How to Manage Time – Three Tips

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During the last two decades of my experience with successful professionals, one thing where I have seen most of them struggling is time management. In most of my coaching sessions I always face this question – I am never able to finish my work in time, I am always required to overstretch. In most of the cases whatever I have seen people planning to do at the start of a workday, they are not able to finish even half of that by evening and that too after overstretching for 2-3 hours beyond the regular time. This also leads to lot of stress and creates a severe work-life imbalance.

How do we address this issues?

Here are my 3 simple tips for all of you who are struggling with this issue day in and day out and not able to find a solution. These tips are extremely practical and have given phenomenal results in our experiments with more than 100 successful corporate professionals.

Tip 1 – Stop Managing time
It is impossible to manage time as it can’t be managed. Rather focus on managing “Attention”. If you are able to manage your attention, you will be able to achieve much more during your workday. We lose maximum time because we keep diverting our attention from one thing to another and as a result compromise on output.

Tip 2 – Don’t multitask
Human brain cannot multitask. Do one think at a time and do it continuously for at least half an hour. No disruptions. Try it, results would be magical.

Tip 3 – Manage habits
Map your whole workday and check for recurring habits. Tea/Coffee/Smoke breaks, urge to pick up the phone, being on social media/internet, chit-chat with colleagues, etc. This would throw some interesting insights into your behaviour patterns or habits. Managing them or in other words disciplining yourself will free up lot of time – it may even surprise you.

Try these three simple tips and you will realise how much difference they can make to your life.

Don’t forget to share your experiences with me.

Visit us at: https://chrozon.com/

Why Mentoring Is Important?

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Mentoring is a relationship which results into growth and success in personal and professional life. Mentoring is always development and direction driven which helps to achieve goals in all walks of life.

Sometimes, companies and professionals are hesitant to accept the need of it. But for companies to retain employees’ experience and expertise, and to create a workforce that balances their professional and personal life well, mentoring is highly recommended.

Typically, professionals deny mentoring due to their lack of understanding between coaching and mentoring. While coaching gives you goal-focused training and knowledge, mentoring is empowering you to believe in your dreams; it allows you to see the bigger picture, when sometimes it is hidden from your own view due to stress, workload or any other problem.

Studies show that most people who succeed have a mentor. Sometimes it’s difficult to see our own strengths and weaknesses and we stop challenging ourselves and unknowingly create a saturated environment. Mentors can help us to understand ourselves and can give the benefit of their own knowledge and experiences.

According to Kathy Kram, (Kram is the Richard C. Shipley professor in management and an expert in the field of mentoring) mentors provide two types of roles- first, career development roles which involve coaching, sponsoring advancements, providing challenging assignments, protecting protégés from adverse forces and fostering positive visibility. Second, mentors provide psycho-social roles which involve personal support, friendship, counselling, acceptance and role-modelling. Research indicates that employees with positive mentoring experience recognition, promotion, pay and career satisfaction.

Mentoring is essential for women who take a break in their career for some reasons. A mentor can help them navigate their hiatus to advancements in career. Mentoring can help youth as well, as they go through the transitions of life which includes stressful changes at home that demands responsibility and maturity or transitioning to adult hood which needs a career to sustain in this fast paced world.

To sum it up, I would only like to say – “Don’t limit yourself to one person”.

Visit us at: https://chrozon.com/

3 Reasons Why Your Organization Needs A Learning Culture

Organization Needs A Learning Culture

Organisation cultures have seen a radical shift from the days of the Industrial Revolution to the modern age. Earlier the focus was on maximising production where the employees would use their skills to work for their employers, and the employees would get paid in return. Technology and other productivity tools have impacted workplace culture to a great extent. The focus has shifted from employment to employability and acquisition of relevant skills that has created has caused a great deal of focus on learning.

A learning culture is formed by a group of focused individuals who are always working towards developing new policies, ideas and learning ethics to educate employees and increase productivity, in turn benefitting the organization. Today, to keep up with the times, it’s extremely essential for every organization to have a functioning learning culture. After all, at no point in life should any human stop learning. If you’re still not convinced, these reasons just might make you reconsider.

A Great Tool To Retain Employees

Here’s a conversation we once came across that will definitely strike a chord.
A CEO once asked his HR associate, “What if we put all this money and effort into training our employees and they leave?”
The HR replied, “What if we don’t and they stay?
Well? Ever thought of that? We agree your workforce is commendable and they might have passed the mightiest of interviews just to get in your organization, but lets face it, the knowledge they already possess is going to dwindle with time. In that case, learning culture is the only answer to keep your employees up-to-date with the latest happenings in your respective industry. And the fact that your employees are learning something new and are being productive is enough reason for themto stick around, isn’t it?

