Showing posts from 2019

Stop Fooling People in the Name of Motivational Speech

Different types of Public Speakers / Trainers have emerged over the time. But, truly speaking, there are very few who do this for both Monetary Benefit and Social Service combined. Let's begin first with what types of Training exist. 1. Technical Competency Training (Hard Skills). 2. Behavioral Competency Training (Soft Skills). 3. Motivational Training. As far as first two training types are concerned, these two skill categories merely talk about improving the technical side of job and the behavioral side of job such as Leadership, Decision Making, Relationship Management etc. But where is a problem? - Problem is actually where Young People have come into existence as Motivational Speakers and Coach. So what should be the age and why linking and limiting this training to age? - The point of view is to educate youngsters who have come up as Motivational Coach and they try to make hundreds of people start believing in them for no reason. Now why i

How to Deal With Underperformers During Performance Feedback

Annual Performance Reviews are dwindling gradually. Many organizations have started to move to continuous feedback mechanism. Normally,  employees take frequent feedback positive; but at the same time,  Underperformers become a painful task for both HR and Immediate Supervisor. So how to deal with this situation? - There's no or little solution if the Underperformer has started arguments and the immediate supervisor is unprepared. The answer lies in following 3 preliminary preparations that need to be made before Performance Feedback time in order to avoid any such surprising event. 1. Clearly defined Job Expectations through clearly designed Job Descriptions. Underperformers take it as their strength if they find loopholes in their Job Descriptions. HR, in this matter, needs to sit with Line Managers to make sure that Job Descriptions are up to date and they are clearly defined with clear performance standards or performance expectations. This practice should be well

Customers Can Ruin Your Business and HR's Role as Savior

HR's role is very pivotal during difficult times that organisations face in strong competition and where Customers appear to be very strong critics. Customers are the main business deciders. Your strategic plan ought to cover each and every aspect of Identifying and Satisfying Customers' Needs. But this is not it. Earlier, in the absence of social media, customers could impact an organisation (at maximum) by relinquishing the product,  which used to give some breath to the organization to get up from stumbling. Now, things have literally changed when customers do not only relinquish the product; but take revenge of being given a bad product. They express their heart out on social media, which brings an immediate impact. However, this is also not that extreme in front of some 'Naughty Customers' who always appear complaining even without organisation's fault. This term 'Naughty Customers' has recently emerged when some organisations came across a sit