Managing Workplace Diversity Infographic
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How to Manage Diversity in the Workplace? So, how can organizations manage diversity at workplace? How can leaders ensure that steps are taken and efforts are made towards promoting a heterogeneous, tolerant, open and conflict-less, diverse culture. Communicate Better Whether it is about KPIs, work schedules, organization policies or any other matter; leaders/managers need to ensure these are effectively communicated to employees. Policies, procedures, norms and rules should be conveyed in a way that overcomes any language and cultural barrier that may arise. Use translations, pictures, infographics, etc – whatever suits best to ensure inclusive communication. Encourage Diverse Teams Diverse work teams get employees the exposure of working with different people, understand different perspectives, learn to value one another’s opinions and ward off any cultural misunderstandings. Let your teams come together and work out ways to achieve goals collectively. Encourage them to acknowledge different viewpoints, giving opportunities to people to express their ideas and suggestions. Build a Stronger Connect Connect with your people, be sensitive towards their unique culture and backgrounds, find out what motivates them. Everyone, no matter what race, gender or demographic, wants to be heard and understood. When you understand what works or does not work for your employees, you can engage each team member better and enhance their efficiency and productivity. Be Receptive Embrace the difference! Encourage your employee to express their opinions, suggestions, recommendations and concerns and be receptive to these. Look for ways to bring in diverse minds together to achieve goals. Offer platforms for your employees to give feedback, run an employee feedback survey or a culture survey to gain better understanding of how employees feel about working at their organizations and what are the issues they may be facing. Employee feedback both positive and negative, is valuable and acts as a catalyst to bring about change. Make Diversity Part of Your Hiring Hire talent from across backgrounds is perhaps the simplest step towards building a diverse organization. Hiring managers/line managers should keep all sorts of bias at bay while screening and assessing talent. Incorporate a diverse interview panel, train your managers on what aspects are to be focused on while interviewing. A lot of organizations practice blind hiring these days. Blind hiring is a practice aimed at eliminating biases (over the demographic information of potential hires like race, ethnicity, gender and age, etc.) in recruitment and improving workplace diversity.
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- Classifying value into utility value, esteem value, cost value, and exchange value.
- Origins of value analysis developing after WWII at General Electric to find cost-effective substitutes with reduced costs or improved products.
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Location (Online Only !!!) on Microsoft Teams: Microsoft Teams Meeting will send you the link when you register.
Date: Wednesday, June 15, 2022
Time: 11:00 am – 12:00 pm CST
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Staying Connected & Engaged During COVID - 19 Pandemic
The ongoing COVID - 19 pandemic has brought with it an environment of uncertainty. Organizations around the world are trying their best to cope with these unforeseen times. It is in times of such uncertainty that we need to focus on our teams stay and keep them engaged & connected at all times.
The recently released LinkedIn’s inaugural Workforce Confidence Index states that -
- Only 29% of people said their company is providing the equipment necessary for remote working.
- Less than a quarter said employers are providing care for their emotional well-being.
The Challenge of Social Distancing -
To slow down the spread of the virus and flatten the curve, social distancing is the norm of the hour. It is one of the primary precautions to be taken by all. Asking employees to work from home has become an imperative for most companies. Social distancing is not easy for us humans, after all, we are “social beings”.
Some of the challenges that we tend to face during such times include -
• Challenge of Isolation
• Challenge of Personal Distractions/lack of focus
• Stressing out over the safety of family & friends
• Limited access to basic amenities, work equipment, etc
Whether by offering work from home or working onsite at a limited strength, organizations have to support their people in adjusting to the changing times and in the new work methods.
Best practices for running an employee onboarding survey
Now, let’s talk about the 7 Best Practices for Running an Employee Onboarding Survey -
While running an employee onboarding survey, it’s important to ensure that the feedback collected is acted upon, that the employees feel comfortable giving honest and unbiased feedback and that the feedback is collected timely and regularly.
1. Pick the Right Time
Though there is no set rule as to when the survey should be run, however, the survey should ideally be conducted between 30 to 90 days of an employees’ joining. As the new hires will be in a good position to share their experiences across different aspects of the organization. What’s important is to understand that waiting for too long for running the survey will diminish its utility altogether.
2. Keep it short and simple
Keep these survey short and to the point. The surveys should have a maximum of 10- 12 questions they can be a mix of objective and open-ended questions to capture a whole picture.
