Five Ways To Quit Your Job With Elegance

AVOID ANTAGONISING PEOPLE at the time of leaving a job. You are bound to run into your co-workers and bosses in the future too. Keep your departure understated, says Shreya Biswas.

Shun Bad-mouthing Two years ago, a director of an MNC resigned after a tussle with the management over his career progression. He left abruptly. Once out, he openly talked about his bad experience and ill treatment, which closed all doors for him to return. Six months later, the firm went through restructuring and another head put in his papers. He discussed his exit with his bosses and served the notice period. Today, he attends alumni meetings and the company, in turn, counts him as one of the probables for a higher leadership role when opportunities arise. “These are two cases that show what resigning with elegance can do to ones career,” says Atul Sharma, director HR, Monsanto, India.

Carry on Relationship Don’t snap ties with people and the company. Leave with dignity. Be honest and candid, share your concern, if any, and also appreciate the help from colleagues. No person can grow if he is deprived of the support of an organization and its people. “Give real and well-observed feedback and the company might try bettering itself with your inputs. Your ideas will be valued even when you are leaving,” says Shekhar Arora, executive director, HR, Ashok Leyland.

Don’t Resign Abruptly If you are in a critical role, give the management time to find your replacement. Follow the exit processes. This will help you later both outside the company and in keeping relationships intact. "...If you are reasonable today, people will be reasonable to you in the future," says Arora.

Work till Last Day Stay committed till the last day of your notice period. “This way you will convey the message that you still care for employer’s interest and they will care for you. Professionalism, competence, and efficiency are always rewarded,” says Sharma.

Don't Settle Scores Trying to take revenge is the biggest mistake. Exit interviews should never be utilized to take out grudges or frustrations about people. Be objective about your assessment of the organisation. “If you have faced problems with your boss or any other individual, you can suggest ways to improve interpersonal skills to retain employees. You will not only provide meaningful suggestions, but also help in bettering certain conditions,” adds Sharma.

(The Economic Times, Mumbai, 21-10-2011)

Five Ways To Organise And Protect E-mails

SPAMBOTS MAKE management of messages an impossible task every day. Anand Altekar helps reduce the pain with simple steps to manage emails and keep them secure.

Sort Mails Right Away 

The ‘I’ll deal with this later’ attitude often overloads your inbox in the first place. Deal with important messages and discard the rest as soon as possible. “My inbox looks and feels cleaner after I got into a habit of sorting messages quickly”, says Alok Sabde, business associate and software developer at TCS. 

Group Similar Emails 
Create folders and set rules for them so that emails directly land in designated folders. Set up filters for all your ‘service announcement’ emails, like Facebook and Twitter notifications or RSS feeds. “I maintain multiple folders and apply filters for routine emails like bank alerts, industry news etc, so my inbox holds only critical emails. I also use multiple devices to stay connected to make sure all my important emails are answered,” says Atul Phadnis, CEO of whatsonindia.com. 

Junk Unexpected Mails 
Never click on messages prompting you to click on a URL.. “Many companies advertise under emails, so if I’m not sure if the particular message is junk then I right-click and check the properties of the message and trace its path. If the sender that I see and the origin are not the same then I delete the message without even opening it”, says Pradyumna Gogate, CTO at FDS InfoTech. 

Don’t Float IDs freely 
Most of the spam you get is because you gave your email ID to somebody, somehow, somewhere. Do not post your email id on the web. Spambots scour the web for the @ symbol and other things that come along with it. Whenever possible, spell out the ‘at’ in your email id.

 
Use Anti-Spam Tools 
Anti-spam and anti-virus software products, like Kaspersky or Norton, sync with your inbox to block spam. “You can configure a list of domains (for instance in abc@xyz.com, xyz-.com is the domain) that you want to block. There are servers available online that maintain a list of fraudulent domains. The anti-spam software checks with these servers, and if the domain is listed it automatically gets banned and the message is marked as junk,” says Gogate.

(The Economic Times, 

Five Ways To Get Back To Work After A Big Break

NDIA INC MAY BE a lot more receptive in welcoming back women after a break, but the executives have a different story to tell. A lot of firms still show bias in hiring pros with career gaps, which explains why there are fewer women at middle and senior management-levels. Writankar Mukherjee suggests ways to make a smooth comeback.

 

Redraft Resume The resume needs to be written differently. It should include a strong statement of objective, saying the candidate is serious about making a long-term impact in the job. Also, candidates should showcase their past achievements. “A properly drafted resume can work wonders. Highlight achievements and experience upfront. And give a reference contact,” says Smitha Baksi, a 34-year-old banking professional who recently resumed her career after a 3-year break to raise her child.
 
Try not to be Idle Don’t stay idle during a career break, unless it’s for maternity or reasons beyond one’s control. It is better to enrol for part-time, weekend or distance course. Some engagement in non-committal work, like the social sector, can also reflect positively. “It will enhance skills, show the ability to multitask, and the candidate’s commitment towards work and career,” says Max India group director (human capital) P Dwarkanath.
 
