Coronavirus has changed the entire scenario. All the business strategies and models are currently uncertain. No one knows what effect coronavirus will have on the world economy. Many companies have started laying off or doing pay-cuts and some are even closing down. Everyone has been thinking and discussing how the post corona workplace will be, how every organization will operate, will work from home will become the new normal. 

With so many uncertainties following 7 qualities organization will need to develop in their employees to succeed in the post coronavirus world

• • Emotional Intelligence – When employees will be back to their work desk nothing will be the same. With the fear of getting laid off and with not understanding where the business is going to lead emotional intelligence will be needed more than ever. Emotional intelligence is all about being aware of your emotions and controlling them so that it doesn’t affect the work. Emotional intelligence was mostly required for the leader but with the change in the current scenario, every organization irrespective of size and turnover will need to make sure that every employee’s emotional intelligence skills are developed. It will help the employees to stay optimistic and flexible so that they can contribute to the business to come out of the crisis which has been occurred because of the current situation.

• • Adaptability – The business world was already changing but the pandemic has made the process faster. Every employee needs to be prepared to face all the changes right from the workplace, expectations, process, etc. They need to be open with the current and all the future challenges that will be coming. With so many uncertainties and changes decisions that will be taken might be required to change based on the situation and every person in the organization needs to be flexible to adapt themselves so that it doesn’t affect the individual productivity.

• • Innovative – In the post coronavirus world, human creativity is going to play an essential role in every organization. In fact, during this pandemic, we have seen many companies changing their services to cope up with the current situation like for example domino who was known for their pizza’s started delivering groceries through their app. Another very good example can be Swiggy a known food delivery app started genie services with which people can order anything right from groceries, medicines or any item from a store and swiggy will deliver to your house. Coming times will require employees to come up with new technologies and new ways of doing things. For any business to succeed in the future will require how well its people have new ways of thinking.

• • Analytical Thinking – Employees with analytical thinking can solve complex problems by using reasoning and logical skills. Post pandemic every business will require to face many challenges and every organization will need their employees to find out the best possible solutions by objectively evaluating every problem. People will need to decide based on data and logic rather than emotions.

• • Openness to Learn – With a difficult business environment, every organization will need employees who are ready and open to learning new skills and technologies. Any organization to grow and succeed will need employees with a growth mindset who are developing their skills and intelligence for achieving higher results.

• • Communication – Communication has always been an important skill but it will be more important now. Every employee needs to make sure that they communicate the right message in the right way to the other people for the organization to operate smoothly and achieve its plans as fastest as possible. 

• • Self Dependent – Before the pandemic we were seeing the need for employees being self-dependent was being preferred but in the post-pandemic time, it will become a necessity. Organizations will need their employees to take charge of their works. Employees need to make decisions alone. Taking approval in every step and task will only delay the process, and to match up with the future business world every organization need to fasten their work process. 

No organization were prepared to cope up with the pandemic Covid19. Rater no one could imagine a few months back of operating the business like this. But we can prepare for the post-pandemic world. 

Take care and Be Safe!

Polly S

Polly is part of the great old monks family, from where The HR Monks has grown into a big family. She has witnessed the birth and growth of this organization and supported the organization in all seasons.

She loves painting, and she is greatly influenced by ZIg Ziglar. Currently, she is busy in sketching the destiny of The HR Monks, which is striving to be into the league of Top 10 Executive search firms in the SME sector. She loves innovation and experimenting with things, and dreams of touching all the corners of the Globe one day.

She has another mission, which is helping the specially privileged children getting the proper education. This is one of her dream projects.

The post 7 Qualities Organisations Will Need To Develop In Their Employees To Succeed In The Post Coronavirus World appeared first on The HR Monks.

If the highest aim of a captain were to preserve his ship, he would keep it in port forever. ~ Thomas Aquinas

Leadership is a mirror in which the people see their collective reflection in the face of uncertainty. Able leadership determines the fate of the employees and the organization in uncertain times – when the business is not doing good.

So, what are the things that make an organization powerful and sustain the storm in uncertainty? There are so many things you can think of, but if you can narrow down to a few things you shall see only a handful of the things in an organization that determines the fate of the company.

