Common barriers to communication

Common barriers to communication

JUDGING
- Criticizing
- Name-calling or labeling ( macho, those hardhats, just like woment, etc.)
- Diagnosing

SENDING SOLUTIONS
- Ordering
- Threatening
- Moralizing ( should and oughts )

AVOIDING THE OTHERS CONCERNING
- Diverting
- Logical argument
- Reassuring

Three styles of relating

AGRESSIVE behaviors – This is what I want, what you want is little or no importance to me.

ASSERTIVE behaviors – This is what I want, it’s important for me to know what you want.

SUBMISSIVE behaviors – I’ll put up with just about anything from you – your needs are important, not mine.

Interpersonal Communication Skills – Human Perception is Influenced By :

Interpersonal Communication Skills – Human Perception is Influenced By :

- The environment
- Our past experiences
- Our interpretation
- Our senses
- The source of information
- Amount of knowledge
- Information
- Impressions
- Our state of mind

Three Basic Truths About Working In The Service Industry

Three Basic Truths About Working In The Service Industry

1- Establishing courteous and efficient service relations with clients is an inherent part of you job – it’s not something ‘’more’’ that is asked of you.

Nothing is more important to this company than it’s clients’ without which there’s no further reason to exist.

2- Knowing how to create quality relations with customers is not an innate talent that one is born with, it can be learned and developed.

In order to master a skill there’s no secret: you’ve got to practice and gain experience!

Actors do, musicians do, sports heros do, and all will tell you – the better your technique, the more you become self-confident and competent in your customer service relations job.

3- Satisfied clients are essential to the success and prosperity of any company.

The company develops according to the satisfaction of the clients, whether they be individual, commercial or industrial. Satisfied people will want to stay with the company, and they will also naturally encourage their friends and relatives to enjoy the company and the services as well.

A Dynamic view of service relations

A Dynamic view of service relations

1- Greeting warmly and begin to focus

2- Listen to understand

3- Offer help and – or alternatives

4- Keep the relationship going

Working with the Public – NEEDS and EXPECTATIONS

Customers’ needs and expectations are often similar to own when we become ‘’the customer’’. You’ll recognize the questions that cross our minds and the basic assumptions or expectations we tend to have ourselves about customer service relations. What are we looking for?

1 - Question we have in mind
Can I trust this person?

1 – Signs we look for as answers
- A friendly welcome
- A open, positive attitude
- Honesty
- Confidentiality – discretion
- Solution implemented as discussed

2- Question we have in mind
Do you really understand what I need ?

2- Signs we look for as answers
- Personal / individual attention
- Reflective listening skills
- Empathy
- Offer me services and alternatives
- Ready and willing to help – ASAP!

3 - Question we have in mind?
Did I make the right decision? – Is this the best choice?

3 –  Signs we look for as answers
- Reassured
- Good advise

4 - Question we have in mind
Is the organization credible?

4- Signs we look for as answers
- Efficiency
- Experience
- Professional behaviour of staff
- Public image ( clean, orderly, appropriate )
- Good refernces

Ways to lose your best employees,In case you are not yet aware, your employees are your greatest asset

In case you are not yet aware, your employees are your greatest asset. Without them, your business would never have gone where it is today, or worse, it might not exist! You invest so much time and effort in trying to recruit the best that you simply can not ignore their needs; Make sure they are happy and want to stay in your company! Otherwise, you return to the starting square.

Keep reading to learn about and avoid these ways of losing your best employees so that they do not run their heels and put their strengths into another business.

1. Your company does not have a hospitality and integration strategy
The possibility of losing one's best employees should be considered from the very first day. If you do not have a welcome and integration strategy, the pearl you just hired might ask, "But what did I get into !?"

Your hiring process already takes up a lot of your time and energy, imagine if you had to redo everything in a few weeks or months simply because you did not manage your onboarding process well. Retention of employees starts with the right process of hosting and integration when you welcome a new employee to your team. So be sure to go for it with yours!

2. You NEVER listen to your employees
Why schedule meetings with your employees, ask them for advice in certain situations, and ask them what could be improved in the company if you end up doing everything you want? Of course, as a manager, you need to be able to make decisions and resolve conflicts, but when your employees speak up (especially when YOU ask for them), try to reach out. hear!

3. Divide and conquer is your strategy in your teams
In the work teams, synergy is crucial, but it is also essential in all the teams that are part of the organization. Disagreements within teams, between departments or in business units can have an adverse effect not only on the motivation and morale of employees, but also on the entire company. So instead of using a strategy such as "divide and rule", try to improve inter-departmental communication and collaboration. You should start without delay!

4. You always pay attention to the negative
Not in a constructive way, but simply because you are never satisfied or like to have the last word at all times. And I've seen managers who only post the negative in the work of their subordinates every time.

You will end up repelling your employees if you never recognize the positive or you do not show empathy when you criticize their work (especially in the case of your most sensitive employees). Be careful!

5. You do not treat your employees fairly
Fair. Not necessarily equal.

If you treated them all equally, no one would need salary scales, annual assessments, or specific goals per person / team. In fact, treating your employees equally can be the diametric opposite of fair treatment.

You hire different people, who have different abilities, backgrounds, potential, attitudes and ambitions. Treating your employees fairly means recognizing these aspects and offering them fair compensation, benefits and recognition.

