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Don’t we all, to an extent, wish to be people magnets, surrounded by admirers, signing autographs, waving and smiling at the camera? Okay, maybe a bit too much! Nonetheless, an appropriate comparison. Celebrities often represent the best form of personality we all aspire to be. They seem to be perfect people persons who carry influence, style and positivity. Nowadays, we all are expected to become celebrities in our personal and professional lives, marketing our best versions to the world. If you wish to get that extra special treatment at a party or the consideration for a promotion, we certainly cannot overlook the advantages of being a people person. Note, a people person isn’t a people pleaser (a term with negative connotations) nor a highly extroverted individual (yes, most of us are not extroverted). All of us can strive to become the ultimate people person to gain advantages in the workplace. Here are five ways to be one:

Choose a Workplace That You are Passionate About

Working in a place that offers you learning, socializing and work experiences that inspire you will mean that you will come across to others as a positive and motivated individual. This means you will be prompted to pitch in ideas in meetings, and see that the end results of your efforts culminate in reaching the higher goals of the company that you are aligned with.

Prioritize Listening Over Speaking

Listen more than you speak. Show a genuine interest in coworkers when they relate something personal. It is easy for them to see when you aren’t actually paying attention, so mean it. This would mean putting in your part by speaking where necessary to keep up the flow of the conversation.

Behave Well, Really Well

You may think Victorian era pleasantries are out of fashion nowadays, but they are very much in demand at work. Words like “thank you” and “please” are still applicable, so are greetings like “hello” and “good morning.” Asking things like, “How was your past day (or the weekend)?” surely works too.

Help a Co-worker in Times of Need or Trouble

While you may be remarkably busy in your own work, it is never a bad idea to help a co-worker. Maybe they forgot to save a presentation and have an hour to submit it. Offer to take half of the work off their shoulders. Perhaps, they need to leave home early to attend to a sick family member. Jump in and take on their tasks for the day.

Have a Sense of Humour

Even if you do not know how to tell a good joke, you can for sure appreciate one. Laugh when it is appropriate to encourage positive relationship-building with peers. Relating something funny that happened to you in a stimulating way can surely uplift the mood of your co-workers.

If you wish to conquer the hearts of your co-workers, implement the five ways mentioned to become the ultimate people person.

Arslan Ahmed | Staff Writer

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You’ve just aced an interview for a role you really want. What next? In the period between shaking the hand of your interviewer goodbye and the company’s next step in the hiring process, you can send a thank-you note. Before you think that it’s pushy or old-fashioned to do so, let’s talk about why it could be the move that lands you your dream job.

Show Your Interest

Many people apply to multiple jobs that they are not 100 per cent interested in, just to cast the widest net and see what offers they can reel in. Interviewers know this too. In order to make sure your name is still at the top of the list of candidates, tell them you are actually interested! Hiring managers will appreciate that you are serious about the role. The earlier you send a thank-you note, the better. Ideally, you should leave the note in their inbox within 24 hours of your interview.

Stand Out of the Crowd

You may be one of the hundreds of candidates that have applied or interviewed for the job. Remind the company of who you are with a follow-up note. It adds the personal touch and reminds interviewers that you are a human being, not just a name on a list. A handwritten note will make you stand out, but email is more efficient — you can determine the best format based on company culture. A tech company will expect online communications, but an old-fashioned office may be more inclined towards paper and pen.

It’s Classy to Be Polite

Displaying etiquette will let your interviewer know that you know how to behave in a professional setting. Soft skills are harder to view on a resume, but easy to demonstrate in real life. Politeness is an underrated quality that people always appreciate. People want to work with pleasant employees. Even if you don’t get the job, you’ll create a connection. When the next job opening comes along, the hiring manager may remember you and reach out if you are a good fit.

Note that the hiring process at many companies has become so automated that you may never get the contact information of your interviewer. In order to get around this problem, you can consider going to the office and leaving a note with the receptionist to deliver or looking up the email address of the hiring department on the company website. Carefully gauge what is appropriate and don’t breach anyone’s privacy.