According to the UN News  “Apart from the tragic human consequences of the COVID-19 coronavirus epidemic, the economic uncertainty it has sparked will likely cost the global economy $1 trillion in 2020,” said the UN’s trade and development agency, UNCTAD.

One “Doomsday scenario” in which the world economy grew at only 0.5 per cent, would involve “a $2 trillion hit” to gross domestic product, he said, adding that collapsing oil prices had been “a contributing factor to that growing sense of unease and panic”.

Below is a graph which charts the economic meltdown in the last few years to the current situation:

Global GDP Growth, 1995-2020 and future trajectory

Source: https://unctad.org/en/pages/newsdetails.aspx?OriginalVersionID=2300

But if you closely look at the graph you shall find every time there was a meltdown the industries and the businesses are fighting back.

Organizations become most powerful in uncertain times because at the end of the day leaders takes a decision not in cold blood, but out of sheer courage and vision, and this die-hard attitude comes from the undefeatable strength of human resources. Organizations are not only about money but more about the people and serving the people at large.

What makes the Organization Powerful in the Uncertain Times?

Here are the 7 things which help every organization to bounce back and sail the rough tides:

7. Practical Decisions:

Practical decisions based on facts, statistics and farsighted leadership can help an organization cope with the economic meltdown and human tragedies. Practical decisions don’t mean you can’t make decisions that are emotional, but it means you make decisions that are pragmatic, takes care of greater good and are informed and farsighted.

6. Ability to take quick decisions:

The ability to take quick decisions makes an organization sustain rough weather. Here the responsibility is universal. In crisis moments if the team waits every now and then for leadership direction, it can’t sustain. The ability to take quick and correct decisions comes from ownership. When everyone takes responsibility, you can’t make the wrong steps collectively.

5. Grit and Determination:

You cannot have hope in fear. You can have Hope in courage, grit, and determination. From team members to managers and to leaders – grit and determination count in times of economic meltdown. If the organization collectively loses determination, if there is no last man standing – it can never fight back in tough times.

4. Innovation and Learning:

Learning is a habit. Companies who are constantly investing in R&D will become a powerful organization in testing times. Constantly innovating technologies and processes not only keeps an organization ahead of others but also helps the company learn faster than other organizations in times of disaster. These types of companies find the out of box solution in the least amount of time and they successfully cope with the disasters.

3. Business for a Cause:

Companies that care only for profits will not sustain this tough time. Organizations doing business for a cause, caring about helping and improving the lives of people at large will become powerful in this uncertainty. You can see how many non-profit organizations which struggled in rosy times, are now becoming more powerful than any other companies.

2. Keeping the Team Together:

Keeping the Team Together is what makes an organization powerful in uncertain times. A team that thinks and cares about others even in lockdown, can never be defeated. A team that thinks of collectively fighting back has seldom seen a failure.

1. Visionary Leadership:

Able Leadership is the brain which cuts through the rough tides. Leaders without vision cannot sustain rough times. From Steve Job to Walt Disney, from Toyota to Tesla, from Google to Amazon – leadership has mattered every time to fight back and fight back with a bang.

A leader who has no vision, cannot hold nerve in these tough times. A leader who can dream can only provide a lifeline to his people.

Ultimately, leadership is not about glorious crowning acts. It’s about keeping your team focused on a goal and motivated to do their best to achieve it, especially when the stakes are high and the consequences really matter.

~ Chris Hadfield

The brain and the heart are the two organs that keep us alive. Thinking and doing together with tremendous passion and hope makes an organization powerful in uncertainty.

Sayak

Sayak takes care of both recruitments and assessment projects of The HR Monks team. He loves helping people finding their dream job.

He started his journey in career leaving the shores of Waiting for Godot and found The HR Monks a better place, where he can change the lives of people by helping them achieve their dreams.

He has been to quite a fewer place across India and loves to travel. He loves two books, in particular, one Siddhartha by Herman Hesse and the other The Shift by Dr. Wayne Dyer.

The post 7 Things that Makes an Organization Powerful in Uncertain Times appeared first on The HR Monks.

It can also be explained as the extent to which an employees’ job tasks, work responsibilities and degree of authority are not well defined. Negative health consequences along with both negative employee attitudes and ineffective job behaviors are associated with role ambiguity.

