fabiochiu/medium-articles huggingface dataset:
10 life lessons I learned from my hardships
By: Mathias Lukas
Tags: Struggle Of Life, Growth Mindset, Endure Hardships, Life Lessons, Outside Comfort Zone

Looking back at the past years, I was often thinking there was no way of getting myself “unstuck” from those places, but I did always find my way eventually. Sometimes these moments come and go in waves, sometimes they hit me like a fast train coming my way.

Going down the wrong roads for a while had me thinking about how to finally find the right one. Or, the right ones. There is more than one right direction, for every single one of us. I used to find myself not making a decision at all, being afraid of making the wrong decision before making one at all.

Many times I would listen to my head rather than my gut, just to find out that the gut decision would have been the more fulfilling one if I had chosen to go down this path.

Well, as they say, you usually learn the hard way.

Your capability to deal with rejection is influenced by your expectations

„We are more often frightened than hurt; and we suffer more from imagination than from reality.“ ~Seneca

A good friend of mine posted this quote a while ago. For some reason, it instantly struck me. It reminded me of how we live a life of expectations. We usually expect things to go smoothly if we only make the right decision.

Avoiding mistakes is manifested in the core of our everyday lives — it all starts early in school when we are “punished” for making mistakes by being graded poorly. Consequently, this carries over into adult life, and what is manifested in our early childhood years remains a core belief until we realize that the opposite seems to be true.

In my opinion, it even becomes the true key to finding out who you are. To me, struggling through life even seems to be the juice of a fulfilled life.

Consequently, I strongly believe that real growth comes from swimming against the current. If we blend in, there is no resistance, no rejection, no disappointment.

Don’t get me wrong — there is nothing wrong with playing along with the rules or becoming an integral part of society by e.g. exercising a job that will pay your bills. That’s fine, as long as it’s not the only thing you do with your life.

Finding your community, your tribe, your people is more important to who you want to become than what you’re doing on a day-to-day basis to cover your basic needs.

People who accept you the way you are, but also challenge you and push you out of your comfort zone. People who are brutally honest with you, because they genuinely care about you.
Overcoming harmful behaviours
By: Ujji - Meet The Future You
Tags: Ujji, Harmful Behaviours, Self Improvement, Growth Mindset

“If you do not pour water on your plant, what will happen? It will slowly wither and die. Our habits will also slowly wither and die away if we do not give them an opportunity to manifest. You need not fight to stop a habit. Just don’t allow it to repeat itself.” — Sri S. Satchidananda

© freepik

If things aren’t going well for you, even when you’re giving them your best shot and using the right channels, it’s because there probably are some items you need to knock off your list of behaviour. However, before looking for what to knock-off and whatnot, let’s look at what we can qualify as behaviour. A behaviour is a way of interacting with or reacting to a situation or stimulus. In a nutshell, it’s how you live your life because living your life is all about interacting with your surrounding environment. But, when the things you do or how you do them in response to situations pose threats to both your physical and mental health, such behaviours become harmful, and the list is endless.

What could be the cause?

One of the primary reasons people seek to adopt a harmful behaviour is reacting to negative emotions like stress, anger, frustration, etc., from situations that make one feel powerless and bored. Most of the time, people end up doing things they regret when they only wanted to “blow off some steam.” But then, it turns out that they end up igniting another fire of which they do not know until it is too late.

So, what then is the fix?

The upside to behaviour is that it isn’t the same as the habit, it is more on the conscious side, and you can easily spot it when it surfaces. It is only after repeating the behaviour for an extended period that it becomes a habit.

The fix starts with identifying what happened. Something must have happened, at one time, and triggered the need for that behaviour. You can begin from there; the realization that the situation and the emotions are long gone, but the action now turned habit lingers on. When it comes to behaviours or habits and how they affect our lifestyle, there are no “leaving the spaces blank.” A replacement is always the best option because you have subconsciously created avenues for exhibiting them.

Therefore, finding a counter-behaviour that isn’t harmful and replacing it with the identified behaviour will do the trick. You can also watch out for situations that trigger such action and refrain from it or anything related to it.
@#!Growth hormone receptor@#!
Tags: Growth Mindset, Growth Hacking, Growth Marketing, Growth Strategy, Growth

Growth hormone receptor is a protein that in humans is encoded by the GHR gene.[5] GHR orthologs [6] have been identified in most mammals.

