsthand from people who have direct
The document outlines 10 golden rules of effective management: 1) Be consistent in rewarding behaviors, discouraging others, and treating employees equally. 2) Focus on clear, accurate, and thorough communication. 3) Set team goals to inspire collaboration over individual goals. 4) Publicly reward hard work to motivate others. 5) Lead by example in behavior. 6) Avoid a "one-size-fits-all" approach and customize to each employee. 7) Remain transparent to build trust. 8) Encourage all opinions and ideas to get more participation. 9) Help people enjoy work through fun elements. 10) Listen and ask questions to identify problems and make employees feel appreciated. Following these principles can help unify teams in
The document provides 23 tips for motivating employees. Some of the key tips include:
1) Motivate yourself first by being enthusiastic so you can inspire your team.
2) Recognize employee achievements through thanks, awards, or mentions to boost motivation.
3) Be an active listener to understand employee needs, ideas, and problems and show them respect.
4) Help employees achieve targets by setting realistic goals and providing support.
This document provides tips for motivating employees. Some key points include starting each day with a positive attitude, using simple and encouraging words, clearly communicating expectations and providing regular feedback, recognizing positive contributions while addressing problems consistently, learning leadership skills, spending one-on-one time with employees, and taking responsibility for employee development and motivation. The overall message is that supervisors play a key role in creating a motivating work environment.
5 Essential Tips for Effective LeadershipNick Bidic
The document provides 5 tips for effective leadership: 1) Don't hide information from employees and be transparent about progress and plans; 2) Show emotion and humanize yourself by getting to know employees on a personal level; 3) Identify whether underperformance is due to lack of skills or motivation and address the root cause; 4) Be humble and give credit to employees for their work; 5) Surround yourself with smart employees and give them room to grow and innovate rather than feeling insecure. Effective leadership requires connecting with employees and remaining down to earth.
The 10 golden rules of effective managementHtain Lin Kyaw
The document outlines 10 golden rules for effective management: 1) Be consistent in approach, rewards, and treatment of employees. 2) Focus on clear, accurate, and thorough communication. 3) Set team goals to inspire unified work. 4) Publicly reward hard work to motivate others. 5) Lead by example in behavior and work ethic. 6) Customize your approach for each individual employee. 7) Remain transparent to build trust. 8) Encourage all opinions and ideas to increase participation. 9) Help employees enjoy work through new elements. 10) Listen and ask questions to identify problems and work together.
This document provides information about the individual's talents in various areas from persuasion to communication based on assessment results. It indicates they have exceptional skills in persuasion, adaptation, leadership, and communication. They are well-suited for goal-oriented roles requiring social interaction and leadership. The individual enjoys challenges, variety, and directing others while preferring an objective approach and anticipating problems. Their strengths lie in motivating others, accepting feedback, and resolving conflicts through understanding social dynamics.
This document discusses personal effectiveness and goal setting. It provides tips for becoming more effective such as knowing your strengths and weaknesses, being organized, and setting SMART goals. The key points are:
1) Set specific, measurable, attainable, relevant, and time-bound goals to improve yourself through activities like reading, training, and managing your time well.
2) Write goals down and make an action plan to achieve them in order to stay motivated and on track.
3) Some example goals are to get work done to high standards, advance your career, and influence others through developing strong communication and people skills.
To be a good manager, one must be a people person who puts employees first, treats people with respect, and motivates their team. Effective managers listen skillfully, praise good work, and provide constructive criticism to help employees improve. They are approachable, admit mistakes, and create a culture where mistakes are okay and growth is encouraged. Above all, good managers care about their people.
Keeping your employees motivated is the key to accomplish the work goals. Motivation is highly personal and universal and is replicated by the work environment and the organizational culture that fosters employee satisfaction and engagement. Today, motivation is not confined to just deliver a speech or give a reward, it is more important to keep the staff excited about what they do in order to boost their productivity. If you are looking for innovative ways to keep your team motivated to deliver great service, then watch out the following slides.
A workplace culture is composed of the values, beliefs, attitudes, and behaviors that employees share and use on a daily basis in their work. Everyone has a role to play in creating a positive workplace culture. At this program, you’ll learn concrete strategies for making the work environment more enjoyable, so that you can:
Stay engaged and motivated even for tasks that are boring or unpleasant
Feel a sense of optimism and confidence even around people who can be toxic or negative
Become part of the solution in creating a better Williams for everyone.