Role Conflict, on the other hand, is born from simultaneous occurrences of two or more role requirements, so that the performance of one makes the performance of the other more difficult. It is such a pressure on the employee, that it leads to lower productivity, tension and ultimately causes dissatisfaction.

Causes for these constructs:

Role Ambiguity can arise from the business itself or from specific managers, who fail to implement the roles and directions associated with their job. In work settings, role ambiguity can stem from the size and complexity of the organization, rapid rate of change, restrictions imposed on the employees’ authority, unfavorable work environments and also vaguely defined tasks. However, it is indicative of poor management.

Furthermore, it is due to role ambiguity that individuals experience difficulty in enacting the role (role conflict).

Consequences of these constructs:

Several studies have shown that role ambiguity is related to the manifestations of poor mental health and physical health. In addition to these, role ambiguity is associated with both negative employee attitudes and ineffective job behaviors. Few examples of attitudes associated with role ambiguity, according to meta-analysis are:

• Overall job dissatisfaction
• Dissatisfaction with co-workers, supervision and job tasks
• Absenteeism
• High turnover intention
• Low job involvement
• Low organization commitment

Role Conflict, on the other hand, has been associated with employee-related outcomes (absenteeism, elevated blood pressure) as well as organizational outcomes (unethical behavior, low performance).

Efforts on the part of the organization to reduce role ambiguity- role conflict at work can improve the morale of the employees and increase productivity. The management of any organization has to conduct orientation for the new employees and call for meetings with the existing employees to clarify the duties and responsibilities to be carried out by each of them at work.

Moreover, employees should be treated fairly and their concerns should be heard and valued. Other ways in which the effects of role ambiguity-conflict on the employees can be reduced are:

• Defined framework
• Clear and concise instructions
• Understanding the staff members
• Making definite decisions
• Making sure that employees are taking their lunch breaks and going on vacations

Ritika Sachar

Ritika works as Talent Sourcer for HR Monks. She is very focussed about what she wants to achieve in her life. She is in a mission to help career aspirants achieve their dreams. Apart from taking care of sourcing talents, she helps in carrying out different assignments of the Monks Team.

When she is not working she loves exploring the city of Kolkata with her friends and family. She enjoys life. She loves to spend time by the pool in her leisure time.

The post Role Ambiguity and Role Conflict at Work and How to Address the Issues appeared first on The HR Monks.

Hiring candidates is no easy task. Recruiters strongly prepare for the hiring process, but no matter how strongly they prepare, a few small details often go awry. These “small” details could lead to the loss of a valuable candidate.

A lot can go wrong when one is communicating with the candidates. An unprofessional or careless communication strategy not only leads to disgruntled applicants but can also damage the company’s reputation in the long term.

The key to ideal communication strategy:

Acknowledge receipt of applications:

This step helps the candidates by confirming that their applications for the mentioned (hiring) position has been received and also helps them receive a basic outline of how things will proceed thereafter i.e. the shortlisting, interview, selection.

Be ready for questions:

The recruiters should be well versed with the position they are hiring for (role), the entire hiring process and all the other relevant details related to the job opening. The job description should consist of the contact details i.e. the phone number, the address, email address, as it adds a personal touch.

Listen carefully:

This part is of the utmost importance. A recruiter should always patiently listen to the candidate’s career goals and see whether the contacted candidate is interested or not, for the job opening. A recruiter should remain cordial, professional and should never bombard a candidate with information regarding a job opportunity, right away.

Right usage of words and correct grammar:

Recruiters must know which word to use when and how. The correct choice of words while communicating with candidates influences the perception of candidates regarding the firm. A few genuine grammatical errors might be overlooked, but wrong English and repeated grammatical errors reflect poorly about the recruitment firm.

Give updates and feedbacks:

Candidates invest their time and effort in their applications, connecting their hopes and desires. A recruiter or a recruitment firm should communicate things openly and transparently. If a hiring process is delayed, the reason for such a delay should be informed to the candidates to maintain their interest in the applied opportunity. In addition to this, if a candidate has been rejected, the feedback should be professionally given to the candidate. Constructive feedback can help candidates improve themselves for the future as well as help them maintain a healthy relationship with the recruiter for new opportunities.

Recruiters expect jobseekers to have good communication skills but forget how important effective communication skills are, for themselves daily.