How to Write a Thank-You Note

  • Start off with a simple greeting and make sure you spell the interviewer’s name correctly!
  • Thank them for the interview and show them that you appreciate their time.
  • Remind them what you talked about and which role you are in consideration for.
  • Restate why you would be a great candidate and highlight the relevant parts of your resume.
  • Sign off with another thank you and leave your contact information beneath your name.

Rose Ho | Junior Writer

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Blog

This article raises a vital question as to how executives can successfully improve financial performance at all levels of an organization and may lack the fundamental fortitude necessary, to be an all-encompassing model to predict financial performance. It further encourages executives to investigate scholarly work to increase financial performance, enhance profitability and sales, and improve shareholder value.

Drawing from the existing literature, new insights identify workplace diversity as a primary driver of sales, profitability and financial performance for companies. Identifying a new managerial approach may be necessary, as the new business environment demands are increasingly difficult to adapt and sustain these three key factors.

The critical and unanswered question is: how can corporate leaders improve financial performance?

There are many academic studies that focus on the organizational and managerial factors that drive sales, profitability and financial performance. Diversity and inclusion in the workplace are areas that play critical roles and are a strategic prerequisite for business success in today’s hypercompetitive global environment.

In particular, a diversity and inclusion strategy can help companies to improve financial performance in terms of achieving commercial goals and the quality of products and services. This is the reason that this strategy is so popular among practicing managers today.

The ultimate business outcome is financial success which narrows the gap between success and failure. This can be achieved by the commitment of its members and facilitated by an executive acting as a facilitative leader. In doing this, corporate leaders need to focus on the critical human assets such as commitment and help followers to effectively implement organizational changes, with both efficiency and effectiveness.

They can shed light on the strategic role of follower attitudes and values to accomplish a higher degree of effectiveness and highlight the importance of employees in implementing changes at the organizational level. When corporate leaders show concern for the employee’s individual needs, individuals begin to contribute more commitment and they become more inspired to put extra effort into their work. This extra effort improves the quality of products, customer satisfaction, impacts the return on assets, sales, shareholder value, and improves financial success and operational risk management. 

Financial success can be only be achieved by a diversity and inclusion strategy. Diversity of skills and interpersonal relations that is based on trust and reciprocity, can improve innovation and the performance of group cohesiveness.

At this point, you’re probably asking why the diversity of skills is so important.

The simple answer is that companies that may lack diversity in the workplace can’t share their knowledge. With an effective diversity and inclusion strategy, global leaders may improve knowledge sharing and learning that can eventually enhance financial performance in global markets, through empowering human resources and enabling change at the organizational level.

Executives can increase workplace diversity to facilitate knowledge sharing and build relationships, aiming at improving customer satisfaction through acquiring additional knowledge from customers, developing better relationships with them, and providing a higher quality of service and/or products for them.

Furthermore, creating an expert group or steering committee may be short-sighted because such groups may not have sufficient diversity to comprehend knowledge acquired from external sources.

Leadership in some companies has failed to pay attention to this important matter and create a team that makes diversity a priority and represents a variety of ideas and perspectives. A leadership status that isn’t only a failing platform but one that represents destruction, as opposed to innovation and expansion. This leadership gap can provide lessons for CEOs and executives in today’s organizational challenges.

The fact remains that leaders who manage diversity and use it as an important driving force for financial success, find their companies to be more competitive and on the cutting edge.

The question posited for top management executives and leaders in any and all companies is to accept the challenge of diversity and inclusion strategy implementation. That way they can address the current gaps in business effectiveness and improve their financial performance and competitiveness in global markets.

I suggest that executives embrace a diversity and inclusion strategy. I attempt to blend scholarly concepts with real world application through thoroughly looking at an effective strategy for maximizing financial performance.

Based on this article, executives can now see that they must be aware that their diversity in the workplace can fundamentally impact the way a corporation performs and can make a change in the processes a company achieves commercial objectives, improves sales, profitability, and increases financial performance. Financial performance is dependent on how executives formulate their diversity and inclusion strategy. Success for companies in today’s global business environment can be better achieved when a diversity and inclusion strategy is effectively applied and widely used to achieve a higher degree of performance. Therefore, when companies can have a diverse employee population, they will secure a foothold in the ever-expansive global business environment.

