HR Tip of the day - the greatest of all collections from all members of CiteHR

Dear Pranavi,

Please find the links for the following threads:
- Daily contribution by Mr. AVS: https://www.citehr.com/355324-daily-...#axzz1W7Guul3s
- Amazing Quotes by Mr. CRK: https://www.citehr.com/312447-amazin...#axzz1W7Guul3s
- Stories... Stories... Stories by Mr. CRK: https://www.citehr.com/311518-storie...#axzz1W7Guul3s
- Did you Know by Mr. Arun: http://citehr.com#axzz1W7Guul3s

You can regularly follow these threads and post your comments, which will be a motivating factor for the posters.

All the best.

Dear Mr. AVS,

Here, giving feedback, comments, replies, etc., in a thread is equivalent to the applause of the mob for the stage performers, which is more than the rewards and money they receive. I have provided the daily motivational and knowledge-sharing thread links, which will be useful for everyone in the forum as guidance for our member, Pranavi.

Anyhow, you are most welcome, Mr. AVS.

Dealing with Toxic Boss

Employee Engagement “Employees don’t leave their company—they leave their boss” says the author of a recent Florida State University study of 700 workers. The study revealed that many employees believe their supervisors don’t give credit when it’s due, gossip about them behind their backs, and don’t keep their word. This is costing companies millions of dollars in unnecessary employee turnover costs such as the time and energy spent on recruitment and training new employees!

Among the findings of the study, the following were reported by participants:

1.39 percent: Their supervisor failed to keep promises.

2.37 percent: Their supervisor failed to give credit when due.

3.31 percent: Their supervisor gave them the “silent treatment” in the past year.

4.27 percent: Their supervisor made negative comments about them to other employees or managers.

5.24 percent: Their supervisor invaded their privacy.

6.23 percent: Their supervisor blames others to cover up mistakes or minimize embarrassment.

So here is today’s Daily HR Tip. Four tips for employees who want to deal more effectively with a toxic boss:

1.Don’t take it personally. It’s difficult to understand how someone can be mean spirited, unprofessional, or even abusive. But if you try to understand your boss’s perspective it may help you cope with the behavior more effectively. And realize it’s not about you—people who are abusive are almost always that way with others, too.

2.Draw a line. When a behavior is clearly inappropriate or abusive, stand up for yourself. At some point, no job is worth being harassed or abused. And you may find standing up does not cost you your job—it has a good chance of ending, or at least reducing, the poor treatment.

3.Don’t sabotage. If you take revenge, you become part of the problem.

4.Be patient and take notes. We’re not suggesting a palace coup to unseat your boss—that strategy can go very wrong—but you may find it useful to have notes at your disposal should the boss shine the spotlight on you.

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AVS

HR Tip of the Day: Job Rotation for Employee Motivation:

Look for opportunities in your organization to introduce job rotation as a way of maintaining employee motivation and providing cross-trained, more flexible employees. Focus initially on jobs that have a high level of repetitive work but be prepared for some short-term downsides, such as more time spent in training and answering employee questions.

Great tips, B. Maru, and thanks for sharing. The "job rotation" is a tricky one, and management needs to be careful while implementing it in the organization. The pros and cons are as follows:

Pros:
- Employer:
- Identify the best fit
- Increased production
- Reduced absenteeism/turnover

Employee:
- Eliminates monotony
- Exposed to new jobs
- Improves creativity/innovation

Cons:
- Wage disparity
- Mindset for not learning the new job
- Continuous training
- Not willing to share things with others

These are generalized but vary with situations/organizations.

AVS

More at http://citehr.com#ixzz1WV5fjrSq

Dear Bharathi,

Nice explanation for job rotation by everyone. The intention behind job rotation is to avoid a gap when an employee goes on long leave or resigns from the company. The company should not face any difficulty in carrying on the work smoothly.

Thanks for sharing your tips, dear.

Dear Alwarji,

Thank you for your nice feedback.

In the case of technical or skilled workers, the mindset works along with their group dynamics. Hence, collectively, they won't prefer job rotation with a fear of losing their core competency skills.

In the second case of wage disparity, I agree with you from the point of company policy.

In my opinion, a detailed work-study and methods study should be done before we think of any job rotation. I share this with the experience I had with a few Japanese companies as they don't generally advocate 'job rotation' even within the technical workers. In fact, they strongly suggest developing a second-line persons to meet the contingency.

As I said in the post, the topic of 'job rotation' varies from company to company.

Thanks, Alwarji, for your message.

Regards, AVS

ASSESSMENT CRITERIA: When screening applicants for positions in your organization, look for adaptability, critical thinking skills, leadership potential, and a sound work ethic. These are the candidates who have the “right stuff” to be successful in the workplace of the future.

HR Tip of the Day: Job Enrichment - Making work more meaningful:

Review the job design of key positions within your organization to see if jobs can be enriched and made more meaningful to the job holders. This can be relatively inexpensive to do and could provide a payoff in increased productivity and reduced absenteeism.

Did not get your point. Assume I am doing my job well; then don't you think reviewing will create unrest among employees? How can a job be actually enriched? Please clarify and also guide on how you can know whether a candidate really has critical thinking skills, adaptability, and a sound work ethic. I feel there is no parameter to measure these skills, so at times, HR might possibly make wrong assumptions based on perception.