Find a Mentor HR experts say getting back to work is more of a mindset for such professionals. And in such cases, a senior colleague can play the role of a mentor. “A mentor can guide such professionals back to work, keep them updated about the latest scenario and help them move up the corporate ladder faster. Our experience suggests professionals who join from a career break are much more committed to work and a mentor who they look up to can make the transition smoother,” says Schneider Electric director (HR) Shalini Sarin.
 
Don’t Lose Network The biggest mistake is not to stay in touch with one’s colleagues and seniors. Network through social networking sites, occasional calls and at times even by dropping in at the office. “Generally, senior colleagues are happy to help if they are satisfied with the professional’s work. Even if such people may not have any immediate vacancy in their organisation, they can refer the professional to their network. Such references lend the professional credibility,” says Edelweiss Capital group HR head Shaily Gupta.
 
Be Flexible Experts say women should be flexible to get back into work through part-time jobs, work which can be done from home or consultancy, which may not require long hours of work or travel. “This way, they would have a fair idea of how much time they can contribute for work and accordingly plunge into a fullfledged career. This also becomes a good launch pad to get back into the work life,” says Deloitte India chief people officer Dhananjay Bansod.

(The Economic Times, Mumbai, 18-10-2011)

Five Ways To Avoid CAT Traps And Clutter

THE COMMON ADMISSION test for aspiring MBAs, which starts later this month, is already giving those nailbiting moments to the over two lakh applicants. In the run-up, alumni, friends, philosophers and guides troop in to advise the candidate about the do’s and don’ts in this big-ticket exam. Devina Sengupta puts in place the best strategy for those two crucial hours.

Pass Over Weak Areas Moinak Bagchi, a senior research analyst at a Gurgaon-based consulting firm, made the mistake of attempting too many questions in the quantitative section three years ago. He thought the more he attempts, the better it will be for him. “There were negative marks and because of my errors, the mathematics score plummeted,” says Bagchi. He advises, one should attempt only a few problems, especially in the section one is weak in, and try to make up for it in the subject one is strong at, like English or logic.

Difficult Questions Last The exam will not grade candidates on the basis of difficulty level so there is no point in trying to answer a question that requires work. Sriram Mohan, a CAT aspirant, says he will spot those that require time and not bother solving them at all. There are sitters cocooned between tough questions in every section and one should solve those rather than waste time on the tough ones. 

Draw a Quick Blueprint Taking a quick note and figuring out a way to solve of the question right in the beginning helps, says Ajay Antony, national coach and director for IIT-JEE training at TIME. He says pondering on a question later wastes up to 30 seconds. A small formula, or method scribbled in the rough notes helps get started on the problem easily. 

Next Question, Please This is one thing coaches often find students doing: Getting stuck in solving a problem that they think is within reach, but lose track of time. They would rather solve the question instead of leaving it and getting on with the others. Despite finding the answer, the student has lost out on the possibility of answering questions that could have been easier and less time-consuming. 

It’s Just Another Exam The biggest fear: Giving up after feeling the exam is not going on the expected lines. A seat lost at the IIMs, or secondary career options, are best ruminated over later on. CAT is one of many examinations and is best attempted that way.

(The Economic Times, Mumbai, 14-10-2011)

Five Ways To Tell Your Boss He Is Wrong

No sir! I don't agree”. Often, you gulp these words to avoid offending your boss. But that doesn’t mean you shouldn't try. If you present the right case with the wrong attitude, it will fall on deaf ears. When done the right way, your boss will value you as a trusted guide. Anand Altekar shows how you can get there. 

Be Discreet You do not want to embarrass or humiliate your boss in public. “ I make sure that I talk to my boss in person or on the phone if a one-on-one meeting is not possible,” says Siddharth Tamhankar, Senior QA Engineer at Cybage Software. Also, try to avoid emails since your boss might want to keep the discussion of his errors off the record. “I make sure I speak only what I think, I never say ‘Sir, others are saying the same thing’ that only leads to an argument,” remarks Siddharth. 

Be Sure of Yourself “We encourage spontaneity in our company. As long as it is for the company’s benefit, it really doesn’t matter who the advice comes from. I am more responsive when my junior is honest and has no fear,” says Josy Paul, chairman and chief creative officer, BBDO. Be certain about your judgment. Double check. And once you are sure, don’t waste any time. “Though I normally discuss a problem with my boss, there have been times when she did not respond properly. When I was new in the company, I was not introduced to certain processes and I was not receiving the right support from my boss. Since I was sure of what I wanted I escalated my complaint to her boss and had the problem solved soon,” says Priyanka Sonawane, HR executive at iResearch Services. 

