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Tag: Management

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The Art of Managing People in the Field of HR

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Managing people is for people who are passionate about helping others to succeed, who can bring out the most of the teams. Managing people is much more of an art than it is science.

“Good Management is the art of making problems so interesting and their solutions so constructive that everyone wants to get to work and deal with them.” – Paul Hawken

As a manager, it isn’t easy to manage a group of people. In short, your employees are the ones making your vision a reality, and making sure they do it efficiently. Here are the six basic tips to effectively manage people.

Maintain a Good Communication

It is essential to communicate well to keep the loop about ongoing projects, goals, and deadlines and inform them about going-on within the organization. Giving your staff a feedback to feel that they can approach you with any questions or issues they want to address.

Building Positive Working Relations

Having strong relationships leads to a better work. It is also important to know the members of your team individually.

Acknowledge Good Work

Provide your staff with a positive feedback it will help to build their confidence and encourage them to get more involved in the future.

Be Real

By showing the human side of yourself and allowing your staff to get to know you a bit better, your team will feel more relaxed and comfortable approaching you.

Be Decisive

A good leader needs to be able to assert their authority and make important decisions for them. Behind every success of any organization, is the quality of leadership exhibited to the employees, that motivates them to do better.

Delegate Jobs to the Right People

An employee can either be the key to your success or be the reason for your crushing downfall. This is why it is vital that you establish a relationship with your team and get to know them individually to access what their strengths are.

Manage Conflict

Conflict in the workplace should not be ignored. It could lead to a negative atmosphere, which could have implications for staff productivity and communication among the team.

Set a Good Example

It is essential to set a good example to gain their respect.

Being an effective manager is about more than just driving your employees to hard work or more efficiently. Being the manager, you are responsible for leading your staff in achieving the overall goals by communicating clearly and effectively.

“Management is, above all, a practice where art, science, and craft meet.”

– Henry Mintzberg

Management would be easy if everyone managed were hard-working, collaborative, and had a great attitude and exceptional talent. Managing is also often associated with leading. While complementary, the two skills don’t automatically come together. A good manager is someone who finds the right mix to accomplish the goals set by the organization. The leaders are able to inspire employees to do their best because they foster a stimulating working environment that thrives on collaboration and within which people feel valued and appreciated.

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Human Resource: Building Workplace Relationships

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Workplace relationships are the tipping point upon which many matters important to managers and HR personnel balance. Having a high-functioning workforce means to have a relationship-centric organization to understand the forces that impact the workplace relationship spectrum.

“Building strong connections with co-workers takes focused effort and practice.”

Relationships are important. We as humans need a personal connection for support, meaning, friendship, and just plain happiness. Building a meaningful relationship within the workplace is very important for employees. They need to exist and they need to build from a solid foundation in order for you to have successfully engaged employees.

Relationships in the workplace are a byproduct of two primary factors: Interactions, how often two people connect and communicate, and Relatedness, or how much two people have in common. Relatedness cannot be discovered without some degree of interaction.

There are several characteristics that make up a good, healthy working relationship:

Trust

It is the foundation of every good relationship. It forms a powerful bond that helps to work and communicate more effectively.

Mutual Respect

It can help with the people you work with and value their input and ideas, and they value yours. Working together can develop solutions based on the collective insight, wisdom, and creativity.

Mindfulness

Taking responsibility for your words and actions.

Welcome Diversity

The people with a good relationship not only accept diverse people and opinions, but they welcome them.

Open Communication

A good relationship depends on open, honest communication. The better and more effective communication can result to have a richer relationship.

Relationships are required for every single business that exists. Having strong relationships leads to better work and also improve an internal organization. Good work relationships are not limited to organizational boundaries. Building positive workplace relationships is vital for career success. Relationships can positively or negatively affect your satisfaction with the job, your ability to advance and gain recognition for your achievements.

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Advocating Positivity in the Workplace

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Positivity is an element that helps turn situations around in a cinch. The right and positive mindset create an opportunity for success to foster even in the worst possible situations. This attitude does play an important role in the business side as it helps leaders and individuals cope up with the negativity and stress from the office. It will also open up an opportunity for the person to think in a different perspective than the way they usually do. They will be able to see the brighter side of things that will lead them to create, alter and adapt to situations when there are disparities and some changes in designated plans.

