In my previous post on Loyalty I mentioned that in our uncertain times it’s much more logical to build Loyalty on the small scale of a specific Team or Department, than on a company level. People can’t be sure anymore that the company will stay around for long, or even if it does – that it will still have enough resources to employ them. Continue reading
There are numerous training resources out there that call for communicating more, trying to break down into bits and pieces what communication is and how it should be done properly. So why do we still struggle so much in conveying our messages when we want others to do something for us or, at least, to understand what we’re talking about? Continue reading
As I’ve written so much about building a Perfect Team, it seems logical to discuss what would sustain this team long enough to produce meaningful results. Naturally, it all revolves around the concept of Employee’s Loyalty.
I haven’t seen any direct mentioning of loyalty in employee’s contracts and, not living in Japan, Continue reading
Anyone who conducted interviews for potential employees knows that after a while you develop your own priorities of what to ask, what to pay attention to and what to look for in the candidate. If I had to pick that ONE thing in the candidate that will put him at the top of the list, outshining everyone else, I would say I’ll choose a person Continue reading
Let’s say you already have a perfect team, the work is progressing to your complete satisfaction and any contingency you encountered was successfully overcome. Does this mean you can relax and leave your team members to their own devices?
No, if you want things to remain as shiny as they are now. Continue reading
Every manager knows that process of resourcing is a never-ending story. Constantly “fighting” for headcount, acquiring approvals, justifying the needs, not to mention recruiting, selection and interviewing are extremely time and effort consuming endeavors. But what if after all this the new team member is unable to find his or her place in the team, cannot “blend in” and deliver what’s expected? Did we somehow mess up the recruiting process? Or maybe it’s something else?Think about your team as a human body, and it all becomes clear. Continue reading
Every team member, in addition to straightforward job specific duties, has additional (and critical) responsibilities in the team, related to his or her personal predisposition. Successful manager has to know how to ensure that all these additional team functions are present by building a customized communication and incentives system for each team member (see more on that under Team Building tag). There are many different typologies for these functions, so feel free to use mine :-). Continue reading
The human body functions based on a very simple principle – every organ has its own job to do, but in case something goes wrong, there is a possibility to divide the lost function between other organs. You break your legs – you can crawl with your hands, someone loses his sight – other senses step up to the task. Because we have such an intricate regulator as our nervous system, we are never completely down even when we are. It creates a clear Responsibility Structure of body organs. Continue reading