Management Articles

6th June 2018 / Farhan Hanif Enormous time is spent by people in meetings with an effort to produce results for success. But, for this, some actions have to be taken that make meetings meaningful. These actions have to be taken by meeting leader before, during and after the meeting is concluded. There are some tips that help in making meetings meaningful and an output producing agent: Before Meeting Begins: Perform Pre-work in order to be successful in your meeting. Smart planning needs to be done with points such as resource requirements in terms of people or tools. Then establish goals that can be done in your meeting rather than going off track. The focus of meeting is actually determined by the purpose of meeting which has to be set earlier. Meeting is actually the best way to go for solving problems and improving processes. So a well planned meeting really brings these results. Make sure that your key attendees mark their presence. And, for this, you need to hav...

If you talk about a Manager, there is a risk that he can convert workload into a nightmare of stress for his subordinates. But a Leader gets into setting the pace for his entire team with proper evaluation and whether there is pressure exceeding the limits. So you must think about it if you want to retain your staff and receive respect from them. You can adapt following points to help you get started in becoming a Leader: Set the pace of work: If you are always in panic due to workload, your team would be into it too. So think about it and keep yourself away from panic. Learn to identify if it's Real or Imagined Work Pressure. Imagined Pressure is when you impose unnecessary pressure on you to meet your deadlines. You need to think about some unnecessary thoughts that are arising in your mind as a hindrance and wasting your time. This happens mostly when managers are weak at anticipating the workload and plan accordingly to accomplishment deadlines. Are you habitual of ...

Many reasons cause employees to quit their job. One of the reasons could be spouses, children, career change or anything else. The art is at keeping the majority of these reasons under control, which is possible. The best approach is to stay in contact with your employees, which will help you know if they are happy at work or not. The main areas where you can look for problems are Communication with supervisor; and, feedback & recognition from supervisor. Following are some of the important points that you can work on to reduce turnover in your organization: Look if employees have well established professional working relationship with their supervisors. It does not need to be friendship. It has to be a professional working relationship involving feedback mechanism and connecting the employee with organization goals. If the kind of work is meaningless or unchallenging, the boredom will occur. So it is necessary for supervisors to work with employees and keep them engage...

This tool, for evaluation process and communication, has been used for years and, at the same time, disliked by supervisors and subordinates equally. Here are some points that give an answer: Supervisors detest performance reviews because they feel it's waste of time and creates a feeling in the subordinate that he/she is being spied on and would lead to employee turnover as soon as employee feels that he is being controlled like an animal in zoo. At the same time, employees hate this because they do not want to be judged. And, when their review happens, they take feedback personally with negative feeling towards the supervisor. Now, how to fill this gap and make this traditional Performance Evaluation System meaningful? Try to follow little piece of advice below: Simply think about the overall plan of your organization which is important for business success and survival. Do this at least even if you cannot make Strategic Goals or conduct Strategic Planning...

Over the years, decisions have been mainly made by the CEO; that is Top Down approach in a business structure. The mechanism works by the movement of decisions by the CEO to the direct reports and then further movement down to people in the organization. This methodology in a chain of command could be appropriate if the world was not to change along with the capability of the CEO having knowledge of everything, which most of them pretend. But it could be disastrous as has happened with many organizations lately due to over confidence of the CEO. So the right approach, in today's changing world, is the Adaptive Style of Leadership. Being a CEO, try to use following points and see positive changes in your organisation within few months: • Keep an eye on changing Business Environments. • Learn about Empathy. • Learn to self correct yourself. • Go for Win-Win Situation. Publication of www.impressols.com

People still stay on their jobs for years and years despite they hate them now but loved in the past. A job admired or coveted for earlier is not necessarily the right career all the times; especially when there is a feeling of uneasiness in balancing work life. Is it that you hate to attend your office everyday or most often? - Then it's the right time to think about your mid-job crisis and take it as an opportunity to come out of it through following tools: Restart your thought process and reinvigorate your ambition. Look for your top favorite things that you would like to do most often. Now use them to make your goals you want to achieve. Anything; Money, Fame, Contribution to Society, Religion or combination. Match your job with your goals. If mismatch, you are in a wrong organization. Now list down the things that you want to do in your life. They could be hundred or more or your dreams like traveling a new country once a year with family. If your job does not al...

Your behaviors at work can damage your career and relationship with others. Regardless if you are highly educated, experienced or you hold a senior position; if you cannot manage interpersonal relationships, you cannot move on with your mission. Interpersonal Work Relationships play a pivotal role in accomplishing your goals, they create promotional opportunities and job engagement. But, at the same time, this should be on merit and as per policies.