Knowing that positivity has a gigantic influence in the workplace, here are several ideas on how you can advocate or promote positivity in the workplace:

  1. Stay Organized

Much work-related stress and chaos in the workplace are due to disorganized ideas and plans. Meetings, strategic planning, and dry runs will help you and your team get a complete overview and insight on the things that should and will happen in an event or plan.

  1. Practice Effective Communication

Good communication between team members and the team leader is a key factor to ensure that everything is set in place. Genuine communication between individuals helps clarify what was planned beforehand is understood with what was meant. Positivity is fostered in good communication in terms of the decrease in misunderstandings.

  1. Smile

Facing the world and approaching it with a smile really does have its differences. You become more approachable to your clients and team members. The aura a smile possess inhibits a warm and gentle feel that really does promote positivity. When you are able to smile even at the darkest times, you might just trick your mind that you are actually happy.

  1. Leave Work at the Office

There are times that you need to rest and actually leave work. Keep work-related activities and thoughts inside the workplace.  The mental, emotional, and physical state the body has also have their breaking points. Have a break once in a while and give yourself personal time, you have a job but you still have a life. Enjoying your time will help you cope up with everything and will actually help you be more productive in your office.

Positivity is an asset that will help build you and your employees into greater heights. It might be a simple tactic or attitude to face and handle things, but the influence positivity plays has a gigantic impact.

“Pessimism leads to weakness, optimism to power.” — William James

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Engaging Strategic Planning in Human Resource

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Human Resource is a vital department within companies. Strategic HR planning is an important component of strategic HR Management. Human Resource Strategy or HR Strategy is a designation for a long-term plan to achieve objectives in the organization. It helps to unify and direct the behavior and actions of all people and their overall development in accordance with the needs of the organization.

It is essential to understand how a strategic HR planning process works. Each company’s plan will look slightly different depending on its current and future needs.

Without a strategic plan, managers throughout the organization may concentrate on day-to-day activities only to find that a competitor has maneuvered itself into a favorable competitive position by taking a more comprehensive, long-term view of strategic directions.

Strategic human resource management is the key to retention and development of quality staff. To implement a strategic human resource plan is to follow the steps below:

Develop a thorough understanding of the company’s objectives

The success of strategic HR depends on how well it links to the company’s goals by a thorough understanding of the aims, objectives, and missions.

Evaluate HR Capability

Evaluating HR capabilities will enable to understand the employees and how they contribute to fulfilling the goals and objectives.

Analyze current HR Capacity

Analyzing the HR Capacity of the company will help to recognize barriers and implement a plan of action to capitalize on opportunities and effectively deal with threats.

Estimate Company’s Future HR requirements

After analyzing the company’s employees and skills it’s time to forecast the company’s HR needs relation to:

  • Demand. A prediction needs to be made in relation to the number of employees with the associated skills that will be required in order for your company’s future needs to be met.
  • Supply. Looks at the employees and skills that are currently available to help your company achieve its strategic goals.

Determine the tools required for employees to complete the job

The HR personnel needs to find out how the tools are used and how will it impact the employees’ ability to perform the task.

Implement the HRM Strategy

After completing the analyzation and forecast of the company’s HR requirements it’s time to start the process of expanding the workforces and developing current workers for the company’s future growth.

Evaluation and Corrective Action

HR personnel decides a timeline to carry out a strategic HR management review. This will track the progress made and also identify areas for improvement.

The importance of strategic management in business provides the framework for all the major business decisions. It provides a sense of direction so that organization members know where to expand their efforts and it can help highlight the need for innovation and provide an organized approach for encouraging new ideas related to strategies.

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The Nature of Business Risk

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“You must take risk, both with your own money or with borrowed money. Risk taking is essential to business growth.”

– J. Paul Getty

A business risk is a future possibility that may prevent the management from achieving business goals. It is typical business risks facing that are broad and things you can control and things beyond your control such as the global economy.