6. You do not have a competitive offer
We are not talking only about salary, but about being fair and having a competitive overall compensation package.

Today, more and more people are leaving their jobs because they feel they might have more elsewhere. If they think they have a higher value and they know there is another company that can offer them that, then they are likely to consider that option.

If you think: "All the better, because I do not have the budget to give an increase to any employee who threatens to leave", I have three things to say to you:

If they need to threaten you to have a more competitive offer, you may have lost them for a long time. Losing your best employees does not always mean resigning; demotivation, lack of interest and presenteeism are also signs that you have lost the employee, so to speak.
Giving money to someone because he or she says to leave is what I call "catch-up HR". If the employee is forced to ask you and you simply agree to give him what he wants, you will make him believe that you have underestimated / underpaid him for a long time.
I told you it was NOT just a question of money! Some things are free, but have more value than money in the eyes of your employees. There are tons of incredible benefits you can offer your employees without shattering your bank account.

7. Have them swim against the tide to lose your best employees
Even if you do it unconsciously, pushing your employees to do what they are not naturally built to do will have the effect of pushing them away.

If you ask an anxious and sensitive introvert to do outbound marketing, or constantly network to meet new opportunities and try to find growth prospects, while being denied 95% of the time in the process, well It may not be the best of ideas!

Give the same goal to someone who would be results oriented, who loved a big challenge, and who, by nature, would be extroverted and highly tolerant of stress and rejection ... and you have greatly increased your chances of success!

Banking on the strengths of your employees will not only benefit your business (because you'll get better results), but you'll also be sure to keep those valuable employees motivated and happy. Once again, I would like to remind you that losing your best employees does not only mean resignation. Do not forget the terrible consequences that constantly going against his natural reflexes, talents and strengths can represent.

8. You are doing micro-management
You may do it involuntarily. You may think that you do not do it. But you may do it anyway.

Micro-management can cause you to lose your best employees, especially if your workforce is predominantly Generation Y.

There are so many ways to track and supervise the work of your employees without micromanaging them:

Open communication
Weekly sprint planning meetings
Employee empowerment
Just trust them
Yes, you CAN make sure your team is accountable without micro-management.

9. You do not show any recognition
Acknowledging your employees may require more than a positive comment during the annual assessment.

If your employees do not feel recognized (especially those who are more likely to need recognition in their personality profiles), you will lose them eventually.

Plan your recognition programs accordingly, introduce them to your employees, let them know that you recognize them for all the hard work they do.

What have you done in the past when you lost your best employees?
I know this article can make you think, "We are not idiots. We know how drastic these things are "I know ... But sometimes, at the time, people do not realize that little things can have a big impact in the long run. And I am also aware that some employees can still resign, even if you do everything in your power to keep them from the first day.

At the end of the day, always be aware of your everyday actions and get to know the people who work with you (or for you). You may think that you know what your employees want ... until they tell you that during their departure talks. Get to know your employees Know what kind of wood they are warming up, and make sure to avoid these things at all costs if you want your best employees to be consistently happy, efficient and loyal.

In the past, how did you react when your best employees left your company?

TIPS TO MAKE YOUR EMPLOYEES MORE PRODUCTIVE

According to figures from the American Institute of Health, an adult spends an average of 8.8 hours a day at work. That's more than the 7.7 hours we spend sleeping. These data show that we spend more time with our colleagues than with our family. As the workplace has become a place to live, our colleagues can affect our mood on a daily basis. A motivated employee creates a positive environment in the workplace while a demotivated employee can be demoralizing.

1. Create a family environment
We are not talking about treating an employee in the same way as your mother or brother. Look further in the family tree and think about the cousin or the niece. We all have a family member that does not really fit. However, we do not tolerate hearing gossip on their accounts. The same should apply to your employees, or rather the members of your team. Make sure your employees know that no matter what affinities exist, you will be ready to go to war for them.

2. Know your employees

Work motivation is an intrinsic factor in the proper performance of a task. A student working the day while attending evening classes will have a different motivation for work than that of a single mother with two children to feed. Understanding the motivation of your employees' members will help you structure a support system that will be both beneficial and motivating for each employee.

3. Training, training and ... training
There is nothing worse than not knowing how to do it. You feel lost, confused, frustrated and all at the same time. Everyone hates not being able to perform a task (it reminds you of those math classes that were beyond you). An employee is more likely to be productive when he understands exactly what is expected of him and he receives the proper training to perform such a task. With the presence of video projectors in almost all meeting rooms know that trainings are not so difficult to achieve for you manager.

4. Be attentive before having the last word
As a superior, you have the last word and therefore the role of taking the right action. Emphasize opinions and listen to suggestions from your teams before making a decision. This will show them that they are part of a team and contribute to the life of the company.

5. Employees are also persons
Employees have a life outside of the workplace and these lives take precedence over work. This single mom you employ can not always have a babysitter. The student may have exams to pass in order to graduate. Be respectful, understanding (which does not mean lax) about the privacy of employees and you will have a grateful and productive worker.

6. Give them the right equipment
Make sure to provide them with a functional office! An unfulfilled task because of "too slow a computer" can give a good reason to relax on its productivity. So avoid this by providing the necessary tools for the realization and smooth running of a function.

