Onboarding – how to maximize your new employee’s potential

Posted on June 25, 2013 by AnyaWorkSmart

Welcoming a new employee into the Team could be a serious challenge, as there is always a chance that something would go wrong and precious potential would go wasted on unnecessary complications. Many pitfalls await the new guy as he tries to navigate the labyrinth of the new workplace: taking too long to start delivering, making a lot of mistakes and asking wrong people for help, being unable to connect socially because of trying too hard or not trying hard enough, and many others. Continue reading →

Constant change of human resources – how to reduce its impact, Part 2: Retaining the Knowledge

Posted on June 18, 2013 by AnyaWorkSmart

Let’s admit it – people always leave.

May be we let them go, may be they’ve found something else and may be their time has come and they’re retiring. In any case, your organization is left with an open void that needs to be filled as soon as possible. The sooner and the better you’ll fill it with somebody else – the smaller would be the amount of time and energy swallowed by that void. In order to do that you not only have to find Continue reading →

Constant change of human resources – how to reduce its impact, Part 1: reducing the volume

Posted on June 11, 2013 by AnyaWorkSmart

My previous post dealt with some of the reasons for negative influence of constant change of human resources on our projects. Despite the fact that many Managers still consider this phenomenon a “necessarily evil” and an integrative part making things done, it’s hard to imagine that anyone would argue that no attempts should be made at mitigating this “evil”. Continue reading →

Constant change of human resources – the impact on our projects

Posted on June 4, 2013 by AnyaWorkSmart

In my previous post, I provided an extreme example of how critical to organization could be the loss of knowledge and expertise in some cases. Even though in many other, more usual cases, the loss would not be felt immediately, the cumulative effect could be more than Continue reading →