Business risk refers to the possibility of inadequate profits or even losses due to uncertainties or unexpected events. It may decrease in demand will result in lesser sales and profits. Business enterprises constantly face two types of risk: Speculative and Pure.

Speculative Risks involves both the possibility of gain and the possibility of loss. It arises due to changes in market conditions whereas unfavorable ones may result in losses. While Pure Risks involves only the possibility of loss or no loss. It is to be noted that pure risks can be insured, speculative risks should be managed by means of financial derivatives, forward trading, and such other financial tools and measures.

It’s generally impossible to achieve business gains without taking on at least some risks. The purpose of risk management isn’t to completely eliminate the risk but to optimize the risk-reward within the bounds of the risk tolerance of your business. Risk management is a continuous, forward-looking process that is an important part of the business and technical management processes.

Business risk usually occurs in one of four ways: Strategic Risk, Compliance Risk, Operational Risk, and Reputational Risk.

Strategic Risk

It arises when the implementations of the business do not go according to the business plan. Every strategy has a risk that can be estimated as part of strategic planning. The following are a few examples of strategic risks.

Compliance Risk

It is the potential for losses and legal penalties due to failure to comply with laws or regulations. A business may fully intend to follow the law but ends up violating regulation due to oversights or error. Here are the following examples of compliance risk.

Operational Risk

It is the chance of a loss due to the day-to-day operations of an organization. It can also result from a break down of processes of the management of exceptions that aren’t handled by standard processes. The following are a few examples of operational risk.

  • Human Error
  • Information Technology
  • Insufficient Processes
  • Process Failure
  • Quality Risk

Reputational Risk

It is the loss of a company’s reputation or community standing might result from product failures, lawsuits or negative publicity.

A Risk Treatment is an action that is taken to manage a risk.

In general, there are four types of risk treatment. It involves developing a range of options for mitigating the risk, assessing those options, and then preparing and implementing action plans.

  1. Avoidance

    Deciding not to proceed with the activity that introduced the unacceptable risk, choosing an alternative less risky approach or process that meets the business objectives.

  2. Reduction

    Implementing a strategy that is designed to reduce the likelihood or consequence of the risk to an acceptable level where elimination is considered to be excessive in terms of time or expense.

  3. Sharing or Transfer

    Implementing a strategy that shares or transfer the risk to another party or parties, such as outsourcing the management of physical assets, developing contracts with service providers or insuring against the risk.

  4. Acceptance

    It is also known as risk retention, making an informed decision that the risk is at an acceptable level or that the cost of the treatment outweighs the benefit.

How to Build a Strong Management Team

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Building a strong, effective team is critical to business success. Building a strong team isn’t just about hiring the cliched, self-confessed team players with excellent communication skills. The ability to maintain a good interpersonal relationship shouldn’t be dismissed, a leader needs to build a team that can consistently perform, execute flawlessly and attain goals. Successful leaders construct self-sustaining, strong teams that can easily thrive without them.

Managers proudly describe the team-building initiatives they’ve pursued to create a sense of staff cohesion and morale.

A powerful and successful company operates best and with the most longevity when employees work with a team mentality. Here are the six steps on how to build a strong team.

Focus on the Roles

Picking a team member by a thorough selection for a greater long-term benefit. The company usually wind up becoming a revolving door because prospective employees see the role as a temporary landing pad and decide for later if they are the right candidate for that role.

Value each Role

Treating each role as an essential part of your operation is also crucial. Each team member should feel that their job matters. It is a major part of creating a healthy productive work environment must include ways to encourage and recognize the work of all employees in a consistent and frequent manner.

Communicate

Communication is the best way to demonstrate value best team members. Let the team weigh in on feedback and opinions will also help them to stay engaged and bring them closer to projects.

Set Goals

It is important to set goals and these goals should be realistic so that the whole team makes sure that they work with a sense of the big picture.

Celebrate Successes and Failures

Celebrating success and failures brings the team together and allows everyone to see that they work together. These also help the rest of the team to feel visible and they’re doing has an impact.

Know each other

Getting to know the people you work with helps you understand their style of work and how to have constructive discussions with them.