Communication over the phone:

Recruiter’s tone of speaking comes into play here. The recruiter’s voice must sound positive, enthusiastic and crisp, to establish a cordial relationship with the candidate right from the beginning.

The focus should always be on getting relevant answers to the important questions. Thorough knowledge and good preparation are therefore necessary.

Communication via email:

Following a formal pattern and greeting the candidates in the mail is very important. The subject should clearly state the intent of the email. All efforts should be made to check that the mail does not consist of any spelling or grammar mistakes. Each mail sent should be personalized so that it sounds unique to the reader. Rejection emails should be written encouragingly and harsh words should be avoided.

Online Communication:

While communicating through social media networks, recruiters should keep their language professional and effective. No misleading information should be given to the candidates. If any candidate is misbehaving, the recruiter should be smart enough to handle such a case intelligently.

The what, when and why of communication is very crucial for a recruiter and the candidate. All efforts should be made by a recruiter to communicate information to the candidates in a positive, effective, error-free and professional manner.

Ritika Sachar

Ritika works as Talent Sourcer for HR Monks. She is very focussed about what she wants to achieve in her life. She is in a mission to help career aspirants achieve their dreams. Apart from taking care of sourcing talents, she helps in carrying out different assignments of the Monks Team.

When she is not working she loves exploring the city of Kolkata with her friends and family. She enjoys life. She loves to spend time by the pool in her leisure time.

The post Communication with Candidates – A Key in Recruiting appeared first on The HR Monks.

Meeting tends to become a time consuming and tedious process and the longer it stretches the more the audience gets defocused from the main topic.

However, this doesn’t mean meetings are a waste of time or organizations should not be holding meetings because meetings are necessary to cover important issues that are relevant to the organization and the people associated with it. But more effective ways of conducting a meeting should be taken into consideration. A good meeting can boost employee productivity to a great extent.

Here are a few tips to make a meeting more successful:

Find out the necessity of the meeting: Before holding a meeting make sure that the reason for holding the meeting is relevant to the people who are going to be a part of it. Make sure the topic is of such importance that a face to face meeting is an absolute necessity and not something that could be easily passed on as instructions on email or memorandum on the notice board.

Do Proper Planning: A lot of times, precious time gets wasted because of a lack of proper planning ahead. If a meeting is arranged make sure the set up is ready before the arrival of the people. All the equipment’s for example- projectors, laptops, Wi-Fi connections are working and are ready, to begin with as soon as the commencement of the meeting.

This is a very small step but is of utmost importance in order to make the meeting more successful and use the available time is the most productive way.

Have Clarity of the purpose: The agenda or the purpose of the meeting should be clear and concise. There should be no beating about the bush and the reason for holding the meeting should be conveyed clearly to the people participating. This will establish a better ground for holding the meeting.

Have a Fixed Time Schedule: The length of the meeting also plays an important part in determining the success of the meeting.

Make sure that the time schedule is followed and it should not be too lengthy or too short. There should be enough time to successfully cover the required topic and no amount of valuable time is wasted in doing so.

Have Minutes of the Meeting: The points that are discussed and agreed on should have a written format in order to have a documented version of the meeting. This will be helpful in having a clear understanding of what actually happened in the meeting and what are the points that were covered by it.

Conclusion of the meeting: At last the points covered should be jotted down and a conclusion should be given.

Also, all the people attending the meeting should be encouraged to give their valuable suggestions and the meeting should be a two-way communication process.

Feedback from the people attending the meeting should also be taken into consideration in order to make the meeting successful.

Mayuri Mazumdar

Mayuri works as a Talent Sourcer for HR Monks. She came from Assam to explore the hustle of Kolkata and has quietly joined a mission to change lives. She has joined HR Monks and slowly transforming lives of career aspirants with the ethos of the HR Monks.

While she is not at work she loves cooking and chilling with friends. She is turning a new leaf in a new city.

The post Tips to Make a Meeting More Successful appeared first on The HR Monks.

The topic is in sync with John C. Maxwell’s quote which explains the importance of effective and good teamwork clearly. He said, “Teamwork makes the dream work, but a vision becomes a nightmare when the leader has a big dream and a bad team.”

