Should you allow the transfer of employees?

Employees always want freedom, and want to have a job rotation to have a learning exposure within the environment. They are increasingly becoming common, but sometimes you might need to question on whether it’s the right move.

There are some things you might want to factor into consideration

Team culture and dynamics

Will the new entrant be a good fit with the current culture of the team? Is the transfer happening because the employee is not performing in one aspect and is requesting for a transfer to explore other areas to excel in. Is the employee requesting a transfer a quitter because he defines himself not suitable for the role or does he have a thirst for knowledge?

These can be uncovered through the current team mates of the person requesting the transfer. It will help you assess his personality and work ethics.

If he is requesting for a transfer because the employee do not feel like he is performing in his current role, more training and adequate exchange of information and feedback could be used instead of a transfer.

Current problems in the current team

Understanding the fundamental reason for the request of transfer is important – especially if you understand it is because of the person they are reporting to. Talking to their peers could also give you a hint with regards to why the request for transfer is happening.

You might want to nip the problem in the bud rather than risk a lot more request for transfers or an increasing in resignation rate.

Conduct Interviews

You will want to ensure that the person work ethics and mindset is like the team before transferring the person to the team. You will want to have a better understanding of the motivational forces behind the transfer, and understand the person’s strengths and weakness would make a good fit for the team – hence you will want to treat the current employee like an external candidate.

You will want to know how have the current employee performed, and to have a proper justification of how are they able to value add to the team. Managers would also want to understand how the person have contributed to his current team, before deciding on accepting him into the team. If the potential employee is really keen on the transfer, the employee should have done adequate homework before attending the interview.

You could also consult the managers the employee is interested in joining. The manger, should also feel potential and to ensure good team synergy between the team members as well as the new entrant.

3 Recognition Rocks For Better Team Building

When it comes to building a solid team within the company, there are many factors to consider. For a start, people from different backgrounds are often thrown together in the office. It takes time for them to get used to each other and work with the vastly distinct personalities and skillsets belonging to each employee. The only thing that unifies them is their work. In order to get everyone to form meaningful and productive relationships within their working hours, it starts from the top.

One of the best ways to unite the company is to establish certain recognition rocks. Employees are always looking to be recognised for doing good jobs. It not only encourages them to perform future tasks with equal or more zest, but also creates an atmosphere of appreciation that will improve the working environment. In this case, prioritising recognition as one of the team building tools become crucial as it effectively reinforces positivity and motivation. Here are three recognition rocks that can be easily integrated into the company system to highlight that, at the end of the day, the higher management cares.

START AN EMPLOYEE OF THE MONTH AWARD

The day to day interactions between employees are important for finding top candidates within the company, as they not only have to be good at their work, but also their interpersonal skills. It is not enough to be armed with technical skills in today’s workforce, as great leaders often show a good balance between the two. Having monthly awards will encourage the office to get to know each other better, and act as a tangible channel to appreciate the tasks or favours other colleagues do for them. It will also pick out certain features that a company is looking for in their upcoming leadership roles, allowing it to be conducive for future incentives.

SEND THANK YOU NOTES DURING LENGTHY DAYS

It does not take a lot for one to say “Thank you”, but it is also possible to concretise it with a simple handwritten note that will remind the employees that their efforts are appreciated. There will be some days when the workload gets overwhelming and the employees have to put in extra time to complete the projects. Sure, they are working on a payroll, but the quality of the work can greatly differ if they are enthusiastic about it. Nothing perks up a long day like a personalised note to say that their efforts are recognised and valued.

MAKE SURE THE PRAISE GETS TO THE EMPLOYEES

If there is a job that is done exceptionally well, it will be nice to acknowledge the actual group of employees behind the work. Too often, praise from upper management gets lost within the offices or stops at the higher management level, and the employees never really get a chance to feel properly valued from their superiors. Such comments can be powerful tools to encourage the employees. If there is a positive remark, consider repeating or passing it on, or even forwarding a simple email from the relevant people will do. It also helps to bridge the gap between departments and brings the company together as a whole.