A leader is the sole person responsible for facilitating the team. All business need a range of skills to be able to survive and grow. Build a management team by assessing which skills and talents you need, recruiting leaders to work with and giving them the authority and flexibility to make decisions for the business.

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How to Increase Employee Productivity in the Workplace

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“Productivity is never an accident. It is always the result of a commitment to excellence, intelligent planning, and focused effort.”

–      Paul Meyer

Employees are expected to be productive. Employee productivity, sometimes referred to as Workforce Productivity, is essential to the employees, employers, organization and the economy. Workforce Productivity is important to help the firm increase and utilize the capacity of the human resource it has. Here are the following why productivity is important to the employees, employers and the customer.

  1. Customer Benefit

It often translates into good customer services and interaction. Total client experience is the key to satisfying customers and clients. It will gain customers loyalty and share their experience with others which is a marketing advantage coming out of high levels of productivity.

  1. The Company

The company achieves the goal when employees are highly productive. Productivity help to motivate the workplace culture and boost morale, producing a better company environment.

  1. The Workforce

Productivity in the workplace is important in every aspect of every company. This will motivate employees and gives them more job opportunities as the company grows.

All successful businesses understand how important productivity is in a work environment. Here are some tips on how to increase employee productivity:

  1. Be Efficient

It is important to make short-term and long-term lists and prioritize tasks. And provide each member of staff with a plan and encourage each to make a list to complete tasks on time resulting in efficient working.

  1. Delegate

It comes with an element of risk, but increase the responsibility and improves the morale and job satisfaction of staff members. It allows employees to gain skills and leadership experience and benefits the company and provides a sense of achievement and direction in their own careers.

  1. Reduce Distraction

Try to keep employees focused and engaged, this will ensure that the time spent at their desk is more productive.

  1. Have the Right Tools and Equipment

Providing the right tools and types of equipment is important so they can perform their duties efficiently and on time

  1. Improve Workplace Conditions

A comfortable working environment will improve employees concentration while working.

  1. Offer Support and Set Realistic Goals

Provide clear direction to supervisors and employees to help clarify expectations. It will help to increase their productivity, as they will have a clear focus and clear goals.

  1. Practice Positive Reinforcement

Motivate your employees to work harder and receive rewards in return, they’re more likely to put increased productivity high up on their to-do list.

  1. Ensure Employees are Happy

Show employees how much the company appreciates, respects and values them on a personal level is gratifying and often overlooked.

Productivity can help the company in utilizing the capacity of their available workforce. It is important to motivate all employees to reach their full potential and maximal level of productivity. Companies that recognize and encourage increased productivity are likely to be more successful than their counterparts.

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Best Practices in the Field of HR

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Human Resource best practices have been around for decades. They have served as guidelines for many HR Professionals.

Human Resource Management is concerned with all aspects of how people are employed and managed in organizations. The HR Department plays a significant role in how profitable and successful a company can become.

Human Resource Practices are strategic in nature. Following habits and policies that are considered in the industry to be the best practices can ensure that the HR Department is doing its part to create a successful organization.

When these best practices are combined, their impact is even more profound.

  1. Employment Security

Employment security is the first best practice for HR. It is a social contract between the organization and its employees. It benefits the organization because it helps them retain their people. This concept of security is essential and underpins almost everything HR does.

  1. Selective Hiring

The second best practice in HR, this enables an organization to hire people who are fit for the job. Making a right selection for the position is a key to building a competitive advantage. Pre-employment assessment is used to uncover three key candidates’ characteristics.

  • Ability: the person who has the ability to do the job and have the right technical skill and soft skills.
  • Trainability: the person who has the aptitude to learn and develop or improve his/her skills.
  • Commitment: feeling the responsibility towards the mission and goals of an organization.