Contents

Growth hormone receptor (GHR) is transmembrane proteins consisting of 620 amino acids. GHR exists in two forms as a full length membrane-bound receptor and as a soluble GH binding protein (GHBP).[7] GHR contains two fibronectin type III β domains in its extracellular domain, whereas the intracellular domain contains tyrosine Kinase JAK2 binding sites for SH2 proteins. JAK2 is the primary signal transducer for growth hormone.[8]

This gene encodes a protein that is a transmembrane receptor for growth hormone.[9][10] Binding of growth hormone to the receptor leads to reorientation of a pre-assembled receptor dimer dimerization (the receptor may however also exist as monomers on the cell surface [11]) and the activation of an intra- and intercellular signal transduction pathway leading to growth.[12] A common alternate allele of this gene, called GHRd3, lacks exon three and has been well characterized. Mutations in this gene have been associated with Laron syndrome, also known as the growth hormone insensitivity syndrome (GHIS), a disorder characterized by short stature (proportional dwarfism). Other splice variants, including one encoding a soluble form of the protein (GHRtr), have been observed but have not been thoroughly characterized.[5] Laron mice (that is mice genetically engineered to carry defective Ghr), have a dramatic reduction in body mass (only reaching 50% of the weight of normal siblings), and also show a ~40% increase in lifespan.

Conserved and variable positions of the GHR protein are evidenced by multiple amino acid sequence comparisons among rodents. The site in yellow emphasizes a Proline shared by all species in blue and represents a protein signature of their common ancestry.[13]

Growth hormone receptor has been shown to interact with SGTA,[14] PTPN11,[15][16] Janus kinase 2,[17][18][19] Suppressor of cytokine signaling 1[20] and CISH.[20]

The GHR gene is used in animals as a nuclear DNA phylogenetic marker.[6] The exon 10 has first been experienced to explore the phylogeny of the major groups of Rodentia.[21][22][23] GHR has also proven useful at lower taxonomic levels, e.g., in octodontoid,[24][13] arvicoline,[25] muroid,[26][27] murine,[28] and peromyscine [29] rodents, in arctoid [30] and felid [31] carnivores, and in dermopterans.[32] Note that the GHR intron 9 has also been used to investigate the mustelid [33] and hyaenid [34] carnivores phylogenetics.

Growth hormone receptor antagonists such as pegvisomant (trade name Somavert) are used in the treatment of acromegaly.[35] They are used if the tumor of the pituitary gland causing the acromegaly cannot be controlled with surgery or radiation, and the use of somatostatin analogues is unsuccessful. Pegvisomant is delivered as a powder that is mixed with water and injected under the skin.[36]

See also[edit]

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Top 4 Ways Grit Helps Build Success
By: Stuart Ferster
Tags: Growth Mindset, Itc Uk, Stuart Ferster, Grit, Business Success

When you think of grit, a tough cowboy from the old west might come to mind. Though the cowboys on the screen demonstrated grit, it’s more than just a tough guy act. It’s about the approach a person takes to life.

is defined as a personality trait based on a person’s resilience and perspective. It is made up of many factors that can determine an individual’s success. Here are the top five qualities of grit and why they matter for success.

When faced with a dilemma, they don’t shy away from it. Instead, they move through it by finding an effective solution. Commitments and goals matter to those who have grit. No matter how tough the task, they don’t give up and will muster the strength to accomplish their goals.

Challenges can make or break us, and success depends on what we learn from the experience. Those individuals who have grit can meet challenges and still push on. They understand that stumbling along the way, is a part of the process. If they fail, it doesn’t define them. Instead, it is a learning experience that continues to build their character.

People with grit don’t complain much or at all. Instead, they view the world realistically and don’t let small things negatively affect their attitude. They deal with unpleasant emotions in a rational way, putting them aside, so they don’t distract from what’s truly important.

Each task or project that a person with grit starts will be completed. They will focus on the problem and find a solution, no matter how hard or long it takes. They see that the time and effort are worth the benefit of completion, which allows them to see things through.

It’s possible to develop grit if you feel you don’t have it. These are all traits that can be learned through practice. Grit is a flexible way of thinking that goes against the fixed mindset. So, you can adopt this way of thinking to benefit many aspects of your life.

As you can see, grit is composed of positive traits that people use to push through the tough times. It’s a balance of perspective and endurance, traits that can be practiced and developed. Having grit is an admirable trait and a key to a life of success as a growth mindset.
Maintaining your vibe in adversity
By: Ujji - Meet The Future You
Tags: Adversity, Ujji, Self Improvement, Growth Mindset

“It’s not what happens to you, but how you react to it that matters” — Epictetus

A lot has happened this year, and there were lots of times when one had to grieve or be scared of the possibilities of being swallowed up by the “lemons” that the year served us, and that put us in a dark place. It could also be that the hit wasn’t direct, right? What if it was someone close to us, and now, all we have left is grief? How do you get away from all that negative vibe and move on? Well, don’t break a sweat because many people went there too; this year had a way of dropping things on a global scale so, you weren’t alone. But now, many of them have left, they’ve moved on, and so should you.

Yeah, only if it were that easy.

The thing is, it isn’t. but, one step in front of another, no matter how slow, is progress. And that’s from where we will start.