Donna Price is a leadership consultant and keynote speaker who runs Compass Rose Consulting. She provides seminars and training on managing difficult workplace behaviors, especially screaming and yelling. Her trainings teach managers new communication strategies and help them recognize how uncontrolled anger impacts employees and customers. By investing in coaching and practicing alternative behaviors, managers can learn to address issues without disempowering their staff through intimidation, which improves employee engagement and innovation.
The document outlines 11 steps to building a successful team: 1) recruit the right people for the right jobs, 2) set clear and challenging goals for the team, 3) clearly define each member's responsibilities, 4) take initiatives to improve members' capabilities, 5) create a congenial working environment, 6) resolve conflicts effectively, 7) encourage social gatherings outside of work, 8) celebrate successes, 9) don't allow poor performers to remain on the team, 10) retain good employees, and 11) be aware of "team destroyers" and their negative attitudes. The overall message is that establishing the right team composition and culture through clear expectations, training, appreciation, and conflict management is key to a successful team
The document discusses qualities of effective managers, such as being a good communicator, treating employees with respect, developing people's skills, and creating a culture where mistakes are seen as opportunities to improve. Good managers motivate their team through praise, are approachable, and focus on developing people rather than just completing tasks. They also listen to employees, admit their own mistakes, and create a supportive environment for people to do their best work.
Mike Veeck runs minor league baseball teams and employs a "fun is good" philosophy where he prioritizes creating an enjoyable experience for fans through promotions and giveaways. This approach has transformed money-losing teams into a thriving $25 million business. The book discusses how injecting fun, creativity, and passion is essential for business success. It provides lessons on maintaining a positive attitude, following your passion, blurring hierarchies between management and employees, embracing failure and change, and putting customers first to keep work enjoyable. The goal is to think like a child to retain creativity as adults and make "every day opening day" through constant evolution.
10 commandments for first time managers outlines essential tips for new managers. They should 1) learn about their new roles and team, 2) communicate openly and listen to their team, and 3) commit fully to their work and demand the same commitment from their team. New managers should also 4) encourage high performance, 5) recognize both good and poor performance, and 6) interact positively with their team to build confidence and comradery. Additionally, managers should 7) help their team visualize how their work contributes to company goals, 8) facilitate learning opportunities, and 9) control key metrics while avoiding an autocratic style. The final tip is to 10) lead by creating more leaders through quality work, career development, and
The document describes 5 leadership styles - commanding/coercive, visionary/authoritative, affiliative, democratic, and pacesetting. It provides a brief description of each style, when it is most effective to use that style, and potential weaknesses. The styles range from dictatorial commanding to participatory democratic and focus on either tasks or relationships.
This document outlines 5 ways to motivate employees: 1) Provide training to help employees grow and be productive. 2) Acknowledge good work publicly to motivate employees and encourage others. 3) Set objectives for employees to have goals and a sense of achievement. 4) Communicate often with employees in person to keep them informed and feeling included. 5) Listen to employee stress and find ways to reduce it such as team activities to keep everyone motivated.
This workshop aims to help participants understand and improve their personal effectiveness through various interactive activities and presentations. The workshop will cover the definition of personal effectiveness, why it is necessary, and tips and techniques to effectively manage one's life and choices. Topics include understanding personal effectiveness and ineffectiveness through icebreaker activities, the best use of time and resources, achieving goals and living fulfilled lives, and frameworks like ADDRESS, DSPMPCG, and the 7 Habits of Highly Effective People to enhance skills and relationships. Participants will learn NLP techniques through explanation, demonstration and activities to gain commitment to learning and developing an empowering mindset.
Here are some answers to your questions about job references:
- References are used by potential employers to verify information on your resume, such as your previous job titles, dates of employment, job duties, and your work performance and qualifications. Good references are former managers, supervisors or coworkers who can speak positively about your skills and accomplishments.
- Past employers are commonly contacted to confirm your dates of employment, job title(s), and whether you are eligible for rehire. They may be asked about your job performance, work ethic, strengths/weaknesses, reasons for leaving, etc.