3. Be Direct
Instead of asking indirect or ambiguous questions that can confuse new hires, use direct questions that not only are easily understood by employees but also provide more authentic feedback which can be used for further developmental initiatives.
4. Ask What’s Most Relevant
It is important that the theme and survey questionnaire should be specific and relevant to employee onboarding at all times.
5. Back It Up With Action
There is really no point putting time and effort in running a survey, if nothing is going be done after that. The true return on investment (ROI) of any survey lies in planning what to do bring about change. Identify the key pain areas that need to be worked upon and draft an action plan.
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Performance management software helps companies set goals for employees and measure their performance against those goals. It also allows employees to track their progress on objectives. Payroll software automates payroll tasks like managing tax deductions, funds, and payments to save HR time and reduce errors. Recruitment software streamlines the hiring process including tasks like candidate sourcing, resume screening, and interview scheduling to make recruitment less redundant and time-consuming for HR.
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As a person engaged in the business, you presumably understand the worth of attracting top millennial talent to your company. As we all know, engaging and motivating teams increase their productivity and thereby boost the return on investment for every and each affected employee.
If you have been working in a big corporation, you’ve probably learned the ways to attract and encourage baby boomers and members of generation X to maximize your recruiting results. But in case you are trying to use all these methods and tactics on millennials, the likelihood is that you will fail.
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With the growth of technology companies are now finding it easy to conduct talent search amongst a pool of employees and hence can comfortably find the person who would fit into the company culture. Various multi-national corporations are adopting the practice of conducting 'Virtual Interviews' which not only helps them save time but also helps them save resources. This method of interviewing allows the company as well as the candidate to interact using web conferencing software or some instant messaging programs. But as convenient as it becomes for the employer, this process of virtual interview presents numerous challenges for the interviewee. Being in a face to face interaction, one is able to present themselves in a better manner and also the companies are able to carry out a detailed personality assessment, which cannot happen showcase in case of a virtual interview. Also, for some people this system is completely new and all the traditional tips of acing a face to face interview, such as maintaining a solid eye contact, fail during a virtual interview. In the end all they are left with is the hope of doing better the next time. But why not ace it in the first time? GreenThumbs, one of the top 10 talent search firms in India, brings to you, eight tips which can help you in acing a virtual interview.
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360 Degree Appraisal is a recognized, comprehensive and effective measure for running performance reviews at work. This multi - rater feedback provides leaders with powerful insight into what's working for them and what’s not. There are few methods as effective as this survey to gain real time feedback from the organization and launch interventions in the right direction.
A well run 360 - degree performance appraisal can be advantageous for the leadership, teams, and entire organization. By providing employees with a trusted, confidential, and reliable way to provide feedback, a company gains valuable insight into current employee dynamics and overall pulse of the organization.
However, even today, there is some degree of reluctance among employees, when an organization decides to launch a such an exercise. The questions that arises is “Why do we need to conduct a 360 degree feedback?” Not all employees may be able to appreciate it’s benefits or participate in the correct spirit. Employees should be encouraged to take the survey and provide honest feedback by explaining to them the true purpose, benefits and importance of running this exercise.
When conducted in a correct manner and spirit, this program has several takeaways, both for the organisation and the employees.
BEST WAYS TO MAKE GIVING NEGATIVE FEEDBACK A POSITIVE EXPERIENCE
One of the toughest things you have to do as a manager is to give employee feedback, especially the negative kind. In fact, so many managers avoid giving feedback altogether because it is such a stressful and emotionally fraught experience. When feedback is tied to someone’s livelihood, emotions are bound to run high.
Giving negative feedback, implies that you’re wading into an extremely sensitive territory. You don’t want to demotivate an employee or make them think you are out to get them. You don’t want the feedback to backfire.
Really, can criticism ever be constructive? Let’s admit it, no one likes to be told they are doing a less-than-perfect job. It’s not easy to hear about our shortcomings. Even the best of us have suffered the self-doubt, defensiveness and insecurity that often follows feedback.
Yet, feedback is the backbone of management. Honest, thoughtful feedback is an important and valuable tool for building not only a good team, but a good business.
Operating without feedback is like driving a car with no front/rear view or cooking without ever tasting your food. In fact, employees who don’t receive any feedback at all can feel neglected, unimportant and unnoticed.