Let’s start with the law of attraction. Whenever it comes to vibes and energy emissions, I always refer to this law because it works. The universe has a way of sending things that are in sync with your energy your way, and that might be a good thing if you were emitting positive energy. Do you want to guess what the universe will send your way if you were emitting negative vibes? Having that in mind as a motivator, let’s look at ways to change your negative energies to positive ones and keep them that way.

Forgive yourself. Apart from the times when it was clear that we messed up, we often feel bad not because of what we did, but because we froze or couldn’t do anything when something wrong happened to those close to us. Feeling guilty is one thing, but not forgiving yourself is terrible for positive energy because you won’t have one, let alone maintain it.

Practising gratitude, self-compassion, and other practices to boost our self-confidence is also an excellent way to keep the positive vibes flowing. This method is a simple trick, and it involves replacing those dark and empty spaces in your life (sources of negative energies) with the practices whose very essence are to ensure a steady flow of positive vibes
Hi Guys! I am new here but not to the world
By: Mehjabeen Sajid
Tags: Employee Engagement, Employment, Corporate Culture, HR, Personal Development

I have always been on an ambitious journey of establishing myself as a winner and go getter in every step of my career and personal life, learning about industries and their business operations always fascinated me.

Beginning my career at the age of 19 in the field of Audits & Accounts, to exploring my people’s skills in the operations until experiencing the skill of acquiring talent across various industries through consulting the right talent at the right time in the right organization by offering them their best career opportunities.

I learnt about the various sides of Corporate HR which helped me build professional relations that have lasted in the long run, the idea of being a people’s person built more ways for me to explore solutions to various problems faced by an employee, after all you have walked in their shoes too.

Realizing that it is not always the people, it is the process too that needs to be developed, for creating opportunities is the need of the hour. Working in the capacity of a Business HR or Human Resource Business Partner gave me insights of how a Individual can be “The Change” and yes it’s possible with the very first step that you take to understand how you can solve a problem as you are not always alone. This thought provoked me, gave me an attitude to think like an Entrepreneur or a Consultant who can change the conversations.

So this is how I became and experienced, qualified and certified Head Of HR with a demonstrated history of working in multiple Industries skilled in Talent Acquisition & Management, Employee Engagement, Business Process Improvement and other gamut of HR.

Hybrid career growth from Retail Operations to Head Business HR. A Business Resource Specialist with strong networking skills who collaborates to acquire talents, I explore opportunities that bring a mutually rewarding association that contribute to the bottom line.

Recognized as 101 Top HR Minds in India by World HRD Congress

With strong administrative skills & uncompromising principles. I lead the Best Ed Tech Initiative which will democratize the L&D industry and empower it’s contributors. a holistic platform for Trainers, Teacher and Industry experts who wish to share their knowledge beyond boundaries.

I am strong levelheaded professional, and you can connect with me on corporatesiyaapa@gmail.com
Green Practices Among Employees for Environmental Sustainability of the Vehicle Service Industry
Tags: Vehicle Service Industry, Employee Engagement, Employment, Uijrt

Efforts in addressing the effects of environmental pollution are significant, thus supports the national green economic growth. This study aims to identify green practices as perceived by employees in-vehicle service industry. This study employs a quantitative research design.

The survey instrument is in the form of a questionnaire which utilizing a five-point Liker-like scale. A pilot study has been conducted with 30 respondents and the value of Alpha Cronbach for each construct ranges between 0.8- 0.9. A total number of 70 respondents from four vehicle service centres in Johore state were involved in the actual study.

Data analysis was conducted using the Statistical Package for The Social Science (SPSS) version 22 to determine the mean for each research objectives and Spearman Rho correlation method were utilized to look at the relationship between the four constructs of green practice.

This study also uses Mann-Whitney and Kruskall Wallis tests to see the difference in the demographics of respondents against constructs under review. The study shows that the majority of respondents demonstrates good awareness, knowledge, attitude and skills towards green practices in waste management.

In summary, employees in the vehicle service industry demonstrate increased concern on the needs for effective environmental-friendly waste management in-vehicle service industry.
A human’s guide: Advice you should never say f*ck off to.
By: Braedon Leslie
Tags: Employee Skills, Employee Engagement, Executive Functioning, Burnout, Employee Burnout

How you can master the art of agility and flexibility in a modern workplace.

You could be this fast, too.

Ode to the young professional

You’re young (maybe you’re… more experienced). You’re working at one of the coolest, hippest, most innovative and inspiring companies out there.

You worked hard to get here, you “hustled.” Nothing wrong with that.

However, you’re not invincible. You start to plateau and you tell yourself it’s nothing more work and a 4 shot espresso can’t handle.

Except for it can’t.

And then a pandemic happens.

You start spending less time with others. Work was a lot before but then it decided to move in and now it’s consuming you. You don’t go on runs or hit the gym like you used to. You keep telling yourself, “It’s a phase.”