7. Have the attitude "The stupid questions do not exist"
For various reasons such as the fear of showing a lack of specific knowledge to what is expected of them, an employee will not ask any questions. You are the person in charge for a good reason. Insist and have the attitude that goes with the fact that asking questions is a good thing. Creating this environment and responding clearly and in time helps maintain productivity at the required level.

8. Celebrate victories, no matter their level
Victorious and smiling employees with point in the air
Victorious employees

When an employee sees that every positive contribution to the team is recognized, he will be more inclined to continue on that path. Even double your efforts and therefore your productivity. Sometimes a single post-it's thank you was encouraging.

9. Example: Be a model
When employees see their boss give their best, they work the same way. By contrast, a manager who runs smoothly will clearly not make them want to do more, or even make them want to relax. A team will always be in the image of its leader.

10. No employee has more value than another
There is nothing worse in the workplace than seeing employees treated differently. We all had a peer treated as a "darling". We also remember this feeling of discouragement and even suffering in the face of it. If you are a boss and you have favorites, do not expect to reap equal productivity from all your employees!

At a time when competition is fierce in the workplace, you also have to report to your superiors on your daily activities as a manager. So look at it from a different angle, these efforts to be implemented daily in your team will make your job much more enjoyable and will increase the productivity of your employees!

Tips to avoid workplace harassment, Phone, moral or sexual harassment can also occur in your business

Phone, moral or sexual harassment can also occur in your business. No one is safe from this scourge. This kind of behavior should never be taken lightly and should be detected through your attention and that of your teams and apprehend them upstream.

The harassment ?
According to the public service, three types of harassment are retained and make it possible to understand the mechanisms used by stalkers.

1. Telephone harassment.
Repeated and malicious phone calls are considered harassment. The repeated sending of SMS or malicious e-mails is likened to telephone harassing or ringing your phone without speaking to you with the sole purpose of causing noise problems.

2. Moral harassment is manifested by repeated actions: derogatory remarks, intimidation, insults ... These actions result in a serious deterioration of the working conditions of the victim who risks:
undermine his rights and dignity,
or alter their physical or mental health,
or jeopardize one's professional future.
These actions are prohibited, even in the absence of a hierarchical link with the author of the facts.

3. Sexual harassment is characterized by repeatedly imposing on a person sexual comments or behaviors that:
undermine his dignity because of their degrading or humiliating character,
or create a situation that is intimidating, hostile or offensive.

Here are 9 tips.

1. Communicate harassment with teams
Communication on the subject of harassment is paramount between teams. Make sure that employees communicate with each other to express problems becomes necessary and allows if necessary to pierce the abscess around a misunderstanding or a proven harassment. Establish dialogue with his teams and intervene so that everyone knows what harassment and its consequences on the person but also the criminal consequences they may incur if it turns out to be the author of harassment. Communicating enables employees to understand the irreversible consequences of harassment and to help a colleague who is the victim of this phenomenon.

2. Identify problems by observation
To prevent harassment, it is important to identify possible problems in working relationships. To do this, observing the attitude of employees helps to prevent a delicate situation in terms of telephone, moral or sexual harassment. As an employer, an external vision to the teams gives you a different approach to the situation and allows you to play the role of mediator and warn about your inflexibility in the face of inappropriate behavior. A dialogue with an employee who has an inappropriate or aggressive attitude towards another employee asks them to approach the problem with sensitivity to make them understand what harassment can bring.

3. Remove from your attitude any tolerance for dubious jokes and touching
To avoid any situation that is out of place from a sexual harassment point of view, questionable jokes or touching must never be tolerated in your company. Do not hesitate to take your employees a little too joking and tactile. A regular warning about these practices can prevent such behavior and reassure people who may be subject to such behavior.

4. Put in place preventive measures
Educating employees about workplace harassment remains important, as information helps identify strange behaviors. The rules of procedure must mention the prohibition of harassment. To complete this, prevention visuals in the premises informing all employees will give the definition of harassment to better prevent it. Occupational medicine in some cases can inform a company and its employees to raise awareness even more, following previous harassment cases. Bring to the attention of its employees the texts of the Penal Code law repressing the moral harassment, collaborate with the representatives of the personnel and, if it exists, the committee of health, safety and conditions of work (CHSCT) make part of the duties of the employer.

5. Establish anonymous questionnaires carried out by an external audit To detect harassment as soon as possible, setting up anonymous questionnaires is useful. In the event that employees are unable to express themselves on the subject, the anonymity achieved by an external audit can make it possible to confide in them. The practice of questionnaires is difficult to implement in small structures. This technique still gives the harassed person the opportunity to engage without constraints.

6. Inquire through the employer's right of inspection Within the company, in case of harassment, the employer may be charged under the law. He remains responsible for his employees and their actions under the roof of the company. In case of doubt, you can assert your right of scrutiny on the correspondence of your employees (e-mails, action plan, annual maintenance ...). This solution can be radical, but it helps to detect unusual behaviors among your employees, if this is the case.

7. Do not participate The important thing in cases of proven harassment is to support the victim or at least to appear relatively neutral as a mediator. If one of your colleagues allows themselves questionable reflections or strange approaches, be inflexible. You must be exemplary and above all avoid that the victim feels somehow complicit. As a leader, taking responsibility for harassment is knowing how to say no to inappropriate behavior. Indifference is the door open to harassment.