  1. Self-managed and Effective Teams

High-performance teams are crucial for any company when it comes to achieving success. An effective teamwork in the workplace achieves more than a single individual.  Here are five techniques for promoting effective teamwork:

  • Give the power to make Decisions: Collaborative leadership is about skillful management of relationships that enables the team members to succeed while accomplishing a mutual objective. It is a great motivation to give the team the power to make a decision for effective teamwork.
  • Share clearly defined team objectives: When a team has a clear target to aim, their performance and overall effectiveness improve.
  • Promote efficient team meetings: One way to promote effective teamwork is through productive team meetings by using status reports.
  • Make individual progress visible to the whole team: To promote effective teamwork, the team needs to be aware of the progress.
  • Make it fun by melting the ice: Working in a team should be fun and inspiring, not an annoying obligation. Integrating a little bit of fun and humor promotes effective teamwork in the workplace is a great strategy.

HR needs to encourage different teams to work together in the organization.

  1. Contingent Compensation

The fourth Human Resource best practice. One of the tools companies use to attract, retain and motivate its people is through Compensation Management.

  1. Extensive Training

Learning is also increasingly important for the latest generation, such as Millennials and Generation Z.  It has become a way to stay innovative, grow faster, and sustain a competitive advantage.

  1. Reduction of Status Difference

Reduction of status differences can be applied by treating employees equal. Everyone in the organization deserves equal respect and could help in promoting the sharing of ideas.

  1. Information Sharing

Information sharing is important to share ideas and by encouraging open communication about strategy, financials, and operations creates a culture in which people feel they are trusted.

These best practices also need to align with what the organization is striving for. It improves morale, reduces turnover, increases productivity, and boost guest satisfaction.

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A Closer Look at Human Resource Department

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The Human Resource Department handles many necessary functions in business. It provides labor law compliance, record keeping, hiring and training, compensation, relational assistance and helps with handling specific performance issues. HR Department is a critical component of employee well-being in ay business. They are responsible for payroll, benefits, hiring, firing and keeping up-to-date with state and federal tax laws.

In every company, business, place of work has some form of HR Department to deal with the typical issues that come with employing staff. This purpose will sort out the problems, work alongside the management and the staff to ensure peace and tranquillity within the workplace.

It is crucial that all employees are completely aware of what the HR department does:

  • Policies – it is important for any company, new policies need to be understood and implemented.
  • Employment – the right staff and the right amount of staff fall to the HR department by hiring and firing.
  • Training – an important area for all employees to do their current job and career progression.
  • Payment – being paid makes everything worthwhile and pay reviews and bonuses are HR issues.
  • Equality and Diversity – two of the most important aspects within every place of work, responsible for making sure that employees are treated equally and the diversity of staff is fair.
  • Disciplinary Procedures – these can often occur when employing a large number of people, it is to be expected that some people just don’t fulfill the ideal behavior of a position.
  • Company Principles – every organization will have a purpose, intent, and principles which need to be upheld and it begins with the HR department by them spreading the intent to the company and labor unions or employee right organization.

HR Department provides your organization with a structure and the ability to meet business needs by managing your company’s employees.

Human Resource Department needs to provide a high return on the business’s investment in its people.

The Human Resource Department handles a range of different functions within an organization. There are six essential functions of the Human Resource Department.

  1. New Recruitment

The primary function of the HR Department is to oversee hiring and recruiting within an organization. The company administers the skills assessment and personality tests to match the candidates with the right job.

  1. Training and Development

HR Departments handles the training and development of an organization. It conducts training programs for new hire and existing employees. HR Department is responsible for training contracts and budgeting.

  1. Handling Compensation

Human Resource Department is responsible for the employee’s compensation. The department typically handles employee payroll and ensures are paid accurately and on time.

  1. Employee Benefits

HR Department manages all aspects of employee benefits and keeps track of employee absences and job-protected leave.

  1. Employee Relation

The HR Department handles employee relations matter within an organization. It involves the participation of the employee in different aspects of organization activities. It also handles disputes between employees and management, as well as disputes between the company and labor unions or employee right organization.

  1. Legal Responsibilities

The department is responsible for interpreting and enforcing employment and labor laws such as equal employment opportunity, fair labor standard, benefits and wages, and work hour requirements.

The main point of the Human Resource team is to “develop, advice and implement policies within the workplace” and generally find a way to keep staff and managers alike happy. The company’s human resource department is responsible for creating, implementing and overseeing policies between employees and the management team of the company.