Just like that, you go from Mr. Dependable to Mr. So-so (same goes for all the Ms.’s out there).

Pause. Does this sound too extreme?

Okay, so maybe your life isn’t unraveling itself before your eyes. But if you’re one of the 85% of employees who hates their job, things could definitely be better.

How though? Well, short of switching companies or even careers, you may want to re-assess your relationship with work; and January 1st, 2021 is as good a time as any to start.

IMPORTANT

Before you haphazardly set goals that inevitably lead to overwork this coming year, be sure to take into account external stressors.

2020 has left us all in pretty rough shape. Reluctantly, we’re finally acknowledging that employee burnout doesn’t operate in a silo. It stems from home and it’s produced at work.

The relationship between these two environments is not mutually exclusive. It’s shared and it needs to be addressed, equally.

So, before we raise the bar “just because” or because “what doesn’t kill you, makes you stronger”… remember empathy for yourself and your people.
JC Bingo Night
By: John Clements Consultants
Tags: Virtual Bingo, Jcci Edi Events, Employee Activities, Employee Engagement

JC Bingo Night

“Bingo! Ho, ho, ho!” That was our shout-out when we joined the JC Bingo Night last Friday, December 11. This is one of the activities that John Clements decided to offer to keep employees engaged despite our current work set-up. Most of us are still working from home and that was why we didn’t let this kind of opportunity pass without joining and being a part of it.

Bingo Night was hosted by Lesther Calimon and Mavilyn Ofiasa from the Professional Staffers Division. They started the activity by giving a refresher, explaining the mechanics of the game and also tweaking a bit the patterns we needed to complete in order for us to win. I must say, it was quite difficult as it was different from the usual patterns we encounter in a typical bingo game, but I really enjoyed playing the game and felt the Christmas season because of the Christmas-related patterns. The organizers prepared 3 patterns for 3 rounds, while Ms. Grace Sorongon, our Senior Vice-President & Managing Director, provided the prizes and allowed an additional round in order to give others a chance to win.

Congratulations to April Adlus, Kaysey Tan, Philip Omcitin, Ange Bartolome, Emily Damaso, and myself for winning the bingo game!

They said bingo is a game of chance, but I guess the 70 employees who joined the said game weren’t there merely to take a chance and win — it’s the experience of playing and having fun together with your colleagues that matters more. And even though this pandemic changed how we used to do things in the past, and even how we celebrate the Christmas season, this activity reminded us that we are still part of a wonderful family, and we are blessed that God provided a platform for us to see, play and connect with each other.
How Not to Do Customer Service Over the Phone
By: Christine Malek
Tags: Small Business, Employee Engagement, Small Business Owner

I was going through my day yesterday, doing my thing, and in the back of my mind I was wondering what today’s post should be about.

And then it happened.

I had to make the dreaded phone call to my prescription provider.

The total length of the phone call was a little over 34 minutes. With no resolution.

After about a two minute wait, I was connected to a person I could barely understand. I received a lot of the “Thank you, yes, let me look into that for you”, “Thank you for waiting so patiently” and “I’m so sorry for the extended hold”.

I appreciate the “Thank you” and “I’m sorry”, the politeness of the words that were coming out of her mouth, but there was no feeling, no emotion, no caring. It was clear she was reading from a script with broken English.

This conversation occurred three more times after the first lady.

FOUR TIMES???

FOUR DIFFERENT REPRESENTATIVES?

WITH FOUR HEAVY ACCENTS YOU COULD BARELY UNDERSTAND?

If I ever I wanted to say it, now would be the time… WTF?

Wouldn’t it have been nice to talk to one person who could answer all my questions and resolve the issue with ease?

HERE’S TODAY’S LESSON :)

If you can train your employees to handle more than one job, do it.

We want the profits of big companies, just don’t follow their policies.

Train your employees to give the best possible customer service to the customer, whether on the phone or in person. After all, that customer has a question about your business or is not a happy camper for some reason. Shouldn’t we try to NOT add to their stress level? Shouldn’t we try to calm and divert any situation to the best of our abilities?

The best companies I have worked with have this same philosophy. If everyone knows a little about the the other’s positions, they are better prepared to handle any questions or situations.

So keep on being great doing what you do, and if you would like to leave a comment or contact me directly, you’ll get the best customer service I can deliver to the best of my ability.

Happy Small Business,

Christine
New hiring = wasting time
By: Mohammed Abdul Nawaz
Tags: Culture, Employee Engagement, Company Culture, HR, Employees

We’re working in the 21st century and still hiring process is OLD?

Shouldn’t we think liberal in terms of time?

Here is my logical strategy that can save time for both employee’s and employer’s.

Companies are wasting their time for re-screening new profiles.