8. Attempt to understand the stalker. Harassment in his business is always difficult, the employer must be concerned to avoid recurrence. One of the important things is also to be concerned about the stalker and his intentions. Understanding one's behavior helps stop and prevent harassment. Once the facts are established, the harasser must be confronted with the problem and so you can convince him not to do it again. Thereafter, do not hesitate to put a surveillance in place to avoid recurrence. Do not hesitate to use the occupational medicine that can help you but also organizations such as suffering at work that have allowed businesses to be deadlocked.

9. Take necessary measures. In the event of proven harassment within your company, taking the necessary measures is a legal obligation. The principle is to never take the least noise, the slightest rumor lightly. In cases of proven harassment, an internal procedure is required and a complaint to the police, if the victim so wishes. Feel free to support those involved and make it a personal affair to show your dedication and interest in keeping the team together.

Tips for managing a narcissistic employee

In a company, strong characters remain very difficult to manage for both managers and employees. With a narcissistic person, the approach is very particular and can be destabilizing. Here are some tips for managing a narcissistic employee.

1. Identify your personality
Identifying a narcissistic personality is not easy. If she regularly stands out, tries to be admired by everyone and has little empathy for others, you are surely facing a narcissist. These people often feel the need to be superior to others to prove how great they are. However, such an attitude can impinge on the work environment and colleagues who may feel unsettled when they have little confidence in themselves. You will have to deepen under what circumstances his narcissistic attitude shades colleagues and make sure to highlight the people on his team.

2. Be lucid
This type of person will not hesitate to present himself as superior to achieve his ends. It needs to exist, to perpetually be the center of the world. In order to master these situations, we must keep what we call "the cold head". A narcissistic person is always looking for weaknesses to dominate the vulnerable. In the context of the company, she will be able to manipulate her colleagues to obtain the favors of her hierarchy and the colleagues are often dupes of this behavior. Being clear on the situation will help you to counteract his way of doing things.

3. Assert yourself
Narcissists who feel the need to be admired will want to access their ambitions as quickly as possible. They can become stressful, put their superiors in difficulty and exert such pressure that it is difficult to say "no" even if they abuse. In the case, where the "no" intervenes, it is better to say it with empathy. In no case should it make him lose face because you may trigger behaviors that you will not control.

4. Do not be swayed
To satisfy himself and reassure himself, the narcissist does not hesitate to manipulate his collaborators to achieve his ends. For the sake of labor relations, it's best not to get into his game. If you feed his ego by blaming other people or spreading rumors, he'll feel all the more powerful because he'll know about it. future use them against you as he sees fit.

5. Manage a situation
Finding yourself in front of a person who is constantly boasting is quickly annoying. For the company and all employees, the dialogue must be initiated. Admittedly, if he does not get his way, the narcissist may stumble. He will take your exchange as a criticism and will try to make you feel guilty, being tactful will allow you to get out of the spiral in which he wants to lock you up. To improve the situation, the solution is to make him understand nicely the impact of his behavior on his colleagues.

6. Help him with his vision of others
To feel unceasingly superior, the narcissist sometimes needs to be unpleasant with his colleagues. He is generally lacking in empathy and ultimately critical to reassure himself. He complains about insignificant details just to humiliate a person. In this case, one must be able to calmly explain the suffering of others and make him understand that criticism is not useful.

7. Never outbid
Always in a perpetual desire to elevate himself, the narcissist will try to submit his entourage, so that he can be the best. Since he does not show appreciation to others, it is useless to try to outbid a narcissist when he boasts. The best solution is to acquiesce if you deserve it. Otherwise you risk venturing into an unhealthy competition. Outbidding is an aggression for a narcissist, he feels helpless and becomes difficult to manage.

8. Compliment
Oddly, the best way to deal with a narcissist is to compliment him. These people often have a problem of self-confidence and their character is just a facade. Compliments must be fair and focused. We will say rather "This morning, you did a very good job on the file ..." instead of "You're great in this area". Targeting the compliment helps to flatter him and show him our empathy on an element and not on a generality. This psychological inversion will engender a beginning of awareness in some cases. He will understand that he does not need to flatter and brag to reassure himself that he is the best.

9. Avoid contact, in extreme cases In the context of the company, a narcissist can really destabilize the teams and hinder the activity. If the situation becomes out of control, contacts with such a person should be avoided. Do the bare minimum, narcissism is often a desire to manipulate and it can destroy a pleasant atmosphere within teams. Previous advice will be useful in less extreme cases, but if the situation deteriorates, it is better to ignore it and talk to competent people. And to improve the situation calmly why not make him participate in a training on relations at work?

How to manage a difficult employee? How to manage difficult employees

How to manage difficult employees

Working with a difficult employee is a situation that everyone is confronted with on a daily basis. This type of employee can be indirect and make believe that everything is fine or direct, angry, aggressive, violent and unbearable. He often questions authority. His attitude affects interpersonal relationships. So, what strategies to adopt to manage it effectively?

Look for the cause of his behavior
As a line manager, you must not avoid a difficult employee. Instead, try to identify the cause of his behavior. You need to determine whether this is a contextual situation or a recurring problem rooted in one's personality. Behavior change can come from a temporary situation, such as family problems or work stress.

