Features of Participative Management
Employees have always been bossed around their managers and told what they are supposed to do. They never had the authority to decide things in the company. Gradually, times are changing and employees are encouraged to participate in organization’s decision making process. Management motivates them to come up with ideas and suggestions that can make […]
Global Human Resource Management – Meaning and Objectives
With the advent of globalization, organizations – big or small have ceased to be local, they have become global! This has increased the workforce diversity and cultural sensitivities have emerged like never before. All this led to the development of Global Human Resource Management. Even those organizations who consider themselves immune to transactions across geographical […]
What Is Quiet Quitting, Why It Matters, And How Is It Impacting American Corporates?
What is Quiet Quitting and Why is it Setting Off Alarm Bells in American Corporates? In recent months, there has been much media coverage about a workplace trend called Quiet Quitting, which signifies the reluctance of American workers to work beyond what is needed from them. In other words, Quiet Quitting refers to employees who […]
What is Competency Based Assessment – Meaning and Important Concepts
With the ever evolving and diversifying business challenges, the approach to the management of human resources has also undergone a paradigm shift. The competitive advantage achieved through technology, new products and information is short lived and vastly evaporating. The only distinguishing feature from the competition which remains, are the skills and contribution from the employees. […]
The Relevance of 360 Degree Feedback
While Jack Welsh may deserve his fair share of credit for implementing the 360 Degree Feedback mechanism for the first time in his pioneering initiative at GE, the history of this feedback mechanism dates back all the way to the first world war and to the American Army. While the Americans did not think the […]
It is essential for managers to know their employees well to expect loyalty and commitment in return. Employees need to feel comfortable at the workplace for them to deliver their level best. It is completely unprofessional to address your employees as “Mr”,“Ms”” or “hey”. There is absolutely no need to address them as “Sir“ or “Madam” even. It is absolutely okay if you call them by their first names.
Communication plays an important role in knowing your fellow workers. The role of a supervisor is not just to exchange mails with his team members. You need to sit with your employees and understand what exactly they expect from you and the organization. Find out whether they are satisfied with their performances or overall job responsibilities or not? You need to know where all he is lacking and what all initiatives would help him perform even better. Interaction is very important. Yes, emails are essential but why do you always have to depend on emails and SMSes? Why can’t you directly speak to the individual concerned? Trust me, it will solve half of your problems and make work easier for you.
There is absolutely no harm if you speak to members of other departments as well. Sideways communication plays a crucial role in strengthening the bond among employees. Knowing employees well also enables managers to understand which employee can perform a particular task and which employee cannot? It helps you decide the key responsibility areas of your team members as per their specialization and capabilities. It is important for you to know whether an individual has any criminal background or not, how has he performed at his previous organization, his contact number, address and so on. If you do not keep a proper track on your employees, don’t be surprised if he leaves the organization all of a sudden. Interacting with employees does not mean you start interfering in someone’s personal lives.
Informal interactions are also important to break the ice and know your employees. Encourage morning meetings at workplace where employees can plan their day and also brainstorm ideas to come up with innovative solutions. Trust me; it will increase the overall productivity of the employee as well as organization. Allow employees to bring their cups of coffee with them. Let them open up.
Greet everyone with a smile. No employee can work at a stretch for nine to ten hours. Encourage employees to have lunch together. Let employees interact with each other. Even managers can join their team members for lunch or small get-togethers once in a while. It is the responsibility of the human resource professionals to send birthday greetings to the employees.
Celebrate important festivals at workplace which would bring employees closer and also give them an opportunity to interact with each other. Such small initiatives also lead to a healthy work culture. No one likes to work in an organization where employees do not speak with each other.
Employees should have an easy access to their manager’s cabin. Healthy Communication leads to free flow of information and better relationships at workplace.
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