A good team is made only with the help of effective teamwork, which is built on the following characteristics, to name a few:

Clear direction: Having set team goals and a defined vision is barely essential for a team to work together. It’s impossible to assemble the right group of people unless the organization has clarity about their goals and the desired outcome.

Defined roles: Another important characteristic that requires emphasis is well-defined roles for the employees. To achieve the target set by the organization, specific set of skills is required, thus the role to be played by the employees should be clearly laid out so that the right kind of team members are selected to achieve the desired outcome.

Open and free communication: Communication is very important to build a sense of camaraderie among members. A friendly and comfortable relationship will establish among team members only if they communicate freely, thus helping in sharing insights.

Accepting Individuality: Differences in opinion will arise since a team comprises of several individuals. Diverse opinions and ideas give rise to new insights. Thus, encouraging differences in opinion enhances team performance.

Mutual Accountability: Blaming one another for failures and mistakes will create hatred and bitterness, ultimately leading to decreased productivity. Everyone in the team should take ownership of the work and at the same time should also accept the failures as a team rather than playing the blame game.

Recognizing each other’s contributions and facing hurdles together leads to the success of the entire team.

Collaboration and team trust: Collaboration and trust are two important traits to effective teamwork. Without trust and close collaboration, teams cannot succeed.

After knowing the facets of teamwork, it is necessary to point out the significance of teamwork in the workplace. To start with,

1) It brings new ideas and insights

2) Fosters creativity and learning

3) It creates a supportive environment and helps build morale

4) Everyone gets to play their strength and the workload is shared

5) Risk-taking becomes easier, for the entire business

6) Promotes strong work ethics, a sense of achievement and camaraderie and enhances the team spirit.

I would like to conclude with a quote by Steve Jobs that does complete justice to the discussed topic, i.e.; “Great things in business are never done by one person, they are done by a team of people.”

Ritika Sachar

Ritika works as Talent Sourcer for HR Monks. She is very focussed about what she wants to achieve in her life. She is in a mission to help career aspirants achieve their dreams. Apart from taking care of sourcing talents, she helps in carrying out different assignments of the Monks Team.

When she is not working she loves exploring the city of Kolkata with her friends and family. She enjoys life. She loves to spend time by the pool in her leisure time.

The post Teamwork Makes the Dream Work appeared first on The HR Monks.

It is very important to have few extra-curricular activities because that will help the person to develop his soft skills by building up his communication skills, gelling up with new people, help in sharing and understanding their views and thoughts and also that will help the person to expand his network at the meantime.

The importance of extra-curricular activities at the workplace are as follows:

Fresh outlook: Some employees are worried to participate in extra-curricular activities because they believe that this might harm a person’s daily schedule and make them divert from achieving his/her ambition. However extracurricular activities will help a person to improve his outlook in general.

One should participate in those activities where he/she is passionate to do so and this will expand brain function and also will help you to focus on your work.

Increase Self-Esteem: The confidence level of the employees will rise by doing those things where they are passionate about. By indulging in extra-curricular activities apart from work, the employees will be able to focus on his/her creative side and that will give them a massive boost in their attitude and also might bring overall improvement in their life.

Break from the Monotony: By introducing extra-curricular activities the employees can take a break from the regular monotonous schedule and can rewind their minds from everyday issues.

This will, in turn, help the employee in becoming productive at work.

Improve Team Bonding: By indulging in an extra-curricular activity the colleagues who meet each other and work together in the regular work setting can have a different outlook at each other. By taking part in the activity together for the organization they can have a better bond and form a sense of belongingness for the organization.

Overall introducing extra-curricular activities in the workplace can bring in a lot of positive changes in the lives of the employees of the organization and can impact the organization on a positive note.

Mayuri Mazumdar

Mayuri works as a Talent Sourcer for HR Monks. She came from Assam to explore the hustle of Kolkata and has quietly joined a mission to change lives. She has joined HR Monks and slowly transforming lives of career aspirants with the ethos of the HR Monks.

While she is not at work she loves cooking and chilling with friends. She is turning a new leaf in a new city.

The post The Importance of Extra-curricular Activities at Workplace appeared first on The HR Monks.

What separates a leader from common people, a winner from an average, is self-discipline and daily habits. Habits that bring success are painful at the beginning, rocky in the middle, and super powerful at the end.