Identify areas in which the employee has a problem
A difficult employee can cause demotivation, conflict, frustration and confusion among employees. It can therefore be a nightmare for his colleagues. In some cases, he remains silent and plays the victim in all situations. Do not focus only on his negative actions, but broaden your perception of why he is considered a difficult employee. Discover its natural reflexes and identify the context in which it appears its difficult nature. To do this, one only needs to observe the behaviors and results of the employee concerned over a long period of time.

Meet the hard worker
After researching the causes and background, call the employee to a meeting where you will be assisted by a counselor or human resources manager. Before this meeting, it is important to make a complete record of concrete facts and tangible results. Avoid putting hearsay and personal perceptions on this file. Stay neutral and practice constructive feedback.

Here are the steps for successful constructive feedback:

• Relax the atmosphere by using "I" to interact with him
• Presentation of tangible results and observed facts
• Record the employee's reactions to the results and facts
• Remind him of the impact of his behavior on his collaborators
• Write down your reactions
• Select two to three behaviors to improve in the short term
• Ask them to propose solutions and establish an action plan. Depending on the severity of the problem, you can opt for training by a professional or coaching by a manager. For an effective implementation of the action plan, rigor is required.

Assist the employee throughout the implementation of the action plan
The involvement of the employer or supervisor in finding solutions does not stop only at the first meeting. It is recommended to follow the employee in the application of the action plan, to meet him regularly and to rigorously evaluate his learning.

If he reoffends, punish him
If despite the coaching and training, the employee presents personality traits that have an impact on the work environment and cause conflicts within the company, you must apply the disciplinary measures that are imposed on it ( warning, verbal notice, written notice, suspension and dismissal.) Avoid making hasty decisions as they may have negative impacts on the work environment, work organization and leadership.

Managing a difficult employee is a complex task. It is important not to move or avoid intervening to correct this behavior, as the consequences can be serious for the company. To succeed in changing a difficult employee, you must be rigorous, courageous and perseverant.

How to make the employee employer relationship healthier

What makes a business successful and prosperous? We will have heard everything! Sales that generate profits, a good marketing strategy, creativity, vision and even an attractive slogan. But the key factor behind all this, the thing that makes all this possible is the employee employer relationship.

And why? Because the strength of a company is measured by the strength of its workforce. A good employer-employee relationship can lead to the happiness and well-being of employees, which inevitably drives him to the performance and success of a company.

There are some things the employer can do to maintain, motivate and develop a healthy relationship with their human capital. Here are a few!

Moral obligations
Let's start with more ethical questions, in other words, moral obligations. It is about protecting the well-being of employees, treating them with respect, offering them good working conditions, not abusing their power or discriminating against them.

Of course, fidelity goes both ways. Employees should also use professionalism, whether working effectively, providing advance notice before leaving or respecting confidentiality agreements. A healthy employee employer relationship must go both ways.

Discover the highlights
I always say the first step is to know! When you are able to detect the strengths of your colleagues, which is natural for them, as well as areas where they may seem to swim against the current, you will be able to align tasks and responsibilities according to these talents.

Thus, they will be happier in what they do, and ultimately, will help you to be more successful.

A healthy employee-employer relationship starts with a recognition of the other person's strengths and gives them the opportunity to use those strengths. You will really appreciate how this person is built. Conversely, knowing what your own strengths are, and discovering your similarities and differences, you can create that spark that will allow you to understand each other's natural reflexes.

Motivate people the way they MUST be motivated
In addition to knowing everyone's strengths, "manager-employee collaboration" can be significantly improved when you know how to motivate someone. And what is even more fundamental is the awareness of this: what motivates you does not necessarily motivate the other person.

For example, say that as an employer, you like competition, breaking records and being the best. You are motivated by numbers, rankings and being evaluated or measured in your work. On the other hand, your employee is more concerned with maintaining a pleasant work environment, simply wants to involve others in the decision-making process and will even put his work aside to help his colleagues. What you may not realize is that putting this employee in direct competition with others is likely to do nothing better than demotivate the employee.

You might think that you're encouraging him by posting a list of the top 10 sales advisers in the office, while you're actually discouraging him. His motivation is centered on being at the service of others, mutual help and teamwork. As his employer, you need to motivate him to more charitable challenges. Even if it goes against your own motives, knowing how to properly motivate your employee will certainly make it shine!

Be sensitive to their emotional state
I have witnessed this situation far too often: an employer and employees confronting each other because there is a flagrant lack of sensitivity somewhere. When people are very resistant to criticism, they sometimes assume that everyone around them is as probing as they are, and therefore, they do not always choose their words carefully or demonstrate enough empathy with the most sensitive people who need it.

There are some questions you need to ask yourself. Faced with a stressful situation, will your employees take more or less time than you think to recover? Do they receive the encouragement they need? Do they need some extra tapping on their backs from time to time?

To maintain a pleasant employer-employee relationship, one must know the resistance to stress and the sensitivity of the other in order to communicate the information more effectively. Basically, everything is in the approach and the way we must approach others to bring out the best in them.

Know your management style
When it comes to managing the workforce, employers would benefit from understanding what management style prevails and ensuring that it is aligned with the needs of their employees.

For example, an employer who demonstrates a very directive style has the proper controlling and controlling temperament to handle a tougher team, who needs someone to step foot and give orders. Great! But what if that employer faced employees who needed more support?