- Yes, employers do often contact references, either by phone or email. They want to hear firsthand from people who have direct
The document discusses interpersonal relationships at work. It defines interpersonal relationships as strong associations among coworkers that allow for better understanding and communication. Healthy interpersonal skills are important because employees spend most of their day at work and cannot work entirely alone. Strong relationships lead to greater employee satisfaction, better decision-making due to honest feedback, and a more positive organizational culture. The document also provides nine tips for improving interpersonal skills at work, such as cultivating a positive outlook, acknowledging others' expertise, practicing active listening, and maintaining relationships.
Follow these top tips to get your company culture headed in the right direction. For more check out the Benefits Blog: http://austinbenefits.com/getting-started-company-culture-infographic/
Taking Care of Yourself -- Even When It's ToughLinkedIn
As a women’s empowerment expert and social entrepreneur, Claudia Chan's life passion is to help women unlock their limitless potential in career and life, because she believes when women do better, the world does better. Here's some of Chan's best advice about what self-care is and how you can weave it into your life -- every day.
Connect: Professional Women’s Network is online community with more than 400,000 members that discusses issues relevant to women and their success. The free LinkedIn group powered by Citi also features videos interviews with influential businesswomen, live Q&As with experts and slideshows with career advice. To learn more and join the conversation in the largest women's group on LinkedIn, visit http://www.linkedin.com/womenconnect.
This document provides advice for mastering the first 90 days in a new job. It emphasizes doing homework on the company beforehand, understanding the corporate culture, blending with existing teams, sharing credit, starting small with initiatives, and keeping work-life balance. The main message is that how you conduct yourself and integrate into the workplace culture during this initial period will determine your longer-term career success at the company.
Most of my employability skills training has happened with B-Schools. Its a common query with B-school grads ... how do we get started on the Job?.
Whereas companies who recruit them know that the first 90 days are crucial for MBA freshers to decide whether they are going to be with this company or job hop!!!
Companies need to take care of talent retention ... it aslso critical that MBA freshers take initiative and showcase the right work values to get the support... This is a primer for MBA Freshers getting into their first job ...
A formal discussion between a hirer and an applicant or candidate, typically in person, in which information is exchanged, with the intention of establishing the applicant’s suitability for a position.
The document describes a "buddy program" being piloted at ULHT to pair staff members for informal peer support and learning. The program aims to help new employees transition, reduce isolation, and increase retention through social support. Participants are loosely matched based on roles and experience levels. The program is entirely voluntary and flexible. No formal structure or commitments are required beyond agreeing to meet occasionally for support. Initial feedback from pilots has been very positive.
This document discusses ways that understanding organizational behavior (OB) concepts can help managers address various challenges in the workplace. It identifies 11 key challenges that managers face today, such as globalization, managing workforce diversity, improving quality and productivity, and creating a positive work environment. Understanding OB topics like motivation, communication, leadership and managing change can aid managers in coping with these challenges and capitalizing on opportunities. The document also provides advice to a manager, John, on building trust with his team, communicating positively, and having high expectations of his staff to keep the work environment positive.
You have undoubtedly heard about the value of developing positive connections in the workplace. Gaining a deeper understanding of working relationships may help you interact more effectively with your team and foster a healthy work environment.
Working relationships are the bonds formed in the workplace between employees, colleagues, and management. While connections with coworkers and bosses may not be as deep as those with family and friends, they are critical.
At some point, all occupations need contact with people. Even if you work entirely online as a freelance writer, you still need to develop connections with your clients to have an enjoyable work environment and flourish in your profession.
It is critical to understand that a professional connection is distinct from a personal relationship. A personal connection is the exchange of emotions and personal truths, while a professional relationship is a structured partnership designed to promote collaboration and production.
Trust, respect, self-awareness, inclusion, and open communication are necessary components of a healthy professional relationship. When you have confidence in your team members, you can be candid and transparent in your ideas and actions. Additionally, you are not required to spend time or energy "watching your back."
1) Maintaining healthy office morale should be a top priority for companies to avoid negative consequences like decreased productivity and talent loss.
2) Good morale comes from open communication, respect among coworkers, and involvement in decision making.
3) Simple steps like clearly communicating expectations, recognizing good work, and focusing on positivity can improve morale.