Here's how to give constructive feedback without the unwanted and unpleasant repercussions.
7 Steps To Making 360 Degree Appraisals A Success!
360-degree feedback is a process of receiving feedback from people across the organisational hierarchy (managers, peers, subordinates) and analysing it vis-a-vis one's self assessment. A 360-degree feedback is a popular tool for running successful performance appraisals. It's a great way to assess employee competencies, performance & work behaviour
GreenThumbs highlights the 7 best practices for running successful 360 degree performance appraisals at your organisations -
1. Why 360 degree feedback survey?
Communicating the purpose behind running a 360 degree survey is vital. Employees must know what's a 360 degree feedback about and also, how to interpret the results to bring about performance improvements.
2. Who should be the subjects?
Subjects are employees for whom feedback is collected. These can include some of the top performing or non- performing employees. It is important that these employees have spent a reasonable amount of time in the organisation for people to analyse and score their performance on valid parameters.
3. Who should be the raters?
Raters are employees who give feedback for the subjects. The selected raters should have some professional relationship with subjects, whom they are giving a feedback for. As only then will they be able to provide relevant responses.
4. What parameters are to be assessed?
360 Degree Appraisals should include questions about employee competency and performance. Job expertise, team work, leadership, work productivity, communication skills, etc are some of the important aspects to cover in a 360 degree feedback questionnaire.
5. Keep it confidential
360 degree feedback surveys should be kept confidential enabling employees to give genuine and fair feedback which in turn would help in laying down future action plans.
6. Keep the survey crisp
360 degree surveys should be kept brief and to the point, in order to avoid survey fatigue. Ideally the duration of the survey should be around 15 to 20 minutes.
7. Have a follow-up plan
A follow-up plan post the survey is crucial for ensuring effective improvements, continuous learning and self-development. Implementing a 360 degree performance appraisal and backing it up with the well thought plan of action leads to better performance and also better growth prospects.
Conclusion
Organizations that implement 360-degree feedback in the right format and spirit witness open and honest communication, more accountability and better business prospects.
5 Reasons Your Next Hire Should Be An Introvert
An introvert employee like any other employee can also bring great business success. They have those certain personality traits which make them productive, organized and focused, leading to favourable business results. An introvert employee can be a great hire for any workplace.
1. They are Great Listeners
Introverts are more attentive, have good listening skills and are good at implementing ideas.
2. They are focused
Introverts are quiet and very focused. They do not really get distracted and concentrate on their own work.
3. They tend to stay calm under pressure
Introverts remain calm under pressure situations. They try to avoid conflicts and stay unaffected during fluctuating conditions.
4. They think before they act
Introverts are cautious and conservative. They think before taking any decision. That’s why, they give more time on their preparations and planning.
5. They are innovative and creative
Introverts do not bother much about what’s happening around them, which makes them concentrate better on their work.
Many organisations conduct personality tests these days to find the right “employee-role” fit. Personality tests like Psyft Personality Assessment (PPA), MBTI, etc are a great help to an organisation as they reduce the tendency of making hiring mistakes. These assessments ‘predict dominant personality traits of individuals that impact performance and help anticipate outcomes
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2:同时对留学生所学专业登记给予评定
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The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
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- 1. MANAGING WORKPLACE DIVERSITY TIPS FOR A SUCCESSFUL HR ENCOURAGE DIVERSE TEAMS Let your teams come together and work out ways to achieve goals collectively. Encourage them to acknowledge different viewpoints, giving opportunities to people to express their ideas and suggestions. BUILD A STRONGER CONNECT Connect with your people, be sensitive towards their unique culture and backgrounds, find out what motivates them. Engage each team member better and enhance their efficiency and productivity. COMMUNICATE BETTER Use translations, pictures, infographics, etc – whatever suits best to ensure inclusive communication. Policies, procedures, norms and rules should be conveyed in a way that overcomes any language and cultural barrier MAKE DIVERSITY PART OF YOUR HIRING Hire talent from across backgrounds is perhaps the simplest step towards building a diverse organization. BE RECEPTIVE Embrace the difference! Encourage your employee to express their opinions, suggestions, recommendations and concerns and be receptive to these. LEARN MORE AT GREENTHUMBS.IN