3 Simple Tips To Have Better Water Cooler Conversations

Interactions between colleagues is one of the ways to quickly grow a conducive working environment. While safe topics about work and weather reports are common in the office, it takes more than that to be able to establish yourself as a co-worker and friend. Being able to hold good conversations in the office helps to lighten the mood, introduce yourself as a valuable personality to the rest, and can be especially helpful in awkward elevator situations.

Of course, one must balance out their time between doing proper work and talking to others at the office, unless it is a networking event. There are usually short amounts of time one can chat freely, such as lunch breaks, or crowding around the common water cooler. While it is tricky to turn short nuggets of conversations into meaningful chats, there are certain ways that can guarantee better exchanges between the two parties.

START THE BALL ROLLING WITH THEM

It is the end of a long weekend break, so there is no time better than now to ask what’s new with your colleague. Starting the conversation with a genuine interest in the other party is a powerful way to get the ball rolling as people like talking about the topic they are most comfortable with: themselves. It also helps you to get to know your co-workers better, and builds a mutual sense of respect and trust. Although, be careful not to be too intrusive as it might be touch on some private aspects of their lives, so finding a neutral balance is key here.

CHOOSE TOPICS THAT ENCOURAGE OPINIONS

Getting someone’s opinions create an opportunity for one to embrace differences and learn from the other. Sticking to topics that are routine or ordinary will get the conversation flow nowhere, usually leading to stagnant common ground. Instead, try to bring in topics like favourite television series or cuisine genres, where you can make certain stands and voice them out. This encourages healthy debates that can strengthen and stimulate the mindsets of both sides. At the end of it, new information may be shared during the process to help colleagues learn from one another, which can either help to augment standing opinions or form entirely new ideas.

FOLLOW UP ON OLD CONVERSATIONS

There is nothing more sincere than remembering an old conversation, perhaps one that got interrupted previously or left hanging for future catching up. If the conversation is worth a rehash, bring it up with your colleague to connect with him or her on a deeper level. It shows that the conversation is important enough to be recalled, or that you have new things to add to the conversation, like additional titbits or other information. It also allows for you and your co-workers to develop fresh perspectives on an old topic, encouraging a more meaningful exchange this round.

4 steps to build a strong team

It is every leader’s envision building a strong team but how many has actually done it and successfully driving and retaining the team? Leaders see each individual as key contributors and when built a team who is of a group of understanding people and they are willing to put in the extra mile to work, you are on the right track.

Understand and know each team member

It is essential to embrace the differences of the team. While taking the opportunity to understand each individual, you can help each member understand their strengths and the area which they can contribute to the team. Additionally, keep outings relevant on a monthly basis to have offsite interactions and this will give members an opportunity to appreciate each other and build a strong camaraderie.

Celebrate milestones and overcome failures

Always remember that your team member is not a robot. Human works with feelings and emotions, and they like to be recognized and appreciated with their hard work put in. Thus, be sure to spend time to give members the proper accolades that they deserved. Leaders should rewarded as deem when necessary and never take job performed for granted. Give them a shout out to make efforts seen by others.

In contrast, if the team has not performed well in certain area of work, take some time to salvage and conduct damage control. This will help everyone put their thoughts together to resolute any situations as a team. Never jump into finger pointing and lectures without understanding what went wrong with the work put in.

Value every individual

Everyone has their strengths and weaknesses and since it is put together as a team. Bring the best of each individual’s strengths for the team to make a stronger team. While you get busy with your every day’s work, never forget that each individual is unique in her ways, and every contribution to work functions and operations are crucial to the team. Valuing them will drive them to strive with the team. Make every day a purposeful day to attend work for everyone and it will be appreciated. I’m sure no one ever wants to come to work dragging their feet and feels devalue each time you see your leader. 

Holds effective meetings

Every meeting comes with proper agenda to address official matters but informal discussions must be held for the team members to share some of their day-to-day work concerns or even help to bring in new ideas to improve work processes. When they know that their ideas are being considered to be implemented, they will feel that sense of belonging and usefulness to help the organization improve