I noticed that the companies are re-posting the same job periodically, however, they aren’t willing to offer the opportunity to the rejected employee’s or to the employee’s who never ever been shortlisted. therefore, don’t you think that the first priority is to search for the existing data that what we hold in our data base? instead, companies are literally spending days and hours in screening/shortlisting and interviewing to the new candidates.

Logically, It is totally a waste of time as it consumes lot of time for HR to first shortlist the candidate and then forward it to the next hiring team following with many other rounds.

We should think logically here, when we already have the data available to pitch and few of them you’ve already spoken with then, why don’t you check with them first? It is a good gesture to the candidate as well as you kept data and turned back to them with the opportunity.

Few points I would like to highlight here:

1) When you receive applications in bulk, you aren’t likely to review all the profiles individually, it is a software or AI tool that shortlist candidates based on the algorithm that you’ve set it.

2)Few of them profiles won’t even get noticed by the tool or few of them will get reject due to insufficient skills.

3) When you’ve shortlisted candidates and HR will schedule interviews and so on, few of them will still be out in 1st and 2nd round of interviews due to many reasons and few of them will get offers.

If any same position becomes available then, that is the time to utilize it with existing profiles.

There is an opportunity for companies to check the existing data first and who didn’t make it earlier. if it is a perfect fit you can save time basically and get evade of shortlisting new profiles again , otherwise, employer can still go with the option 2 that is to post a new vacancy and invite applications.

Technology is on peak and time is money, so work in an effective and smart way.
Use Digital Technology to Improve Employee Engagement
By: Dr Rick Goodman
Tags: Employee Engagement, Entrepreneurship, Self Improvement, HR, Leadership

s a leader, you’ve probably thought about all the ways in which digital technology can enhance communication with your clients — but there’s another side of the coin to consider. Digital technology can also facilitate better communication between your employees and one another, and between your employees and you.

Digital technology can even be a catalyst for team building. The question is, how can you leverage technology in your workplace so that it actually improves collaboration and engagement? How can you ensure technology is a tool, not just a distraction?

As a keynote speaker and leadership expert, I’ve spoken on this topic to a number of team leaders — and here are some of the tips I often provide them.

Measure employee engagement . Look into a software suite called Officevibe, which promises increased employee engagement in just a few minutes each month. The software allows your employees to weigh in with their feedback and suggestions for new workplace initiatives; you can not only get feedback but also quantify and track your progress as you strive toward new goals.

Look into a software suite called Officevibe, which promises increased employee engagement in just a few minutes each month. The software allows your employees to weigh in with their feedback and suggestions for new workplace initiatives; you can not only get feedback but also quantify and track your progress as you strive toward new goals. Provide tools for collaboration. You might use a project management tool, like Wrike or Baseline, to help your team members share ideas and files and work together on a particular project — an especially good tool for those who have remote employees. You might use something like Incentive to make collaboration more social. Or you may simply use something like Dropbox to ensure easy access to files and documents.

You might use a project management tool, like Wrike or Baseline, to help your team members share ideas and files and work together on a particular project — an especially good tool for those who have remote employees. You might use something like Incentive to make collaboration more social. Or you may simply use something like Dropbox to ensure easy access to files and documents. Use technology to boost workplace wellness. There are some great programs that make employee wellness actionable, measurable, and fun. Limeade.com is just one of many that are worth looking into.

There are some great programs that make employee wellness actionable, measurable, and fun. Limeade.com is just one of many that are worth looking into. Get feedback. You can conduct easy, anonymous employee surveys with tools like TINYpulse, allowing you to have a better sense of what your employees are thinking — and letting them know that their voices are heard and that they are important.

Technology can be a great enabler of increased teamwork and collaboration — and an amazing way to boost engagement within your team.
¿Cómo hacer tu Empresa más Atractiva para los Empleados?
By: Akiba Blog
Tags: HR, Employee Engagement, Employment, Hr Talent Management

in In Bitcoin We Trust
Safety Marking Inc. Recognizes Warren Thomas for Reaching the Milestone of 30 Years of Service
Tags: Employee Engagement, Safety Marking, Employee Retention, Safety Marking Inc, Business

Safety Marking Inc. Recognizes Warren Thomas for Reaching the Milestone of 30 Years of Service

In a world where employee loyalty and longevity have greatly diminished, Safety Marking Inc. proudly recognizes 30 years of service. safetymarkinginc Dec 22, 2020·3 min read

Originally published on prweb.com

As a company that is well known for its emphasis on employee training and development and retention, Safety Marking Inc. is proud to recognize Warren Thomas for reaching the milestone of 30 years of service.

“I was lucky the day I walked into Safety Marking, Inc. thirty years ago with little experience. Mark Kelly gave me a chance, he asked me if I wanted to learn something new. I have been learning ever since for thirty years and feel just as lucky today to be working for him as I did the day I walked into the Bridgeport headquarters.” Warren Thomas, a recipient of Safety Marking Service Award honor for his commitment of 30 years.