Being a good boss requires more than avoiding bad behaviors. The document outlines five attributes, known as PERKS, that good bosses exhibit: participation, environment, recognition, knowledge, and skills. Good bosses foster participation by listening to employees and involving them in decision making. They create a positive, trusting environment by showing appreciation and promoting from within. Good bosses provide frequent positive feedback to boost employee self-worth. They ensure employees understand expectations, resources, and evaluations. Finally, good bosses continuously upgrade their people skills to get the most from employees. Mastering these PERKS attributes can help one become a good boss and earn good perks.
This document discusses key reasons why employees quit their jobs and provides suggestions for managers to improve retention. The top three reasons are 1) a poor relationship with their boss, 2) being bored or unchallenged in their work, and 3) having poor relationships with their coworkers. Other common reasons include a lack of opportunities to use skills, lack of autonomy, unmeaningful work, financial instability in the organization, and a negative overall corporate culture. The document advises managers to focus on developing strong employee relationships, engaging employees in challenging and meaningful work, and creating a positive work environment to improve retention.
Employee engagement that bonds trust in workplaceKhrisma Khrisma
The document discusses employee engagement and how leaders can foster trust and bonds between employees and management. It outlines ten strategies ("C's") that leaders can use to engage employees: connecting with employees on a personal level; providing career growth opportunities; communicating a clear vision; conveying expectations and providing feedback; recognizing contributions; allowing employee input and control; fostering collaboration; maintaining credibility and ethics; and building confidence. Employee engagement is important for employee well-being, performance and company success. Leaders who implement these strategies can bridge gaps, motivate workers and execute company strategies effectively.
The document discusses principles for creating a positive work environment based on the "Fish! Philosophy". It recommends making work fun through play, making others' days by showing kindness, being fully present, choosing a positive attitude, committing to goals and visions, and coaching others. Small acts of kindness, finding humor, celebrating successes, and leaving problems at home can improve morale and engagement. Commitment comes from natural energy, not mandates, and a good environment requires effort to create and nurture.
The document discusses the importance and benefits of building good relationships at work. It notes that people with good friends at work are more engaged and satisfied in their jobs. Good relationships provide benefits like making work more enjoyable, increasing innovation, and helping careers by gaining trust. The document provides tips for developing good relationships such as identifying needs, giving time, showing appreciation, respecting boundaries, listening, avoiding gossip, being honest, empowering others, and providing support. Building positive relationships can lead to positive energy, efficient work, job satisfaction, and success.
General tips are provided to help candidates overcome interviews. The interview process is likened to a mountain climb that traces one's life and career experiences. Candidates should prepare by reviewing important life and career milestones so they can discuss them confidently. When in the interview, take time to thoughtfully explain experiences rather than rushing through answers. Typical questions asked include telling about yourself, why the company should hire you, if you have other offers, salary expectations, and questions you can ask the interviewer. Proper preparation, appearance, confidence, and selling oneself are keys to success.
Stay Connected Law Librarians Published Sept 2009Nathan Rosen
The document provides advice for staying connected professionally after losing a job. It emphasizes the importance of networking and maintaining relationships even during unemployment. Some key lessons include: reaching out to your contacts, volunteering your time, using professional organizations and social media to find opportunities, and being prepared with an updated resume and portfolio of achievements. The overall message is that relying on personal and professional connections is critical for future career success, even in difficult economic times.
With time your mind will wander less and within no time you will enter into a phase of deep concentration. Mediation will bring you to the present. Follow these tips to achieve inner peace.
Visit Agar Consultancy Website | http://agarconsultancy.com/
The document provides advice for improving a CV when applying for jobs. It explains that the necessary changes to a CV depend on factors like the target role, skills required, target company and industry. It recommends researching roles, companies, and industries in detail before modifying a CV. The document stresses the importance of understanding the needs of potential employers and how one's own skills and experience meet those needs in order to craft an effective CV and land the job.
Success is often not achievable without facing and overcoming obstacles along the way. To reach our goals and achieve success, it is important to understand and resolve the obstacles that come in our way.
In this article, we will discuss the various obstacles that hinder success, strategies to overcome them, and examples of individuals who have successfully surmounted their obstacles.
A Guide to a Winning Interview June 2024Bruce Bennett
This webinar is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.
