Recently I have been interested in tracking problems and solutions to social networking and its impacts. I wrote about some of the social networking lessons sometime back. However, a recent incident sparked the thought again that social networks are a powerful phenomenon for professional life and career moves, and it can be dangerous to ignore. I casually asked … Continue reading Leveraging social networks for career growth
Interesting read, this article on rediff. Good examples of how busineess is reacting to the changing changing face of careerist youth in India. The article does note an important point: Still, there are plenty of tensions between companies and young employees. Many Indian engineers are fascinated with cutting-edge technologies, yet much of the work for clients … Continue reading How fast can a career move in India?
Cube Rules is a blog where Scott Herrick discusses the perspective of the 'cubicle warriors', his blog is aptly named 'Career Management for Cubicle Warriors'. Recently, I got a chance to do couple of guest posts there around career management in India (Thanks Scott!). In an attempt to do justice to the topics I chose, I … Continue reading Career Management in India – guest posts on CubeRules
Here is an article that I had published a while back on the topic of communications (here is a slightly edited version of the same). I got reminded of this recently while talking to a manager who felt frustrated that he couldn't get through his peer in a remote location and so couldn't resolve his problem. In … Continue reading Cross-Site communication – great strength for managers?
As I was completing the performance reviews for my team, I was reminded of the fact that so few people actually do a good job of appraising themselves. I have noticed this over the past 5-6 years that I am doing performance reviews and have gotten similar feedback from several other folks, and it hasn't … Continue reading Doing performance self-appraisal well
In my experience in working with so many employees and helping grow some of the leads and managers, I have found that one-on-ones is a useful framework for all managers who wish to manage people well. I think this is the case because 1-1s impact some core tenets of being a good people manager: Inform, Involve and Inspire the … Continue reading Effective one on ones
In a previous post Do you think your manager is fair to you?, I proposed that trust is the most important part of the manager-employee relationship and it determines whether manager is considered fair or not by his/her employees. So the question is: how do you create trust in such a relationship? This is pertinent … Continue reading Trust in Manager-employee relationship
Interestingly, about the same time when I was writing about how managers should assign jobs to employees, Scot Herrick on Cube Rules was writing on same topic from an employee perspective ("Help your manager help you improve your job skills")! I liked his example of how employees can cause their own downfall by not using manager … Continue reading Let your manager help you
I had an interesting thought yesterday (while completing my own performance review document!): how will people reporting to me ever be sure that I am not taking undue credit for my contribution? It may be possible that while the actual work is done by someone reporting to me (say Joe), I may present this in … Continue reading Do you think your manager is fair to you?
For a manager, it is important to make sure they assign right jobs to right employees. However, at the same time, it is also important to make sure he/she doesn't come across as unfair or biased while doing such allocations. These are seemingly contradictory requirements, but it is possible to take care of both of … Continue reading How do you assign jobs to employees?