Knowledge Grows When Shared

The inherent knowledge of the processes that each individual has needs to brought out in the open for the benefit of the organisation. Use of technology to create knowledge repository is very useful for the existing and future generation of employees. A major chunk of your business success depends on your employees’ effectiveness, so why not share your world of knowledge with them? Having a work culture and sharing your knowledge with your employees will only work in your favour. Besides, you never know, even you might get to learn a thing or two from your employees.

Learning Helps Innovation, & Innovation Is The Need Of The Hour

Every organization needs to evolve and transform itself for the future. Doesn’t matter which industry your business belongs to. Innovation is crucial to keep up with the times. It’s a known fact that learning is the catalyst of innovation. A learning culture will educate your employees and turn their curious minds into productive ones that will most certainly benefit them, enhance the working environment, and bring more benefits to the organization.

Visit us at: https://chrozon.com/

5 Secrets To Employee Satisfaction Every HR Should Know

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The question isn’t about whether an organization should consider employee engagement and satisfaction, the question is how.

Today, in a world of endless startups and the MNC giants growing bigger than ever before, top skilled professionals have plenty of options to choose from. It is obvious that employees will choose a workplace where their talent and effort is appreciated. The appreciation of these employees can take any form. The most obvious ways to do that is giving them work perks, salary hikes or offering a promotion. But there’s a lot more that goes into keeping an employee engaged and satisfied.

Here are 5 of those tactics that will help you keep your employees happy, and in turn, the organization too.

Be Flexible
Employees work extremely hard to meet their goals. Today, it’s not just the creative industry but employees in almost every sector work late nights. It would give employees great relief if they are given a leeway in terms check-in time. After all, punctuality is important but nothing is more important than understanding your employees and giving them the freedom to work according to their comfort level.
It’s important that as HR professionals, we give them the freedom to express their views and ideas and also the power to make a change wherever they can. Everyone likes feeling important, so why not make your employees feel it?

Give Them An Opportunity To Learn & Grow
Along with giving them freedom, it’s important that your organization invests in a learning culture to keep the employees’ growing as professionals. It will benefit the organization and the employees too, and will keep them satisfied. Let them learn and give them the power to take a few decisions on their own. After all, nobody likes to be bossed around all the time.

Trust In Them
It’s important to put your trust in the employees; it’s a two way thing after all. Unless you trust your employees to make the right decisions, they will not trust you either. It’s important that the organization believes in the employees that are working so hard for them. Believe in them, support them, and they will be as loyal as ever.

Keep Revising The Reward & Recognition Policies
It’s important to be updated. The reward and recognition policies need to be revised time and again considering various factors. Because what worked 10 years ago, is definitely not going to work today, especially in the fast paced world we live in. It’s important to do research, discuss with the upper level management, brainstorm and come up with new policies frequently.

Treat Them Like Family, Not Colleagues
And last but certainly not the least; your employees spend most of their time away from their real families working for a living. And so, it’s important that they feel at home and have a good relationship with their colleagues. The HR professional in the organization should have the ability to be as stern as a parent and as approachable as a confidante whenever necessary. If the employees are comfortable with the people around them, then there’s just nothing like it!

Visit us at : https://chrozon.com/

3 Types Of HR Service Providers To Look Out For On Chrozon – 2

3 Types Of HR Service Providers

Previously, we saw 3 important types of HR service providers that can make a lot of difference in a company. But there are more than just HR consulting firms, leadership development firms and HR technology firms that a business can choose from and enjoy the benefits. At Chrozon, we have ten different types of HR service providers registered so that you can choose from the wide range of options available.

Here are 3 types of HR service providers that can help you run your business better.

1. HR Outsourcing
Apart from the above two, there are also HR outsourcing firms who take care of various important factors that HRs are supposed to look after. But if a company does not have an HR department already, they can simply hire an HR outsourcing firm to do the job for them. Background verification, tax consulting, payroll services, onboarding and offboarding services and so much more is taken care.

2. Recruitment & Staffing
One of the most important job of an HR department, recruitment and staffing needs to be taken care of with diligent care. Especially if a company does not have an internal HR department, hiring a Recruitment and Staffing service provider is of utmost importance. They look after psychometric profiling, identify the manpower requirement of an organization and provide the same. They look up for the right employees a company needs and also are manpower consultants in times of need.

3. Rewards Management
While there are service providers who only concentrate on recruitment, there are also those who look after rewards management. These service providers handle compensation surveys, incentives management, compensation management and the like. They basically take care of all types of rewards a company offers its employees. From keeping track of the cost, to figuring out how much they can shell out from the budget for the rewards to calculating how many rewards and benefits an employee is worth, rewards management service providers look after it all.

Just head to Chrozon and find yourself the above three and many more types of HR service providers that will help you get ahead in your business.