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Learning in the Workplace

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The ability of the human being to learn new things have boundless limits and are a very outstanding ability that we all share. Most of the time when an individual graduates from college, the state of mind is that the journey of learning also stops there. Well, you’re mistaken, learning does not stop there and vanish into thin air like that.

Learning continues on for the rest of our lives, it just decays in time due to the lack of motivation to do so. When we were younger, our minds were more curious about the world that we live in. We try to explore; question and we keep an open mind on what the world has to offer. When the hands of time have taken its toll on us or we have reached a certain age learning becomes a hassle and it does not seem as easy as it was before. Because as adults, we tend to foster and preserve what we have learned so far in our lives. This sometimes creates a barrier that hinders the mind to accept new information and learn anew.

How is learning even relevant or of the essence in the workplace? you might wonder. Well, one thing to consider would be that learning creates an opportunity for the employee to grow and become a great asset to the company. The individual would be able to hone their skills and help them achieve new heights while taking their company with them. When the establishment is encompassed with people who have hungry minds they create a blank canvas that is open to new ideas.

Here are some suggestions for culminating learning in the workplace:

  • Pick the Right Organization

Sometimes learning through action or what you call Experiential Learning is a more effective way than observational learning or by simply reading books to acquire knowledge. If you want to culminate your learning make sure that you are in the specific field of your choice. An organization that specializes in that certain field will help you learn, understand and help empower your capabilities more than an organization who has a different specialization.

  • Set Aside Time for Leaning

I know that it can be a hassle and a little bit stressful to invest some of your time in learning, but as the old saying goes “learning never stops”. Investing some time to increase your knowledge and learn new things is a good idea. It is an opportunity to better yourself and widen your scope, it will take some of your time of course. You can’t suddenly learn something and be the best overnight.

  • Ignore Your Strengths

You already know what you’re good at, how about a change of pace and try improving or conquering abilities where you’re bad at. It may be convenient for you to always rely on what you’re good at, but to further flourish your skills and learn, try facing your weaknesses.

  • Learn from Others

Extend your reach, always know that there are people who are willing to help you learn new things. Collaborate and let your colleagues teach you what you want to learn, likewise teach them things where you excel at. A fair trade of knowledge creates a dynamic learning opportunity in the workplace.

Learning does not stop even in the workplace. As human beings, our minds starve for new information to comprehend and understand. It is something that we carry with us our whole lives in which we use to improve our well being and capabilities.

10 Qualities that Defines a Good Leader

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Everyone is a leader but only a selected few are a great leader. A leader is someone who establishes a clear vision and guides the team towards that vision by empowering and coaching them to greatness. Being a good leader is the most important part of having an engaged and productive team.

Great leaders find the balance between foresight, performance, and character. They have vision, courage, integrity, humility and focus along with the ability to plan strategically and catalyze cooperation among their team.

Here are some of the key qualities of a good leader should possess or learn from.

  1. Honesty:

    Wise leaders are not afraid of communicating the truth to their people. Honesty leads to a better productive relationship. Your company and its employees are a reflection of yourself.

“Honesty is the fastest way to prevent a mistake from turning into a failure.” – James Altucher

  1. Delegate:

    Always remember that you can’t do everything on your own. It is important for a leader to focus on key responsibilities while leaving the rest to others. By that, it empowers your followers and delegating task to them.

“The first rule of management is delegation. Don’t try and do everything yourself because you can’t.” – Anthea Turner

  1. Communication:

    A good communicator can be a good leader. Communication should be consistent when it comes to establishing work expectations or giving constructive feedback. It involves more than just listening attentively to others and responding appropriately.

“In many ways, effective communication begins with mutual respect, communication that inspires, encourages others to do their best.” – Zig Ziglar

  1. Confidence:

    Another quality that defines a good leader is having confidence. As a leader, it is your responsibility to maintain the team morale and keep moving forward.

“Believe in yourself. Have faith in your abilities. Without a humble but reasonable confidence in your own powers, you cannot be successful or happy.” – Norman Vincent Peale

  1. Motivate:

    The best leaders inspire their followers by setting a good example.