There is a relationship between self-disciple and daily habits. Strong self-discipline creates unstoppable daily habits of achieving great milestones in human history. If you follow the daily rituals of any Olympic champion, you shall find how this is true. It takes hours and hours and hours of rigorous and painstaking practice and patience for one medal.

Learn from these powerful 5 daily habits of great leaders that teach you how to be successful in life:

Rise Early in the Morning: How to be successful in life? Wake up early daily. Make it a ritual. Almost all great leaders follow this ritual. Early morning gives you space for an uplifting and mindful beginning of your entire day.

You can breathe from your busy schedule if you wake up early in the morning and can get an hour or two and do something that makes you relaxed and happy. This is a powerful ritual that helps you to enjoy life and become successful and unstoppable.

Revisit your Goals twice daily: You can’t achieve your dreams if you can’t track your progress daily. Goals keep you on the path to achieve your dreams. So every day before you go to bed and when you wake up in the morning track your goals. See are you on the right track, or getting deviated?

Successful leaders review daily several times that they are on the right track or not. So, if you want to be a powerful leader, you need to examine at least twice every day that are you on the right track or not.

Be action-oriented: The lesson from the great leaders that teaches you how to be successful in life is taking continuous action. The actions that you take daily become the answers to your karma – your destiny. Tireless daily actions create an unbroken path to mastery. All great leaders achieve success in life through hard work, determination, and dedication.

Make time for self-care: Self-care is a potion for your soul. You can take care of your inner core by connecting with your inner self. You need to connect to your inner core daily.

This can be done through daily meditation, exercise, reading, taking a walk, spending a few quiet minutes, or listening to music or anything you want. All these activities make you reflect on the ultimate purpose of your life, realigns you with your inner self, finds answers to your pain, and makes you grateful for your existence.

Learn repeatedly: All great leaders learn infinitely in life. This is one of the powerful daily habits of great leaders that teaches you how to be successful in life. We tend not to learn from our mistakes and run in the same circle of trial and error throughout our life.

Successful leaders learn to break this circle as fast as they can. They learn continuously from their mistakes and breaks the patterns of failures of their life. You should keep a daily journal so that you can remember your lessons of life and cease to make repetition of your mistakes. A daily journal helps you to discover new learnings when you go through the same page of your daily life and makes you wiser.

When we learn actively, we start growing and become an unstoppable force that creates milestones in life.

The secret of success and failure in our life lies in our daily habits. Daily habits are like a powerful cable which we rewire every day with our self-discipline. Follow these powerful daily habits of the great leaders and make it your ritual, they can teach you how to be successful in life.

Sayak

Sayak takes care of both recruitments and assessment projects of The HR Monks team. He loves helping people finding their dream job.

He started his journey in career leaving the shores of Waiting for Godot and found The HR Monks a better place, where he can change the lives of people by helping them achieve their dreams.

He has been to quite a fewer place across India and loves to travel. He loves two books, in particular, one Siddhartha by Herman Hesse and the other The Shift by Dr. Wayne Dyer.

The post 5 Daily Habits of Great Leaders That Teaches You How to Be Successful in Life appeared first on The HR Monks.

More than four in 10(42%) have quit the job because they had a ‘bad boss’ as per research from the lead generation company Approved Index. The researchers found that the most common complaint about bosses was leaving their workers feeling underappreciated.

Overworking their team or expressing favoritism for the other team members were also common criticism. The travel and tourism, marketing PR sectors have high rates of workers walking out over poor management.

It is well known that the majority of the employees leave the manager rather than companies.

Managers are the gatekeepers to the employer brand and candidate experience, and they can make or break it. It is vital to have good leaders who inspire their people each and every day and live and breathe a good brand image.

One thing we can virtually guarantee: All of the employees are very different. Some are introverts, some are extroverts. Some are adventurous whereas others prefer the security of the familiar. Some might require extra guidance, others are much more independent workers. Some are probably fresh out of college. Others might be putting their kids through college.

The point is that employees have a different background, are at different stages of their lives, and are motivated by different things.  The biggest mistake made is trying to force a one-size-fits-all solution to a diverse workforce.