You can quickly see how management trends may differ from the needs of your staff. How can we fill this gap? I will repeat my previous statement: The first step is to know. Understand your natural reflexes, identify what comes less spontaneously, develop ways to refresh yourself when you know you have to manage an employee who is built very differently from you.


A healthy employer-employee relationship is not always easy, but the minute you start investing a little time on your employees, the benefits will manifest themselves throughout the organization.

Did you know that there is a solution that evaluates the complementarity between you and each employee? Of course, it is not your moral obligation, but it is certainly the right path to a successful business!

Do you have the skills to resolve conflicts in your organization?

When you think about it, you realize you spend a lot of time working with our colleagues. Communication and teamwork to achieve common goals are everyday things, and getting there in a stressful, demanding and moving environment can clearly cause friction.

It's no wonder then that conflict resolution skills at work are essential to maintaining business success and growth.

So, we have to ask ourselves ... do we have the necessary resources and skills to manage the conflicts that inevitably occur in the company?

Here are some ideas to keep in mind.

The true role of conflict management
A conflict resolution practitioner is much more than someone who puts a bandage on the problem. The goal is not to find a quick fix that only scratches the surface of the problem. And many managers tend to do exactly that because of lack of time or because they do not have the skills to deal with the conflict so that there is lasting improvement.

Ensuring that all parties feel respected, understood and safe inevitably requires time and energy. Yet this is not the hardest part of conflict resolution.

Recognizing the differences in the personalities of group members and realizing the strength that these differences imply is a process that can sometimes be overlooked in conflict resolution. And this is doubly the case for those who assume that disagreement occurs because of external factors such as tasks, background or context.

While these factors can not be ignored, discovering the characteristics of personalities (and their potential incompatibility) is fundamental to conflict resolution.

Understand that conflict can be a good thing
Being effective in the area of ​​conflict resolution means having confidence that this process will be constructive, useful and a learning experience.

If we see the conflict as a destructive force, a waste of time or a wound that must be riddled as quickly as possible, it can be very difficult to remain optimistic about the result. On the other hand, if it is well managed, the conflict can lead to a greater understanding of oneself and others, as well as some appreciation for our differences. I'm not saying it's easy, but if it's well managed, the conflict can lead to conflict can lead to good things.

Manage conflicts quickly
Those who avoid conflict, push back or claim that they do not exist tend to think that they contribute to maintaining a climate of peace. It's simple: it sometimes seems easier than attacking the conflict, precisely. This can cause an accumulation of frustration and demotivation, as well as an intensification of the problem.

When one decides not to approach the conflict, the source may become less and less clear with time. This obscures judgment, provokes resentment and creates animosity, even if it is done unconsciously sometimes.

One wonders therefore, "why did the conflict first appear? ". And when one is no longer able to answer that question, the resolution becomes all the more difficult.

So, when possible, approach the person or people involved in the conflict from the beginning, before everything gets worse.

Be affirmative
Some people do not really understand what it means to have an affirmative personality. They can interpret it as something negative, or even aggressive. And even if there are several degrees of affirmative personality, having some manifestation of this trait shows confidence, self-confidence, ability to express one's opinion and disagreement, ability to defend one's rights, courage to express oneself and the ability to clearly state one's expectations.

Having a certain level of affirmation makes it possible to make others understand when you do not agree or when you have an opinion to share. No one is forced to play the riddle and everyone can work knowing that this person will share what they have to say when necessary.

If you mediate conflict resolution, being assertive can help you lead the conversation and take charge of the situation. And this, even if strong personalities are involved!

Recognize your own vulnerability and emotions
Whether you are directly involved in a disagreement or you are the stakeholder, you may bring your own emotional baggage with you. This can include:

your past experiences
sensitivity to certain subjects
be influenced by a stressful event unrelated to the current situation
In fact, it can be any element that could affect your emotional state and lead you to be less objective.

So, having emotional intelligence can help you recognize, understand and evaluate how your emotions and those of others could potentially influence the conflict and its resolution.

When we let emotions control us, this can lead to bad decisions or regrets. And sometimes that need for emotional superiority can make bad decisions happen.

Do not lose sight of what works well
In conflict resolution, there is often a tendency to focus on what needs to change and what should NOT be done next time.

We usually focus on the problem, which is clearly an important step in the process, but not necessarily the entirety of what needs to be done. It is important to pay attention to what works well between the parties involved. It is also important to remember moments (even if they seem insignificant) when collaboration and understanding were at the rendezvous.

Then you have to look at the context of those moments more closely;

what were we working on?
how was it done?
who was doing what?
specifically, what was pleasant when there was less animosity in the air?
This can help both parties realize that conflict resolution is indeed possible! It can also help to understand that tension has not always been present, as well as focus on behaviors that have been effective in the past.

Understanding what conflict resolution really means, recognizing that conflict can be a good thing and managing it from the start are skills that can prevent and reduce prolonged tension in your organization. Being able to be relatively affirmative, develop an emotional awareness and allow oneself to divert attention to what has worked in the past can also be very effective in terms of conflict resolution. With so many personalities coming together at work, it is imperative to make a conscious effort to see the forces that hide within these differences.

It's never too late to start! Do you have the innate abilities to resolve conflict?

How to manage a difficult personality at work

What is the definition of a difficult employee in your eyes? Is it an employee who does not listen, who arrives late, who puts off everything, who argues every decision made?