“Motivation is what gets you started. Habit is what keeps you going.” – Jim Rohn

  1. Empathy:

    Good leaders guide employees through challenges and are always on the lookout for a solution. Leaders understand the problems of their followers and feel their pain even it is not enough until leaders provide a suitable solution to their problem.

“Empathy is about finding echoes of another person in yourself.” – Mohsin Hamid

  1. Accountability:

    Good leaders take responsibility for everyone’s performances as well as their own.

“Nobody can go back and start a new beginning, but anyone can start today and make a new ending.” – Maria Robinson

  1. Positive Attitude:

    Keep the energy levels up to keep your team motivated towards the continued success of the company. Keep the mood a fine balance between productivity and playfulness.

“A positive attitude is something everyone can work on, and everyone can learn how to employ it.” – Joan Lunden

  1. Vision:

    A leader with vision have a clear, exciting idea of where they are going and what they are trying to accomplish.

“Vision is the art of seeing what is invisible to others.” – Jonathan Swift

  1. Responsible:

    The last quality that defines a good leader is being responsible. A good leader does not make excuses; they take the blame and work out how to fix the problem.

“Leadership – leadership is about taking responsibility, not making excuses.” – Mitt Romney

These qualities are the foundation of a good leadership. The best leaders drive their team forward with passion, enthusiasm, inspiration, and motivation. They nurture the strengths and talents of their people and build teams committed to achieving common goals.

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Maintaining a Healthy Relationship with Your Employees

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Providing a healthy relationship with your employees is an essential factor for the people you work with and the prosperity of the company.

There are a variety of flaws and problems that may arise from not having the proper relationship with the people you work with. Internal disputes, conflicts, issues, baseless rumors, and misunderstandings are things that culminate with a bad employer and employee relationships.

Engaging more with your employees and giving more attention to their needs is a critical factor that your job entails you to do. The gigantic effect it does helps maintain a good sense of balance and harmony in the workplace.

Before there are internal disputes and issues that come forth in time, there are things that an HR manager should do and not do.

DO’s

  1. Communicate

    . Good communication in the workplace plays an import role and are one of the things that you should never leave out. Listen to your employee’s thoughts and problems. It helps you gain a better insight in addressing problems and establishing better bonds in the work environment. On the long run, communication will help understand each employee. Listening to your employees also shows them that you do care and that they are a part of the company.

  2. Establish Rules

    Provide a clear list of rules upon the hiring process should set an example for other new employees. Rules create a more stabilized and more orderly environment.

  3. Be Friendly

    Being a leader, your employees look up to you and expects you to be responsible for all your actions. It should not hinder you from forming new friendships and creating bonds with them. Make friends with your employees and not just befriend a small group as it will foster favoritism in the long run. You are tasked to make all the employees trust each other and help promote teamwork. Be a good example and let the good characteristics start with you.

  4. Have Fun

    An important aspect an HR manager should try to consider. Organizing and initiating an event that creates solid relations amongst their employees is a good idea. Dinners, Games, Team building activities, Outings are some programs that are recommended to establish a good relationship between you and your employees. It is okay to take a break some time, let the stress from the working environment disappear for a while. When you take a break, the team will be able to handle and face their work better.

DON’TS

  1. Distract Workers.

    There is always a time and place to have fun, always make sure that you are never going to make their work performance suffer. Never distract your employees when working as it will disrupt their workflow. Do not bother their process by adding more to their pile of work.

  2. Discuss Work outside the Working Hours.

    In creating a healthy relationship with your employees, it is important that you also spend some time with them outside. When an opportunity like this happens, you have to consider that you should not talk about work-related matters at that moment. Instead, you could divert the discussion to know more about the employee’s hobbies and aspirations.

  3. Conclude Employees know the Rules.

    Most companies mistakenly assume that their employees know what their exact roles are. In this scenario, the Employee will be confused and have a hard time coping up with the work environment in the company. Be their training wheels for the moment, tell them what they have to do and guide them.

Creating a well-balanced work environment is not a simple task for the HR manager but with more effort exerted it will be a benefit to the future development of the company. A company that maintains a healthy relationship with its employees proves that it has a good impact on the company.