When it comes to management one-size doesn’t fit all. Some people need more supervision and instruction while others need more independence and trust. A manager’s job is to asses and adapt to the behavioral pattern of each individual and motivate them for the work. They may have to go outside the established protocol to make things happen.

Competition can be a great motivator but if we let it get out of hand, the conflict will arise. The challenge is not to get the top performers to perform better but to train them to pull up everyone around them and build a well-oiled machine. Although individual success can be hugely rewarding, often team wins can have a bigger impact.

This is a great way to encourage innovation and support new ideas and will help team bond over growth opportunities and deliver proper organizational growth.

Ankita Ghosh

Ankita has recently joined The HR Monks team as a Talent Sourcer. After doing B. Sc in Botany she had quite an eventful career before she came to our Team.

She started her career in Wipro in an Admin role. Then she switched to recruitment and found a new passion for making a match between dream careers of candidates and the challenging organizational needs of various companies in different profiles. In the future, she is contemplating pursuing a degree in Executive MBA.

At The HR Monks, she is now enjoying helping organizations and changing lives by connecting talents with opportunities.

Ankita’s passion is listening to music and traveling across different corners of India. And she is a complete foodie. She loves the taste of India.

The post More than Four out of 10 Employees Quit Because of ‘Bad Bosses’ appeared first on The HR Monks.

Many managers became great leaders by virtue of leading the organization from within and transforming them into organizations of disrupting innovations.

Google and Apple are two organizations, where its leaders are loved and admired by all over the globe. These leaders have successfully transformed their organization into institutions that usher disruptive innovations decades after decades.

And this has catapulted these leaders as personalities who are loved and admired to work with, and they have ensured the impact they created will last in their absence.

So, what are the qualities that determine a leader who is loved and admired to work with?

A leader who is loved and admired have these following qualities:

They can dream big and inspire the whole organization: These great leaders have an insane vision, their dreams are so big, giant, that ordinary people would never dare to dream such things any time. But these leaders with their confidence and faith in their leadership abilities ignite and inspire a thousand people to dream like them and creates a unified vision to move forward and take giant steps forward.

They don’t negotiate with the benchmark they set at any cost: Great leaders are merciless in terms of the quality standards of their products and services and demands continuous improvements and constant innovations of high standards. They not only think out of the box but forces the whole team to think outside the box in terms of solutions and innovations.

They believe in small daily wins and not in big bangs: Great leaders who are loved and admired, work with a belief that small daily wins create milestones. They expect the whole team to complete the daily tasks effectively each and every day, round the year.

For them, if the employees need to be successful, consistency is the key. It’s not one day, but every day everybody must follow the plans and work towards to make the dream successful.

They have great faith in the capabilities of the teammates: Great leaders though seldom heap praise on the team publicly, but their inner core has strong faith in the capabilities of the teammates. The teammates can fail a hundred times, but they know they shall learn from their mistakes and ultimately shall achieve success.

They are people who lead with the heart and value human emotions: A leader who is loved and admired to work with puts great emphasis on forging warm relationships with employees. They put great value on the feelings and emotions of their employees and teammates and finds space aside from the work, where they keep in touch with everybody in the organization.

He may not see every person every day, but he exactly knows how a particular person is doing, what are the problems he may be facing in the organization.

Leaders are loved and admired because they make everybody who comes in touch with them – warm and comfortable.

Whether a leader will be loved and admired is determined by the fact of how he adds a sense of purpose and love in the everyday work of his employees and teammates. People spend so many hours at the office or at work. They look for a boss who makes them feel accomplished at the end of the day after a hard day’s work. These are the qualities that determine a leader who is loved and admired to work with.

People love to work with leaders who can give them a sense of pride even long after they leave the organization, a feeling that their work has added immense value in their life.

Sayak

Sayak takes care of both recruitments and assessment projects of The HR Monks team. He loves helping people finding their dream job.

He started his journey in career leaving the shores of Waiting for Godot and found The HR Monks a better place, where he can change the lives of people by helping them achieve their dreams.

He has been to quite a fewer place across India and loves to travel. He loves two books, in particular, one Siddhartha by Herman Hesse and the other The Shift by Dr. Wayne Dyer.

The post Qualities That Determines a Leader Who is Loved and Admired to Work With appeared first on The HR Monks.