Although what is considered "difficult" may vary from one person to another, there are certain personality traits that come together, can concoct a recipe leading to problematic behavior in the workplace.

Working with a difficult personality at work is a situation that everyone can relate to, and it can be one of the hardest to overcome. So, how to handle a difficult personality at work?


What does a difficult personality look like at work?

Difficult personalities can be very different. They can be indirect and suggest that all is well, or be very direct, threatening and explicit.

Many would be surprised to know that it is not necessarily the least productive people who have difficult personalities. Top performers may have personality traits that cause hardship, conflict and lack of synergy within an organization.

Employees may be temporarily more difficult because of stress at work or at home. So you have to determine if the difficult personality at work is contextual or if it is a recurring problem, so deeply rooted in their personality.

In order to better manage difficult personalities at work, you need to get a global picture allowing you to identify:

personality traits that you feel are more problematic at work
the environment in which you work (context, tasks, organizational culture)
your own personality traits and natural reflexes

The apparent aggressor
There are risks that difficult personalities at work will cause conflict, frustration, demotivation and confusion among peers. For example: those who cause problems by their tendency to assert their point on everything and nothing, who grumble and who portray an egocentric attitude. Their lack of filters and their aggressive behavior usually make people around them feel threatened.

With these types of difficult personalities, you must look beyond what is wrong and seek a solution. Sometimes it can be as simple as asking them for their opinion on something (because you know very well that you are going to get it anyway, but in this way they may feel more involved and even flattered than you have asked, which, in turn, can soften their answers).

Even if you decide not to go ahead with their opinions or ideas, you will at least have allowed them to verbalize their point of view in a more controlled setting. Their basic personality will not change, but it can help contain it.

A difficult personality at work is not always obvious
What about the less obvious types of difficult personalities? These people who never speak, who let the emotions intensify and play the victim in all situations. They may be just as difficult to manage because their colleagues will feel stuck trying to figure out how that person feels, and then really discover it later, at a much less convenient time. Unlike the more obvious difficult personalities, with the less obvious ones, you'll have to start by finding out what's wrong, then finding a solution.

That's why regular follow-up and feedback sessions are important not only to maintain a steady and stable flow, but also to give employees the opportunity to express themselves little by little. If you work with people who have difficulty expressing themselves or dealing with certain issues, you will need to pay particular attention to their nonverbal, such as difficulty in making eye contact, lifting eyes to the sky when confronted with comments, more closed body language, feeling of tension, tense facial expressions, etc.

Become aware of the difficult personality at work
Whether you are dealing with direct or passive-aggressive behavior, it is imperative to learn more about the situation. People with difficult personalities need to be aware of their own natural reflexes and how these can affect others, just as much as you need to be aware of how your personality can be influenced by others.

Returning to basics by using the "I" to open the conversation is a good way to prevent the other party from being on the defensive. This allows you to express how you feel without putting all the blame on the other. "I feel like I can not put my point of view when I am interrupted" can be much more effective than "you hurt me when you cut me off". I know what you think: a simple "I" will not make the difference with narcissistic and irrational employees. Maybe, but it will at least have the effect of not making things worse. See it as a way to break the ice, not a solution. As previously mentioned, awareness is the key, and a psychometric test can objectively provide you with the personality differences (and similarities) that may be causing your problems.

Hard Work Personality: A Bad Habit Some people may repeat difficult behaviours routinely or because they have proven to be effective for them in the past. They may be rigid and resistant to change (which may be a difficult personality in themselves), or may have never been confronted with their behavior in the past, and they are not aware that they are creating more harm than good. Help them understand the consequences of their actions and offer them different responses to certain situations by leading by example, role-playing games, or helping them learn to detect the signs that can trigger problematic behavior. Wider reach We also need to take a broader perspective on difficult personalities at work: to separate the person from the problem, to understand that people generally behave this way because of who they are, not because of remember that stress and demotivation can make someone more difficult to manage than usual, and try to take a proactive, non-reactive approach.

To effectively manage a difficult personality at work, you must discover the natural reflexes of your employees, understand the context, and broaden your perception of why you categorize them as "difficult" in the first place. Do not focus only on the negative, but work to find a solution. Systematically follow up to prevent certain behaviours from getting worse, and open the conversation with these employees proactively.

Internet Spending by Consumers Increases

Other than the expanding number of web clients, discoveries by Scarborough Research, a main US-based Consumer Research Company demonstrate that web based spending on items and administrations among clients who utilize the web is quick expanding. Scarborough's May 2012 review, titled "Understanding the Digital Savvy Consumer" found that advanced keen purchasers are squanders. The review additionally found that most online clients have a tendency to be more youthful, male, prosperous leaders and typically utilize the web for nourishment, administrations, data and correspondence.

The expanding number of web clients helped by the prominence of interpersonal interaction destinations like facebook, twitter, MySpace, Hi5, Flickr, among others; joined with current expanding web based spending by clients are solid reasons why you have to set out upon web based showcasing, advancements and battles. What's more, everything begins with one basic task..Create a site..

Pick your niche, but make sure it isn’t too small

Pick a specialty for your blog or site where you have some huge skill, however ensure it's a sufficiently major specialty that you can fabricate huge movement, I have the adaptability to expound on subjects like profitability, self-restraint, connections, otherworldly existence, well being, and the sky is the limit from there. It's all pertinent to self-awareness. 

