‘April 2021’ Another month of thrill and bad news! It started with the commencement of the Indian Premier League 2021 and ended with the transition of working from the office to working from home.
We had just started adjusting to working from the office, but here we go again!
In March, witnessed a spike in the number of COVID-19 cases, and in the month of April, the surge in the number of patients and seeing the loss all around the country left all of us in shock.
Several states and cities are under lockdown as of now, and we also saw a dip in the market in April. We are back to where we started in 2020 – work from home due to the second wave of COVID-19.
In these times of lockdown, companies are once again struggling to manage their employees and workplaces.
In the month of bad news and shock, PagarBook published some exciting and beneficial articles to help you overcome some of the struggles faced by employers.
We are publishing the content and articles that are valuable in need of the hour.
In case you missed something, we have our April Digest ready. You may find a few good minutes read for you.
What do Warren Buffett, Eleanor Roosevelt, Mahatma Gandhi, and Al Gore have in common?
They’re all introverted leaders whose actions had a significant impact on us and the world.
Typically, people fall into two broad categories – extroverts, i.e., outgoing or sociable, and introverts, i.e., withdrawn or reserved.
It is time that we begin to discard the opinion that extroverted employees are excellent employees and leaders because of their public speaking skills.
Though introverts are thought of as shy or quiet people who prefer to spend most of their time alone to thrive, enhance creativity, and be more productive.
We live in a world where we expect business leaders to be robust, loud, and assertive.
Contrary to popular belief, introverted leaders make great employees and leaders because they are eventful in their analysis of events.
Introverts have a number of strengths that are often overlooked in the loud and bold world.
Regardless of everyone’s distinct social rhythm, different personality styles bring out diverse skills and perspectives in a team.
Managers are expected to identify their employees’ strengths and weaknesses to help their team realize the maximum potential.
More often than not, managers and team leaders struggle to recognize introverted employees in their team and lag behind in managing them and taking out the best on them.
Here are some tips for managing your introverted employees in the workplace.
Businesses thrive to achieve their objectives year after year. Though a business’s primary focus is on growing profits, they tend to neglect their employees.
Neglecting employees will eventually result in increased absenteeism and a decrease in employee productivity.
Research shows that disengaged employees cost businesses a loss of an average of $300 billion annually. It happens so because these employees are unlikely to put their 100% effort into the work.
There is a positive correlation between employee engagement and organizational success.
Employees are the backbone of any organization, and thus, it is only reasonable to involve them to maximize their productivity at work.
Engaged employees feel safe and secure in their organizations, and they form strong, high-performing teams and workplaces.
With high employee engagement in the workplace, employees feel that their achievements are appreciated and noticed. It helps the employees to form a plan with which they can grow and improve.
Employee engagement results in the right conditions for all employees to give their best every day and are committed to the company’s values and goals with an enhanced sense of their well-being.
Despite knowing the importance of employee engagement, most organizations are unlikely to implement employee engagement ideas successfully.
Here are some of our employee engagement ideas that you can implement in your organization without any hassle.
A high-performing team is different from a regular team because such a team helps their organization to achieve excellence and growth.
This team consists of highly talented and motivated employees with a common objective to achieve organizational success.
These teams have individuals with specialized expertise and complementary skills who are hyper-focused and goal-oriented to achieve outstanding results.
Such individuals collaborate and innovate to produce the best work at the highest levels.
Each high-performing team has a distinct set of beliefs and principles that could taint the team harmony. While this is accurate, thorough planning and execution of business strategies help to overlook these differences.
Building a high-performing team requires more than pulling together a group of talented people with the right skills.
It needs careful planning, development, and nurturing of individuals’ behaviors and best practices.
What separates a good team from a high-performing team? Their attitudes, behaviors, interaction, language, and environment make up a successful, high-performing team.
High-performing teams value diverse teams and recognize each individual’s strengths and preferences. A diverse skill set creates an effective team and enhances team results.
Click here to know more about the characteristics of a high-performing team.
With the surge in coronavirus cases in India, we are likely to experience yet another year of layoffs and unemployment.
While some companies are laying off their employees, several companies are hiring remote employees to expand their business operations in the pandemic.
It is more important than ever to learn to sell your unique ideas to your new team in such a scenario.