Safety Marking has embraced a culture of prioritizing learning and development over the lifespan of the company. Acknowledging that it is a crucial measure to stand out amongst their competitors, they have developed a methodology to help engage and retain their talent, providing top-notch customer service to those they serve. One study detailed that 93% of employees. believe they would stay with a company longer if that company took the time to invest in their development. The outstanding achievement of longevity and service demonstrated by Warren Thomas certainly reflects this discovery’s accuracy.

The company recognizes the benefits of developing a tenured, well-trained workforce. By ensuring their employees have a myriad of training initiatives, Safety Marking Inc. engages in risk mitigation by providing education around compliance, safety, ethics, and other tactics necessary for their workforce to be safe at all times. A well-trained workforce reduces the level of risk on the job and leads to increased company profits. Less turnover, improved morale, and an extensive knowledge base result in more productive employees who can assist customers in many ways.

As a company that has been in business for almost five decades, it is phenomenal to acknowledge and recognize employees that have been around for nearly half the life, if not more, of the company. Safety Marking Inc. wouldn’t be where they are today without the dedication and loyalty of their employees.

About Safety Marking Inc.

Safety Marking Inc. is a family-owned business founded by Mark Kelly in 1973 to provide pavement marking services in Fairfield County, CT. Safety Marking Inc. is devoted to consistently exceeding customer and employee expectations through innovation, accountability, integrity, and teamwork. It has long-standing partnerships with the local Wakeman Boy’s and Girl’s Club and the Thomas Merton Center to encourage healthy citizenship and support those in need.
Flipping The Script On The Holidays
By: Timothy Guinan
Tags: Employee Engagement, Health, Wellness, Holidays, Depression

While many look forward to the holiday season, it can also be a time of heightened stress and anxiety. If you’re dreading the holiday season, here are some ways to revise the narrative you might be telling yourself!

1. I can never stay healthy during the holidays.

People often view the holidays with an all-or-nothing mentality. I either have to deprive myself or overindulge! If that sounds familiar, try to keep healthy elements of your routine to help create a sense of consistency while you celebrate. One tip for striking this balance? Plan ahead as much as you can. If you know what your weeks ahead will look like, find pockets of time to incorporate practices that give you energy and make you feel your best. Why not enlist a trusty app to help you stay on track? And also remember to be okay if you veer away from your plan — it is 2020 after all :).

2. I can’t celebrate this year because I can’t travel.

If you’re used to traveling to see friends and fam, it might feel odd to suddenly be stuck at home. But just as we’ve had to reimagine other areas of our life this year, there are things we can do to get into the holiday spirit without travel. Can you make celebrating with your quarantine crew extra memorable? Or take to the interwebs and have each person come to the virtual table with something special? Check out these fun virtual party ideas for some inspo!

3. I have to buy gifts for everyone.

With the media and promotional emails flooding our inboxes, it’s easy to equate the holidays with material gifts. But if you’re like many Americans struggling right now, buying presents for your entire network might not be an option. If that resonates with you and you still want to give, try getting creative with it. Thank you notes, Zoom dinner dates, and giving back are all ways to get into the holiday spirit, sans-material objects!

4. I should feel happy during the holidays.

Are you someone who suffers from a case of the “shoulds?” This time of year can trick us into thinking that there is a right and wrong way to experience the holidays. The holiday season can be tough as it is, even without a pandemic, so go easy on yourself if you aren’t as merry as society tells you to be! Instead, try to acknowledge what you’re feeling — the good, the bad, and the in-between. And know that despite what you see on your social media feed, you are not alone in your feelings.

5. I have to celebrate because it’s what I always do.

We’ve had to shift many of our 2020 plans this year, and the holidays are no exception. So if the easiest thing is to sit the holidays out altogether, then go with that! An alternative? Try using this time to reflect and recharge. Assess what’s important, what makes you feel grounded, and what gives you energy as you approach the new year.
Rank and Yank
Tags: Talent, Employee Engagement, Globalization, HR, Business

While I was watching a TEDx Talks, I heard the Rank and Yank and researched about it.

I am sure that, it is closely related to you if you are a manager or in HR.

Let me identify;

Rank and Yank is a method that is used by companies or managers to rank the employee’s performance and to terminate their employee’s employment who beneath the determined ranking scale.

It can be deemed two different steps and let me break it down for you;

The first step is Rank , on this step companies compare the employees with each other (Rank) and appoint a ranking level.

, on this step companies compare the employees with each other (Rank) and appoint a ranking level. The second step is Yank, on this step companies identify the employees who beneath the appointed ranking level and terminate their employment.

It is mercilessly, isn’t it?

Why Companies Prefer Rank and Yank? Is it effective?

Most of the companies which use Rank and Yank believe that they could determine and eliminate the employees who have lower performance than others and hire better and talented employees instead of them. From the HR perspective, I can say that Rank and Yank was profitable 30 years ago. However, in these years it is not convenient for the new-shaped business life.