Pick a specialty that you're energetic about. I've composed 300+ articles up until now, regardless I have a feeling that I'm simply beginning. I'm not getting a handle on consumed by any means. I constructed a self-improvement site since I'm exceptionally learned, experienced, and enthusiastic about this subject. I couldn't envision a superior point for me to expound on. 

Try not to pick a specialty since you think it will profit. I see numerous bloggers attempt to do that, and it's perpetually a formula for disappointment. Consider what you cherish most, and after that figure out how to make your point speaking to an enormous worldwide gathering of people. Consider what will give certified an incentive to your guests. It's about what you can give. 

A sufficiently expansive theme makes more potential promoting accomplices. On the off chance that I continue composing on the same subtopic again and again, I may deplete the supply of promoters and hit a salary roof. In any case, by composing on a wide range of subjects under a similar umbrella, I extend the field of potential promoters. Furthermore, I grow the interest of my site in the meantime. 

Make it clear to your guests what your blog/webpage is about. Regularly I visit a blog with a sharp title and slogan that uncovers nothing about the website's substance. All things considered I for the most part expect it's only an individual diary and proceed onward. I want to be cunning as well, however I've found that clearness yields preferred outcomes over shrewdness.

How to Lead, Manage, Motivate And Supervise Employees

SuperviseStaff.com

You have just been promoted to supervisor, While it may be wishful thinking that a supervisor can ever get the job under absolute control, a useful beginning point is to understand just what supervising people is all about so that we can control what we can.

It is often said that a supervisor should manage things and lead people.

The successful supervisor learns to assess employee performance and make changes when necessary. The Problem will not go away; you must deal with it promptly and positively. When disciplinary action is called for, Follow suggested procedures and guidelines for administering it appropriately and fairly.

Supervise Staff will show you how to :

-        Develop new skills, new ideas, and a new attitude – for both you and your staff.

-        Conflict Management And Confrontation Skills.

-        How to Supervise People.

-        How to handle people with tact And Skill.

-        Excel as a first-time supervisor

-        How to become a great communicator

-        Meet your goals and objectives

SuperviseStaff.Com Your Online Training Solution, Online Management Training And Management Skills Course, Training And Development Of New Supervisors And Training Managers. Supervisor Training And Employee Motivation.

Making The Transition To Supervisor

Supervisestaff.com

Understand the ‘’Push – Pull’’ reality

-        Supervisors are often pushed into a number of jobs they are not particularly trained to deal with – yet it has to be done.

-        At the same time they are pulled back by things they would like to continue doing but can’t.

-        The problem then is learning to manage anxiety over the pushes and not slip back into established comfort zones regarding the pulls.

Understanding The Linking Nature Of The Process

-        The Supervisor is the vital link up / down the organization – a leader of one group, a member of another. Employees often perceive the organization through the actions of the supervisor.

Understand That A New Skills Mix Is Essential

-        Success in supervision often means letting go og operating duties and taking on new challenges.

-        At higher levels the job becomes more open-ended and conceptual.

-        At all levels, human skills are critical.

Overcoming The Early Problems Of Leadership

Supervisestaff.com

1.     The set-up. When someone asks you a question you can’t possibly answer, use the fogging technique. Calmly admit the possibility that you do not know.. you can’t possibly know everything—do not fight back.

2.     The put-down. When you are compared to a previous perfect supervisor, try the fogging technique or practice the broken record technique.

3.     Resentment. Focus on behavior first. Performance is what counts.

4.     Competition. This often occurs when you are an outsider or you bypassed the person engaging in this behavior.

Emotional Control

Separate your felling about employees from your behavior towards them. We may choose not to like them and can also choose to work very well with them. Remember : It’s only words…or who’s the only person who can make you feel anything? The Answer?

YOU.

Supervising Younger / Less Experienced Employees

Supervisestaff.com

1.     You can grow good ones. There are excellent, highly energetic, and creative people out there. ( You can also grow your own ).

2.     Be sure to expect enough. Expectations convey enormous messages to employees. Expect Success.

3.     Insist on immediate job ownership. They should take responsibility for helping solve problems, thinking on their own and dealing with people problems. Be cautious of teaching them to depend on you for too much.

4.     Watch out for upward delegation. Beware of the Tom Sawyer trick. Your job is to manage, theirs is to do. Assist them, but hold them accountable.

5.     Acknowledge special risks. Be prepared to deal with their hesitancy to take initiative for fear of punishment. Remember: If you don’t make a mistake occasionally – you’re not trying hard enough! Use mistakes for the learning value.

Supervising Older / More Experienced Employees

Supervisestaff.com

1.     Experience Vs Education. What older people may lack in formal education they often make up for in experience. Tap into that base of experience.

2.     No Competition agreement. In many cases the more experienced employees knows much more about the job than you. Try to get a pledge of no-competition and strive to work towards a positive relationship.

3.     Get them involved in decision making. Their age and length of service on the job often shows their commitment to it. Get them involved.

4.     Ask them to teach. Seek out their help in training and mentoring new people.

5.     Expect them to learn. Stress this in early meetings with all your staff. Don’t overlook your older employees in terms of training assignments.

6.     Sounding board role. Review your ideas with them. They often know the informal side of an organization. They also typically know where the skeletons are buried. However watch for over dependency on    your part.