Mostafa Sayyadi | Contributing Writer

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There is a lot of competition in the workforce, not just in finding a job but also for attaining a higher position or raise. Being a good worker is not enough, as most employees in a company are. Great employees possess special characteristics that differentiate them from the rest. They do things differently and take advantage of opportunities that are presented to them. The following are some of the traits a great employee should have:


Takes action. Waiting for instructions and only doing what is require is what an average worker does. A great employee will go further, even if it is risky. They go the extra mile to make a difference and they are the ones who take on the tough tasks others are not willing to do.


Passion. They love their job and are enthusiastic about it. They go to work not just for a pay check or promotion, but for the satisfaction of what they do.


Ambition. Career success is one of their main goals. Employee’s ambition is what helps a company succeed. They create new ideas and are always looking for new ways to make procedures more effective and efficient.


Autonomy. The ability to work without supervision is key for effectiveness. A manager needs to work with people that will not require too much hand-holding or supervision. Employees who understand instructions quickly and are able to help others do so are an asset for any company.


Energy. People with good energy and a positive attitude are not just more productive, they also help make the work environment more enjoyable. Having someone on the team that is always positive and enthusiastic helps others do their job better and contributes to a better workday.


Reliability. This is one of the most important aspects, as having someone you can trust and depend on is key for success. It’s imperative for a great employee to be dependable. Supervisors will be able to trust that any job given to this particular employee will be done on time and accurately. This is a person anyone can trust, and a true asset to the business.


Knowledge. They know their job and the company well. They know how to excel and understand how to best meet company goals. Understanding the company’s mission is important for them and knowing their supervisor or manager’s leadership and work style is key to their success.


Being a great employee takes time and dedication. Feeling appreciated and recognized also helps motivate workers to keep doing their best. If you are a company owner or manager, make sure to focus on these characteristics in your employees because even if they like their job, feeling undervalued will shadow all of their efforts and negatively affect their performance.


Viviana | Contributing Writer

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Finding the right employee can be difficult in even the best of circumstances. Poorly thought out search criteria can make the job that much harder by making it difficult to determine who the best available candidate is. Whenever you’re looking to fill a position, consider the following before you make a hiring decision.


DEFINE JOB REQUIREMENTS OR QUALIFICATIONS


Be careful that your job requirements aren’t exclusionary or discriminatory towards other cultures or religions. For example, a rule that your employees must be clean-shaven. This would prevent you from hiring someone from the Sikh community even if you did not intend for it to do so.


To avoid issues with discrimination, be proactive about designing job requirements in such a way that only the absolute essentials are included: things that are required to do the job. This will ensure that your requirements fall under “bona fide” or government approved territory, and will protect you from lawsuits and unflattering publicity.


PREPARE A DETAILED JOB DESCRIPTION


A good job description will communicate the role’s responsibilities as clearly as possible to job seekers. It also allows them to get a better understanding of what their most important duties will be, and how they will be asked to prioritize. Ideally, the job description should also establish how the goals of the position contribute to the overall mission of the company.


A clear, detailed, well-written job description is not only useful for discouraging applications from less qualified applicants, but it can also help hiring managers better identify who has the most desirable characteristics for the job. For example, companies can learn more about where an employee might need more training by gauging their attributes against the job requirements.


TAILOR YOUR INTERVIEW QUESTIONS


Avoid using the same tired old questions and instead draft specific questions based on the most important criteria outlined in your job description. You want to leave the interview with a good idea about how well the candidate will perform in the role and whether they will be a good cultural fit for your organization. You want to avoid using generic questions, so that they don’t just end up giving you the answers you want to hear.


ESTABLISH EMPLOYMENT TESTS


Thorough background checks will protect you and your company from litigation over negligent hiring or a “failure to warn” if the employee ends up doing something violent or controversial. You have a duty of care to your employees, which means you can be held accountable if you hire someone who harms or threatens them. Aside from running the standard criminal background checks, it’s always a good idea to conduct a Google search for their LinkedIn, Facebook or Twitter accounts. By doing so, you may get some insight into what type of personality the candidates have and the kinds of associations they maintain. Some firms also utilize credit checks to better gauge how stable a person is in making important decisions.