What Should Companies prefer instead of Rank and Yank?

In this century, with globalization, all dynamics have changed in business life and companies have to keep themselves updated and have to be responsive to the new trends if they want to be successful in the upcoming future and acquire talented employees without the Rank and Yank method.

During this long globalization voyage, companies might prefer some different methods that make their voyage easier and more effective. There are myriad methods that can be applied to increase the efficiency of the employees who has low performance in your business. From my perspective, companies can prefer, coaching process, 360-degree feedback, internal-external training, competency-based training during their long voyage.

Regarding all topic, I would like to share 3 keywords;

Consistency,

Transparency,

Sincerity,

It is up to you, how you use these words in your business :)

See you in another article, I wish you all the bests :)

Best Regards.
“And They Wonder Why…”
By: Robin Christine Van Ausdall
Tags: Employee Engagement, Leadership, Management And Leadership

Hint: They don’t.

Photo by OSPAN ALI on Unsplash

Over the years, I’ve heard any number of colleagues make remarks like “and they wonder why turnover is so high…” or “and they wonder why good people keep leaving…”. Those phrases are greeted by knowing nods and always within a group that doesn’t include any “they”.

“They” is understood to mean people in positions of power or decision-making authority. Every time I witness such a conversation, my response is always the same: “but do they?”

“They” is busy, overwhelmed, stuck in one pointless meeting after another. “They” is measuring the wrong things or at very least ignoring some important ones. “They” doesn’t really consider the importance of things like onboarding, retention, or succession planning. “They” often thinks those things belong in the realm of squishy, touchy-feely…even girly HR. “They” also often doesn’t include HR in strategy and planning, or in the rooms where important decisions are made. “They” habitually select or promote people into management positions who are ill-suited to leading people.

At the same time “they” is ignoring really important matters like building a strong, capable team, “they” is always making what they believe are profound and inspiring, Steve Jobs-esque declarations about how people are at the heart of the organization. While they’re saying such things, each and every individual is suppressing an eye roll or tuning it out altogether.

The truth is, “they” rarely if ever wonder. They don’t even consider what their people’s experience is at work. They are not looking at important metrics, like how much institutional knowledge walks out the door each year or whether or not the latest rockstar to join the team is settling in and has what they need to do their best work.

But they should. The cost of all the things they don’t wonder about is staggering. The costs of lost productivity, lack of training, lack of communication, lack of succession planning, lack of continuity…

How many times in a year do we read the bad news about low employee engagement, satisfaction, or burnout? How often do we hear about workplace bullying or toxic work culture?

Unless and until “they” do start wondering, there’s a tremendous likelihood that employees with marketable skills and a desire to do good work will find someplace else to do it.
This Is How Generation Z Will Drastically Improve the Workplace
By: Ruth Matthews
Tags: Employee Engagement, Work, Entrepreneurship, Gen Z, Business

Between morning meetings at the kitchen table and preparing financial reports in pajamas, you wouldn’t think we were in the midst of a workplace revolution, but we are.

The old system was broken.

The endless commute, sucking precious time from your day and with your family, is over.

The culture of working through lunch and on the weekends is done.

The days of meeting your manager once a year for a 15-minute performance review and living in the same sterile office for 30 years are gone.

Somewhere between a pandemic and the entry of a new generation into the workforce, things were bound to change drastically.

Born between 1997–2015, the oldest of Generation Z are just entering the workforce. This generation’s workplace values are drastically different from their predecessors, and they will change the working world for the better.

Technologically savvy, entrepreneurial, and fiercely independent, here’s how Gen Z will shake things up and how you can attract the best of this generation in the years to come.
Conducting an Effective Exit Interview
By: Abhijit Kumar Ray
Tags: Hrm, Employee Engagement, Employment, Payroll, Interview

Exit interviews are tough requiring the last deep conversations an employee generally has with the HR management. It is also very crucial given the wealth of information one can get conducted effectively and the right questions are asked.

It is wise to conduct a face-to-face exit interview, as employees will appreciate the gesture and you are more likely to have a meaningful constructive conversation. Plan the meetings in advance and schedule them during the rear end of the employee’s service with your company. Work on your questions in advance and be prepared for the interview.

Exit interviews can be very insightful if conducted intelligently. They can help you uncover issues plaguing the organization, and understand the employee’s viewpoint about management and leadership, business practices, and operations. These insights can help you clear the bottlenecks and manage processes better.

Exit interviews can help gain a better idea of an employee’s thoughts, behavior, aid the knowledge transfer process, collecting employment feedback, leadership perception, etc.

A few questions that can be asked during the Exit Interview to gain insights can be:

What made you start looking for a new job? How could conditions be improved? What are your suggestions/corrective measures regarding this? What could the company have done better? Were you satisfied with the management/ leadership team? Were you offered enough professional development opportunities? What challenges did you face? What were three things you enjoyed most about working here? If given an opportunity to change a few things here what would you change?