We recently hosted the much-anticipated Community Skill Builders Workshop during our June online meeting. This event was a culmination of six months of listening to your feedback and crafting solutions to better support your PMI journey. Here’s a look back at what happened and the exciting developments that emerged from our collaborative efforts.
A Gathering of Minds
We were thrilled to see a diverse group of attendees, including local certified PMI trainers and both new and experienced members eager to contribute their perspectives. The workshop was structured into three dynamic discussion sessions, each led by our dedicated membership advocates.
Key Takeaways and Future Directions
The insights and feedback gathered from these discussions were invaluable. Here are some of the key takeaways and the steps we are taking to address them:
• Enhanced Resource Accessibility: We are working on a new, user-friendly resource page that will make it easier for members to access training materials and real-world application guides.
• Structured Mentorship Program: Plans are underway to launch a mentorship program that will connect members with experienced professionals for guidance and support.
• Increased Networking Opportunities: Expect to see more frequent and varied networking events, both virtual and in-person, to help you build connections and foster a sense of community.
Moving Forward
We are committed to turning your feedback into actionable solutions that enhance your PMI journey. This workshop was just the beginning. By actively participating and sharing your experiences, you have helped shape the future of our Chapter’s offerings.
Thank you to everyone who attended and contributed to the success of the Community Skill Builders Workshop. Your engagement and enthusiasm are what make our Chapter strong and vibrant. Stay tuned for updates on the new initiatives and opportunities to get involved. Together, we are building a community that supports and empowers each other on our PMI journeys.
Stay connected, stay engaged, and let’s continue to grow together!
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For more, visit pmissc.org.
Joyce M Sullivan, Founder & CEO of SocMediaFin, Inc. shares her "Five Questions - The Story of You", "Reflections - What Matters to You?" and "The Three Circle Exercise" to guide those evaluating what their next move may be in their careers.
In the intricate tapestry of life, connections serve as the vibrant threads that weave together opportunities, experiences, and growth. Whether in personal or professional spheres, the ability to forge meaningful connections opens doors to a multitude of possibilities, propelling individuals toward success and fulfillment.
Eirini is an HR professional with strong passion for technology and semiconductors industry in particular. She started her career as a software recruiter in 2012, and developed an interest for business development, talent enablement and innovation which later got her setting up the concept of Software Community Management in ASML, and to Developer Relations today. She holds a bachelor degree in Lifelong Learning and an MBA specialised in Strategic Human Resources Management. She is a world citizen, having grown up in Greece, she studied and kickstarted her career in The Netherlands and can currently be found in Santa Clara, CA.
Learnings from Successful Jobs SearchersBruce Bennett
Are you interested to know what actions help in a job search? This webinar is the summary of several individuals who discussed their job search journey for others to follow. You will learn there are common actions that helped them succeed in their quest for gainful employment.
2. In a study conducted, baby boomers are seen to switch between
jobs ten times. Men are seen to change an average of 11.4 jobs
while women settle at 10.7 jobs. Leaving your post for whatever
reason can be emotionally and physically tedious. Whether the
change is due to termination, lay off, promotion or redundancy, here
are the no nonsenses ways to deal job transition:
4. Make sure to be prepared with possibly disgruntled coworkers.
Refrain from talking trash about your company and your colleagues.
Your career counsellor would encourage you to take the high road
and deal with it professionally.
No matter how you share the same grudges, don’t indulge to it.
6. Inform your loved ones about your decision to leave or your career
move.
Come up with a list of people whom you want to extend your
connection.
Ask a career coach for direction.
Keep your connection active in social media.
In your new job, foster favorable relationship with your colleagues.
8. A career coach can help…
you get acquainted with your new position.
determine your potential and keep things in perspective.
find your focus, indulge in your curiosity and reevaluate your
career goals.
you readjust your concentration and get the support that
you need.
10. Find time to be actively involved in your new company.
If you see a co-worker that is trying to tie some loose ends,
help him when possible.
Immerse in the culture and observe your environment.
Embrace your new office environment and build a habit.
Showcase your willingness to participate and demonstrate your
spirit of teamwork.
11. Being mentally, emotionally and physically prepared is key
towards achieving smooth transition. If you’re thinking
about switching your career, assess your options along with
your skills. This will help you find suitable position that will
complement your interests, niche and skillset.