When your employees know more than you do

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BALASUBRAMANYA B N

CCI STUDENT....

44687 Points Joined January 2009

Managing today’s highly skilled professionals takes special skills — and not the ones that you may think. Most often, knowledge workers know more than you do about their jobs. So, how do you manage people who know more about what they do than you do?

In such instances, you have to look at leadership through the wants and needs of the worker as opposed to the skills of the leader. Here are some quick tips for effectively managing knowledge workers.

Demonstrate passion: In days past, working 40 hours per week and taking 4-5 weeks of vacation meant that people often focused less on loving what they do. Today people work 60-80 hours a week and it’s crucial that they love their work to avoid burnout. Those who lead by example and demonstrate passion for what they do make it much easier for their followers to do the same.

Strengthen abilities: With less job security and more global competition, it’s critical that people update and refine their skills continuously. Leaders need to look beyond skills needed today and help their workers learn skills they will need tomorrow.

Appreciate time: People have less time today, which means the value of that time has increased. Leaders who waste their workers’ time are not looked upon favourably. Leaders will be far more successful if they protect people from things that neither encourage their passions nor enhance their abilities.

Build networks: Today, job security comes from having ability, passion, and a great network. Leaders who enable people to form strong networks both inside and outside the company will gain a huge competitive advantage along with the loyalty of their workers. These professional networks allow people to expand their knowledge and bring it back to the organisation.

Support growth: The best knowledge workers are working for more than money. They want to make a contribution and to grow in their fields. Leaders who ask their people, “What can our company do to help you grow and achieve your goals?” will find it comes back tenfold.

Expand happiness and meaning: No one wants to work at a meaningless job that makes them unhappy. Leaders must show their workers how the organisation can help them make a contribution to the larger world and feel rewarded for doing something about which they are passionate.

Managing knowledge workers is a challenging and rewarding job. Leaders who do so must look beyond the work and think about the person who does the work if they are to be successful. By appreciating and encouraging the dedication, time, and experience of their workers, leaders help shape not only the futures of the professionals they lead but also the future of their organisations.

Replies (2)

BALASUBRAMANYA B N

CCI STUDENT....

44687 Points Joined January 2009

First day at work? Keep these things in mind

TNN

In this competitive market, most people believe in changing jobs in order to grow in their respective careers. But no matter how many jobs you change and how many organisations you switch, the first day at work always sends those shivers down your spine.

And if you are a fresher preparing to enter the professional world, the first day at work can be a nerve-wracking experience. Entering a new organisation, making an impression, meeting new people, understanding the work culture and starting something new are certainly not easy tasks.

So what is it that you should do or should not do at your first day at work? Once you’ve made it through the hurdle of getting a new job, here are a few cool tips to get you through the first day.

mpact of first impressions:

It is the impact of first impressions. In categorising people, we all take shortcuts and first impressions about people often turn into long-term perceptions and reputations - which are good for people who make positive first impressions, but bad for people who make negative first ones.

And in the workplace, during those first few early days where you are meeting everyone - first impressions about you and your future potential can make a major impact on your future success with the organisation.

JP Singh, management consultant, JPS Consulting feels that probably the closest to perfection a person ever comes is when s/he fills out a job application form. “On the first day, be natural and genuine. Dress comfortably. Make sure your clothes are neat, clean and well-ironed and use the right deodorant,” he suggests.

Induction in companies is very critical

Praveena GN, chief knowledge sharer, Malola Mind Mentors Pvt. Ltd. further points out, “I think the first day at a new workplace is an emotion in itself. Induction in companies is very critical as it moulds employees into the business.

There is a combination of emotions that prevail like nervousness and anxiety of performance. One tends to be too conscious and a lack of grooming from our academic backgrounds can also show.

I would suggest that one must be mentally prepared to combat these situations and be poised and confident to face the new working environment.

Remember, confidence is a key differentiator at your new workplace; so exhibit enough and more the very first day.” Remember to relax, keep your mind open, get to know your team members and do your work -- and you should go far in making a lasting impression and reputation.

Here are a few ways on how to do just that:

Be on time. Give yourself enough time in the morning and remember that it’s better to be half an hour early than to be a minute late.

Have a positive attitude. Look smart. First impressions count. Make friends with your colleagues, show loyalty to your co-workers and work as a part of the team.

Don’t be afraid to ask questions and seek help. If you don’t understand something that your boss has asked you to do, ask for a clarification. Remember the names of your colleagues. Do not gossip about previous employers and bosses.

BALASUBRAMANYA B N

CCI STUDENT....

44687 Points Joined January 2009

HR should lead rest of the employees

TNN

The most important thing that an individual should always keep in mind while leading a team is that ‘your actions talk louder than your words’.

The HR is in a way the leader of the human capital of the organisation and the responsibility is on them to lead the rest of the employees in a way that will be more action-oriented .

A leader is entitled to communicate with authority and vigour in order to make his/her point clear to the employees and make it known to the employee the urgency of a moment.

Human resources today has seen a shift in their functions

For example, if a team does not seem to be responding to deadlines and they have the tools and resources necessary, a pep talk with heat is wholly in order.

However, that works only and only if the leader himself/herself is following what he/she preaches or else the employees will never take his/her pep talk to heart and let it pass away.

“Human resources today has seen a shift in their functions from the erstwhile personnel management function where the primary function was managing attendance, salaries and incentives, employee records and managing industrial relations."

Their function is more than just a support to the organisation

This function is more than just a support to the organisation in terms of planning, staffing and managing people and their problems and issues, one of which includes the function of leading the staff in the organisation; this can be achieved through actions,” says Mallika Vyas - head HR - IDBI Fortis Life Insurance Co Ltd.

“HR is expected to make sure the performance standard of employees doesn’t fall and remains consistent. At the same time, it also needs to continue providing administrative services that are reliable, cost-effective and responsive to the needs of the business unit."

"In today’s business climate, it is no longer sufficient for the human resources function to excel in just one of the areas of recruiting; HR must perform both roles effectively, that of an effective leader so as to make sure to have a consistent performance from their employees as well as ensure of the way in which they conduct the whole matter in order to contribute to the long-term progress of the organisation,” says Ritesh Remy, manager – HR, AGS.