Factors Affecting Levels of Pay
Skills, Experience and Performance This is the basic determinant of the pay that is given to an employee. This is the entry-level criterion wherein the skills of the employee are first determined and the pay fixed accordingly. Next, the performance of the employee during the appraisal period forms the basis for the salary hike and […]
Format of a Payslip: All You Need to Know
Introduction All of us work for monetary and non-monetary benefits and there is no denying the fact that the former is more important for many (if not all) than the latter. Therefore, employees in organizations need to understand the components of the Payslip as this determines how much they are earning (gross and net) as […]
Factors affecting Job Design
A well defined job will make the job interesting and satisfying for the employee. The result is increased performance and productivity. If a job fails to appear compelling or interesting and leads to employee dissatisfaction, it means the job has to be redesigned based upon the feedback from the employees. Broadly speaking the various factors […]
How HR (Human Resources) Function Can Save Time by Automating Routine Tasks
Automating the Recruitment Activities and Tasks Much of the work that the HR Function does is routine and repetitive in nature. Starting with the recruitment process, including training and development, as well as performance management, the work that the HR does consists of manual and routine tasks that can be automated and hence, save time […]
The Necessity of Drafting Proper and Foolproof Employment Contracts
What Are Employment Contracts ? Employment contracts are covenants between the employer and the employee which provide the basis and the terms and conditions for the employment relationship. Employment Contracts usually state how much salary would be paid, what the perks are, the nature of the employment relation, the basis for firing when the employee […]
Let us highlight some common mistakes managers make in knowing and managing employees:
Do not expect your team members to know everything. How can an individual perform each and every task with perfection? Key responsibility areas should not be designed just for the sake of it.
Responsibilities should be delegated as per capabilities, specialization and interest areas of individuals. Do not impose unnecessary burden on employees. Trust me; they would not stick around for a long time.
Managers need to master the art of extracting the best out of each employee by assigning work which interests him/her. Do not ask everyone to do everything. It will lead to a complete mess. Accept the fact that in only very rare circumstances, an individual can perfectly match all your specifications.
Yes, employees expect managers to connect on a personal level as well. Individuals feel motivated when their reporting boss enquires about their family, children or relatives. They speak high of their managers even if they are not around.
The common mistake which managers make in knowing employees is that they interfere too much in their personal lives. Problems arise when personal lives are discussed at the workplace. Please do not bring your personal problems to work. How would you feel if your Boss asks you about your affair? or something which is too personal.
Managers should avoid discussing topics which have no relevance at the workplace. Too much of personal interference in anyone’s life is not at all acceptable in organizations.
Avoid being overfriendly with your team members. You will have difficulty in managing them as friendship is all about going out together, gossiping, and complaining about work and sometimes even Boss. Be warm and polite with them.
Small get-togethers or snacks parties are excellent initiatives to know your employees but make sure you are not overdoing the same. Too much of parties also spoil the work culture and employees stop taking work seriously. Do not ask for undue favours from your team members.
Knowing employees does not mean that you will sit and gossip with your team members. Managers need to spend time with their subordinates to know what they are upto,to find out where they are lacking, in which all areas they can contribute more? and so on. Knowing employees helps managers to understand their capabilities, strong points, weaknesses etc.
You do not have to waste your time by simply discussing things which are not related to work. Remember, your organization is paying you for your hard work, so please do not waste time unnecessarily, instead find out how you along with your team members can contribute more effectively towards your organization.
Even if you know everything about an employee, please do not disclose internal policies and strategies which probably the top management has confided in you. You never know when the other individual backstabs you.
Managers feel addressing employees by their nick names would bring them closer to their team members. Sometimes it may go the other way round. Avoid calling them by their nicknames or surnames. They might feel bad. Call employees only by their first names. Avoid slangs at workplace.
Encourage two way transparent communication at workplace.
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