Strong search criteria will allow you to quickly identify who has the most desirable traits by providing you with a system where the most important attributes are properly emphasized and the vetting process naturally requires the candidate to showcase the knowledge you need them to have. As your criteria becomes more and more well defined, the hiring process will become proportionately easier as well. Save yourself some work later by putting in the effort to develop the right criteria early.


Salman Allidina | Contributing Writer

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Known as an employee motivation strategy developed by psychologist Frederick Herzwig, job enrichment has been utilized by employers all over the world. It taps into people’s natural desire to succeed by helping them take advantage of their workflow. Its main focus is creating jobs with meaningful tasks, a range of diverse challenges and consistent feedback and communication between workers and supervisors. While it isn’t suitable for every businesses or every role, it can be a huge boon if used properly with the right people. Below, we outline some of the reasons why you might want to adopt a job enrichment process for your next role and why job enrichment matters.


Reduce boredom and increase engagement


Let’s face it, no matter how interesting it might be initially, performing the same duties day in and day out gets tiresome. Job enrichment allows a single role to take on extra dimensions and become less rote and mind numbing. Engaging work has a tendency to keep people interested, and a more focused workplace is always a plus.


Personal growth


Having a wider variety of responsibilities naturally requires the employee to expand their skill set. This is not only beneficial for the company, but for the individual as well, since it will give them real-world experience performing all sorts of tasks that they might not otherwise have been exposed to. These skills can be key to helping them advance their careers in the future. They will also feel more valued by a company that invests effort into developing in this way. This is especially true when they are offered constant feedback, so that they are constantly aware of what their strengths and weaknesses are. By allowing them to monitor their own progress, they will naturally take a greater interest in where their development is headed.


Increased autonomy


Micro management is bad for business, and job enrichment is a great way to allow workers to slowly develop their role into a more autonomous one. Employees function better when they’re given real responsibility and the freedom to overcome challenges in their own way. Likewise, companies can breathe easier knowing that their employees can handle multiple facets of the business without constant supervision. This enables them to focus their attention on the bigger picture rather than having to supervise every little action.


Be careful not to confuse job enrichment with increased workload. The idea is to attach more depth to a role by allowing the individual to develop on their own. That doesn’t necessarily mean just piling on extra things for someone to do. Also, keep in mind, there is no “one size fits all” with job enrichment. Some jobs and employees just aren’t built for it. There has to be a real desire to stretch the boundaries of a role on the part of both employer and employee for it work. It should never been forced on anyone – especially if the role is already particularly demanding. As long as you keep this in mind, job enrichment can do wonders for both the company and your next hire.


L. Wang | DBPC Blog

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There are many benefits to working from home or working remotely. You can worry less about commuting, conveniently make time for personal obligations and work within your own comfort zone. But, when distracted by this ideal, we tend to become unproductive. Working at home or working remotely requires commitment. Here are some tips to help you:


1. Get Dressed
No one has ever been excited to commute to their office in the morning, thus it’s a great feeling to think you can get out of bed, stay in your pj’s and work! But, this will make you feel lazy! Getting dressed greatly influences your mood. You do not have to go out of your way and put on a suit or some heels, but stay casual. Dress like you are ready to get work done.


2. Tune out Distractions
Being able to have a movie on in the background, browse social media or online shop are all tempting distractions you may indulge in, but set this aside for a break. Whether you’re in the office or not, maintain your work habits just as if it were a normal work day. Work as if an employer or employee were watching you.


3. Schedule Your Day
Have an outline for everything you need to get done. This is a form of self-discipline. Not everyone is suitable for an at home work day or remote job because they are not capable of working independently, but use this as a chance to be your own boss. Nonetheless, do not lose valuable work time.


4. Stay Connected with Your Team
This isn’t your opportunity to avoid your boss, difficult coworkers or colleagues. Remember that having a job and maintaining your career is all about how well you are able to work with others. Take the initiative to remain easily accessible with those you work with. You also do not want to miss out on any important updates or events that may affect your work. Have your email open and phone ready to answer.


5. Maintain Consistent Office Hours
Be determined to work a set amount of hours for each particular day. This way, you do not find yourself working too much or working too little. For instance, you could maintain your usual 9-5 work hours to help you do so. Keeping family and colleagues/clients informed about your work hours is also a good strategy to keep your work life and personal life separate.


L. Shabudin | DBPC Blog

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