Studies have shown that new hires usually fail to adjust to their new company; however, due to such complicated times, they try their best to pretend to be well-adjusted with their new jobs. This results in low engagement and ultimately poor performance of employees.
Having a unique idea is not enough; you are required to turn your vision into action that requires getting your team members on board.
For this, you will have to convince others of the merits of your idea, or your idea will remain a thought in your book.
Selling your idea to your new team is a more complicated task than selling your product in the market.
From delivering outstanding pitches to moving ahead of the potential problems of your new idea, here are six tips for selling the ideas at your new job.
Having to fire an employee is one of the most challenging aspects of being a manager; however, such responsibilities come with the job.
Without weeding out unproductive employees or making necessary cuts, the growth of business becomes stagnant.
Whether you are firing an employee or you’re being fired, both these situations are frightful.
Though there are several legal aspects to consider when firing an employee, experts say that employers should even consider practical and emotional aspects.
Commonwealth workplace laws establish rules regarding employee termination and check whether the termination was fair or unlawful, what must be done when employees are dismissed, and what entitlements an employee is owed at the end.
The Fair Work Ombudsman and Fair Work Commission helps to regulate Commonwealth laws and is accountable for ensuring compliance with workplace laws.
Usually, you should give out three written warnings within a reasonable period of time and must be about the same or related issues.
Following are the fair reasons for employees dismissal –
- Where continued employment would contravene the laws
- Capability or qualifications don’t match the job requirements
- Conduct with colleagues and managers
- Other substantial reasons
Though there is no fun in bearing bad news or being on the receiving end of it, here are nine best practices to fire an employee.
Maintaining a healthy work-life balance, though, sounds easy, but it becomes complicated when work starts to take over our lives.
The dynamic and ever-growing economy has made it complicated for us to separate our personal lives from work.
Ever since the pandemic took over the world, work from home has become the definition of our lives. Due to this, employees are struggling to maintain their work-life balance because the line is getting blurred between work and life.
A healthy work-life balance appeals to everyone; however, it never is easy to restore the perfect balance between work and life.
Some of the reasons for work-life balance are working all the time, checking emails late into the night, no investment in personal relationships, and when you can’t stop thinking about work.
It might be tempting to work all those extra hours after work and on weekends; however, when you spend most of your time working, your family life takes a hit.
Because of poor work-life balance, long working hours have an adverse effect on our immune system, and working overtime leads to extra responsibilities and can cause more stress and challenges.
Restoring work-life balance is challenging but not impossible. Here’s how you can achieve a work-life balance.
When employers are hiring new employees, you want to make sure that you hire someone who is the perfect fit for the organization.
The candidates that appear to be the best fit for the job may not be the best fit for the organization after all.
Person-organization fit defines the compatibility between an employee and an organization – it talks about the congruence of a candidate’s own beliefs and values and ethics of the organization.
Having employees with perfect organizational fit doesn’t mean that you need to hire the same kind of people. The values and attributes that make up a corporate culture are reflected in a diverse workforce.
Organizational fit has several positive consequences for both employees and the organization.
While job-fit talks about employees being best suitable for the specific job, it is extremely important to finding candidates that gel with your company culture.
Ensuring person-organization fit helps to yield better retention results.
What all constitutes employee-organization fit? How to figure out your company distribution? How to ensure better job-fit? What is the difference between employee-job fit and employee-organization fit?
Click here to find the answers to the above questions and learn a lot more about employee-organization fit.
In today’s competitive business environment, companies with the winning edge are the ones that have the well-skilled and best-trained staff.
Employees are not always running behind hefty pay and benefits; they are looking forward to being treated with respect and making a significant contribution to the organization.
The feeling of completing a project is uplifting; it is more fulfilling when your colleagues and manager at your workplace take notice.
The mere act of noticing your employees’ efforts and achievements goes a long way to boost employee morale and performance.
Even the best employees cannot perform well when they are not motivated enough to work to the best of their abilities.
Employee recognition is the acknowledgment and appreciation of employees for their efforts and exemplary performance.
In essence, employee recognition aims to reinforce the specific behaviors, practices, and activities that result in better performance and positive business results.
Employee recognition is important in motivating employees to work harder the next time.
Appreciating your employees can take any form, be it a basic high-five or a special shoutout in a meeting.
Click here to know everything about employee recognition.
Associate Growth Manager