Every exit interview offers an opportunity to introspect and improve processes. Use this feedback to improve employee engagement and retention. Practice empathy during the interview, ask relevant questions, avoid taking names or targeting people, gain information that can help your business grow in the future, and understand employee pain points.

Exit interviews provide an excellent medium for HR employees to address the problems plaguing the organization and improve attrition rates.

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The Tale of Invisible Toll Payments
By: Shreemoyee Roychoudhury
Tags: Digital Transformation, Travel, Employee Engagement, Fastag

Long-distance traveling has never been any more efficient and enjoyable as it is with FASTag.

Whether it is a cargo truck going miles or a long drive with loved ones, toll booths and waiting in queue to pay the toll are essential parts of that drive.

However, FASTag has cut short that time as it allows speedy toll payments without the need to stop by for a charge slip.
Want to Retain Employees of Color? Let Them Be Themselves
Tags: Employee Engagement, Work, People Of Color, Diversity, Anti Racism

Therein lies the dilemma for People of Color. They may assimilate at work and be better received by their colleagues, but they are less satisfied and productive, or they may flout workplace norms in favor of being themselves, with costs to their professional success. In either situation, People of Color can’t win.

That’s why the onus should be on employers to cultivate a culture where everyone feels comfortable being themselves. Here are some ways employers can do this:

Share a commitment to employees bringing their full selves to work.

Given that longstanding norms around professionalism have discouraged people from expressing their true selves at work, employers should voice their commitment to allowing employees to bring their full selves to work. They can state this explicitly in hiring documents, during new employee onboarding meetings, on their website, and in HR handbooks.

Practice vulnerability and authenticity.

Leaders disproportionally affect the culture of a workplace. If leaders want to encourage employees to bring their full selves to work, they should start by doing so themselves. Leaders might relax their style of dress, share their holidays and traditions with their employees, or be open about aspects of their personal lives with employees.

Educate employees on biases that drive homogeneity.

Affinity bias describes our tendency to like and get along with people who are like us. It leads employers to hire people who they see as similar to themselves, often describing these people as “culture fits.” Affinity bias explains why employers often champion homogenized forms of self-expression in the workplace. Employers should educate employees about affinity bias and voice their intention to overcome it by welcoming different types of people and different forms of expression at work.

Encourage employees to build relationships.

Authenticity is a byproduct of safety. We act unauthentically because we sense the need to do so to be accepted. When we build relationships, we develop the trust and safety necessary for authenticity. Employers should provide employees opportunities to build relationships with one another by planning workplace happy hours, scheduling meetings with agendas that are purely social, or starting meetings with “highs and lows” to build intimacy.

Be open to feedback.

Creating an inclusive workplace is an ongoing process. To determine whether the workplace does, indeed, welcome people’s full selves, employers should survey employees to determine if they believe that. They might also ask employees for more recommendations on ways to encourage employees to express their true selves at work.
Don’t Start Shopping for Employee Gifts Until You Read This
Tags: Employee Engagement, Employee Experience, Holiday Shopping, Employee Gifting, Giftpack

Do Trends Really Matter? Try Personalization at Scale.

The simplest answer is: YES, but not really. Let us explain. Trends matter when you don’t have a clear mind of what actions to take. In the gifting context, it means to select a gift within all the gift categories that are trending now, and you’ll be safe. The receiver will be somewhat content. You don’t have to spend much time picking gifts. The shops get to sell their items. Everyone’s happy. And that’s the problem. You give someone a gift because you want to be remembered. At least, there must be a purpose that goes behind the act of gifting, either making others happy or ourselves happy. Otherwise, what’s the whole point of gifting? However, when everyone does gifting in the same way, how could we expect our receiver to remember just us but not others? So how do we make our gift special so the purpose of gifting is reached?

Let’s take a pause here. If we go back to check what the word “trend” really means, it’s “a general development or change in a situation or in the way that people are behaving,” according to Cambridge Dictionary. Surprisingly, this idea totally contradicts with the conclusion that we have to act differently in some way to make ourselves special and remembered. Therefore, the complete question should be: How do we make our gift special so the purpose of gifting is reached, while still keeping up with the trend in gifting now?

The answer is simple: Personalization. By personalization, we mean REAL personalization. Not just printing your company’s logo onto thousands of the “same product,” but 2 MILLION of product to meet people with different demographics: age, gender, interest, country, language, role in the company, EVERYTHING.

People’s actions, including your and mine, are more or less affected by the trends, and that reflects on how we interact with others. This is especially obvious when all the footprint is there and you’re seeing similar ads over and over again during the day. You’re absolutely right. We’re talking about digital footprints. This is the evidence of how personalization can come into play when talking about the trend in gifting.