Visit us at: https://chrozon.com/

5 Tips To Crack The Interview To Your Dream Job

Tips To Crack The Interview

Cracking an interview is a tough task, and it becomes ten times difficult when you actually want the job. Isn’t that right? Anybody can just show up for a job interview and give a mediocre performance, but if you really need the job, you have got to let the interviewer know how much the opportunity means to you, and what better way of doing that than showing the interviewer what you’re capable of?

So, here are 5 tips that will help you make a great impression on your interviewer and help you bag that job you always wanted!

1. First Impression Matters Most
Like the famous saying goes, “First impression is the last impression” might not necessarily be completely true, but we cannot deny the fact that making a good first impression is extremely important if you want to be considered as a possible candidate. Be that good guy from all the movies you’ve seen who’s always on time, dresses up nicely and is polite to everyone. Doing that will get half your job done, and you will be one step closer to getting that job.

2. As Difficult As It May Seem, Be Confident
The level of nervousness you might feel when you’re going for an interview is equally proportionate to how badly you want the job you’re applying for. It is impossible not to be nervous, but make sure that you give yourself a nice pep talk in front of the mirror before setting out for that interview. If you want, you could even play SRK’s 70 minute dialogue from Chak De India before going to the interview to pump yourself up! Who knows? It just might work! However, don’t confuse confidence with being cocky. Trust us, nobody likes that.

3. Make Your Resume Stand Out
An interviewer or an HR gets hundreds of resumes in a day, why should they pick yours? Give them a reason to! Catch their attention. You know yourself and your qualifications best, why not try to create something more creative out of your resume? Make sure you’re not too over-enthusiastic and don’t go overboard either. If your field of work does not allow you to be creative, you can always go for something smart and relevant. For example, being organized is something that’s very impressive. Take Monica from Friends for instance. Okay, not as organized as her, but you get the gist.

4. Be Honest
You do not want to start a relationship based on lies, be it with your boss or anyone else. Be frank and express your views, just make sure you’re not being rude to someone else’s opinions. If you don’t know something, say so. If you do know everything, please do not try to be the ‘know it all’ because sometimes it can get extremely annoying. Take Sheldon Cooper from the Big Bang Theory for instance. We love him and all, but what would we not give for him to shut up every once in a while!

5. Always Ask For Feedback
Whether you do or don’t get the job, always make sure you ask for a feedback from the interviewer before you take their leave. This helps you grow as a person and a professional and also helps you not repeat the same mistakes over and over. Even if after trying with all your might you do not get the job, don’t be sour about it. Act maturely no matter how much it hurts and learn to improve from your mistakes. Don’t be immature like Joey from Friends. There’s a reason why the guy did not have a steady job for a long time!

Visit us at: https://chrozon.com/

 

3 HR Lessons We’ve Learnt From FRIENDS

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There’s something to learn from everything, yes, even from our most favourite TV show of all time! But then again, you might be thinking, how can a show like FRIENDS ever be related to a profession like Human Resources? You might think there’s no relation between the two but you’re mistaken. FRIENDS has given us many lessons about love, friendship and basically everything in life, and a show like that is perfectly capable of giving a lesson or two about your profession and job too, then why not HR?

So, here we present a few valuable HR lessons that the show FRIENDS has taught us.

1. Give A Chance To People Who Have The Guts To Do What They Really Want
For years Chandler stuck to a job he hated and what for? Just because he was good at it and made decent money out of it? A lot of us get stuck in this vicious cycle and it’s very difficult, after a certain point even impossible to get out of it. Chandler however, showed the guts to quit his job and chase his dream. In later seasons of the show Chandler quits his job and starts interning at an advertising agency because he discovered that’s where his true passion lies.
Now we know how important experience and qualification is on a resume, but we Hr professionals need to understand that there are many people out there who switch at a later stage in life and are extremely talented. We need to find the right way to access them and give the right ones their fair chance to do what they really like, just like Chandler did! You agree too, we owe it to them for their guts!

2. Handle Romantic Relationships At Work With Utmost Care
It’s best not to get into any romantic relationships at work. Remember how Rachel fell for her secretary? It all seemed hunky dory in the beginning but it ended rather brutally. Now we can’t help when, where, how we fall in love and with whom either. But what we can do, what Rachel didn’t is draw a line and maintain it. So whether it is you, or your employees that are romantically involved with a colleague, make sure you draw the line.

3. Don’t Scare Your Candidate In The Interview, Be Friendly
The episode where Chandler’s dialogue ‘but the interview was over’ was hilarious, wasn’t it? Well, it wouldn’t hurt to try something similar with your candidates too. Try to get to know them on a personal level rather than just taking a formal interview and getting it over with. Because you know they’re going to pretend to be nice, but if you try to be friendly and convince them certain things will be off the record, you’ll come to know who exactly the person is that you are interviewing and that’s when you’ll know if that is the person you’re looking for or not.

Visit us at: https://chrozon.com/