Do You Take The Review Meeting ‘Just for Formality’??

Performance Review Meetings are always taken as a repulsive task by the managers. However, they sometimes overlook the fact that a poorly executed review meeting can completely ruin an employee’s morale and lead to greater dissatisfaction. The article discusses the major actions that may spoil a review meeting. 

For More Information Download Our Published Article PDF At hr.com 

Resume – A True Insight Of A Professional Journey!!

With hundreds battling for a single job role, it becomes toilsome for the Recruiters to select one. Beyond the bounds, it becomes backbreaking to choose from the documents that are similar looking. 

Well yes!! You thought it right. We are talking about the artless downpour of resumes in our day to day phase of Recruitment which instills none other than ‘self driven’, ‘motivated’, ‘team player’, ‘passionate’ and few other conventional words that have mutely become the customary while ‘making a resume’.  

 

Why has that honest existence dried up where one can genuinely discover the personality that is there on the paper?

 

All seems to be in the automatic mode where the resumes are systematically littered with chronic words, conventional frames that are completely drenched with ‘play safe’ attitude that not only makes it boring but obvious too. 

What all major organizations look for are “4 Ps” that describe the complete persona of the individual and conclude on his credibility. Beginning from the Personality description followed by Performance and then exhibiting the behavior of Persistence and Persuasion creates a complete flowchart of an effective resume.

Your Resume is the first impression towards the company and as it is said, first impression is the last impression! Therefore, to make a flourishing career, all you need to do is dare to come out of the conventional streets of fake descriptions to honest performance feats that take your career to new heights.!

Don’t Take The ‘Flex-time’ Policies For Granted!!

Right from the beginning of our routine lives- we have been taught to be punctual, to arrive early, better if before time! This has made our mindsets punitive making us bring the same attitude to our offices.

But..Heyy..This is CORPORATE!! 

Companies have official “flex-time” policies allowing employees to set their own time frames as per the number of working hours. And I must say, employees just love it! 

Every organization comprises of a great blend of individuals- some are early risers, some are the stereotypes and rest are the NOCTURNALS!! Thus, maximum employees try to roll their shift timings as late as possible! 

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Although, the flex timings are given to let employees work their way, yet Harvard Business Review suggests that managers consider early coming as positive and late coming as negative. However, it is not proven scientifically, but the studies show that early comers are more conscientious than the late ones (no offences though!). 

This may come as good news for early comers and a bad one for the late comers, but this is being said because many of the employees try to take advantage of these officially approved programs. Thus, the managers are required to put in efforts to judge their people. May be efficient Time Tracking Tools can help you evaluate the in-out times, while for the performance evaluation, an effective PerformanceAppraisal System can work! Get the benefit of both in TeamWise that is an all-round HR & Payroll Solution helping you manage your workforce efficiently!  

Praising the Top Performers While Staying Diplomatic!

While all the employees keep on cursing their senior executives for not praising them on their performance, senior executives also sometimes get into dilemma about how to give feedback on their sub-ordinate’s top performances. 

Unlike what employees think, managers do want to give right feedback to their top performers and help them improve! But sometimes they don’t want them to get into developmental plans that put a negative impact. 

Firstly, never avoid let them know that they are doing well...this is IMPORTANT! Seriously, whenever you get some good work done...Praise it without giving it a second thought!

Frequently communicate it your employees that how valuable they are, what exceptional they have done, their achievements, failures, team participation, leadership, etc.   

 

At the same time, you need to be tricky so that your employees don’t get over-confident about their performance and stay focused. Moreover, praising comes with some reaction from the other side as well! Many employees go out and ask for a performance comparison with their peers or inquire about their competitor’s performance ratings. 

 

However, they also ask for improvement or skill development programs that can help them hone their skills.  

 

 

Therefore, this feedback ‘give n take’ mechanism is constant in every organization and helps you review your employee performances and give feedbacks. TeamWise PerformanceManagement System allows you to assess every individual’s performance accurately and guide them accordingly. 

Make Them Organizational Pillars, Not Just Your Employees..!!

The war for talent is always on! No matter what industry it is...Even if it is the most sluggishly growing sector or the one experiencing modest growth, competition for acquiring talent persists everywhere!

Majority of companies have big concerns regarding who will be their future leaders!!. According to a recent survey, only 15% companies in Asia believe that they have such talented employees within the organization that can be said to be satisfactorily qualified to be the successors of top positions.

All the C-suites are busy devising new strategies on creating succession plans for filling their key positions. But, the most common strategy is to hold programs that focus on “high potential” employees, who the company believes will be the future successors.

For an effective talent management, you need to use strong talent development programs. These entail:

Strategic Talent Development Programs: These programs should be well-aligned with your corporate strategy instead of using a cookie-cutter approach.

Selecting Candidates With A Long-Term Strategy: Assess each and every candidate through a combination of angles and aspects, so that you don’t end up hiring short-term employees that waste your time, energy and resources on training them.

Rotate Talent: It might happen that you hire someone for one profile but he seems to be more than perfect for the other. Rotate such candidates to achieve new heights and business growth.

Honest Communication: This is very important to transform your current employees into future leaders and pillars of the organization. Keep clear communications with your employees allowing them to know what’s exactly going on!

You must ensure that your organization is religiously following these practices through an efficient Talent Management System as that of TeamWise, that makes sure you get your business successors right here!