Empathise with Boss There is no reason to relish the fact that the boss is wrong. Everyone makes mistakes, even those in charge. Acknowledge your boss’ authority. Always remember, you are only in a position to suggest, so try not to dominate the conversation. Your agenda must be the betterment of the company. Focus on the effect the mistake will have on the business, not your boss’ shortcomings. “I always explain my point to my boss as if he is a customer. I usually think to myself, if a customer had a wrong product and I wanted to sell him my company’s product, will I say, ‘It was a really stupid move to buy that product in the first place?’says Karan Pandav, sales and marketing engineer at Forbes Marshall. 

Start on Positive Note You can start with asking permission to speak. Compliment your boss for a strategy that was his or her initiative. This adds a positive tone to your feedback. “When I start on a positive note in telling my boss that she is wrong, the conversation turns out much more constructive,” says Sonia Malani, assistant manager, HR at Bajaj Allianz. 

Keep an Open Mind “I never start in an ‘I told you so’ manner. That results in an unproductive argument. I also make an effort not to approach my boss assuming the 'I am right and you are wrong' attitude. My boss and I share a friendly relationship," says Vikhyat Karumanchi, technology manager at Uniken Systems. But unless you share a similar relationship with your boss, trudge with care — avoid getting aggressive. 

(The Economic Times, Mumbai,  11-10-2011)

Five Ways To Avoid Bitterness In Office

BITTERNESS OR NEGATIVITY in a workplace is common — it often manifests as a persistent dislike about something or even a recurring conflict. This, in turn, affects the team and department’s performance. Moresha Benjamin lists ways in which you can keep such feelings at bay.

 

Cut Out the Bitching Gossip is detrimental to any professional relationship. “If you have to say things, even if it’s not pleasant, say it openly and make it issue, rather than person-based. Personal integrity is crucial,” says Arjun Shahani, MD, Armstrong World Industries. “Tell nothing but the truth. Bosses can forgive mistakes but if you lie, you’re gone,” he adds.
 
Cultivate Empathy If the boss isn’t behaving cordially, know that he or she may be facing pressures, tension and stress too. Look for the positive in the negative. “You may constitue only 1% of his problems; don’t make it as if it is 100%. Avoid approaching him for simple problems and be selective of what needs his attention,” adds Rituparna Chakraborty, co-founder & VP, TeamLease Services. Think from the other person’s point of view before you refuse or agree.

Play Your Role Well “Align yourself with the organisation’s expectations from the point of view of role you play. Ensure that you are in sync with this and have prepared yourself for delivering,” says Meenakshi Roy, senior VP, human resources, Reliance Broadcast Network. Focus on your job output, specifically on timelines and quality.
 
Communicate Clearly “Always keep your communication to your colleagues clear. If you have something in mind, go ahead and and convey it to them instead of keeping it to yourself,” says Tarachandani. Reach out and discuss problem areas upfront with the person rather than being influenced by the grapevine, adds Subhro Bhaduri, executive VP and head — human resources, Kotak Mahindra Bank. Ask for honest feedback at regular intervals; it will make sure you are on top of weak areas and are able to address them well in time, adds Roy.
 
Take a Break If the bitterness is having negative implications on efficiency, it is advisable for the employee to go on a vacation. “During this break, he or she may introspect and get more clarity. On their return, people have usually gotten over their bitterness,” says Prashant Bhatnagar, director, hiring, Sapient India.

 

(The Economic Times, Mumbai, 04-10-2011)

Five Ways To Move From Admirer To Follower

Leaders are usually a transformative force, but their strength and Achilles heels are rolled into one — followers. The more the number of people scurrying around backstage, the longer will the chief be in focus. There are some basic tenets which could elevate one from the status of admirer to follower, says Devina Sengupta.

Be the Fall-Back Guy A true follower is one who can shoulder responsibilities and perform they way chief would have, in the absence of the leader. The leader should be able to delegate the most important tasks knowing that a follower will execute them to the tee in his absence, says Eras Lodhi, coach and consultant of Mumbai-based Leadership in International Management.
 
Cover Up for the Leader The coach is no superhuman and has failings as well. A true follower should be able to identify them and compensate for them with his own work, says Kunal Banerji, CEO of Asbsolute HR International. For Banerji, a test of the follower is if he can spot the weakness in his leader and manage to cover it up with his own strengths so that there are no lacunae in the team.
 
Implement Teachings The follower should practise what his guru preaches. Over a period of time, he has to start acting the way his mentor would have in certain conditions to be called a true follower, says Amitabh Das, CEO of Bangalore Vati consulting. “The follower determines how great a leader is by living what is said by the leader,” says Sandeep Gautam, assistant manager, HR for Tata Power.
 
See the Larger Picture “Make sure you understand the vision and the end goals of the leader,” says Manjunath S, HR head of Bangalore based IT firm Netapp. Realising and appreciating the larger picture is one way the follower can see the direction taken by the chief and work towards it.

Be Objective Blind faith in any leader can lead to a deeper plummet if the leader takes a single false step. A follower should look at the mentor critically and see the flaws as well, which will allow him to give the leader another chance even if he slips on a few occasions.


(The Economic Times, Mumbai, 07-10-2011)

Five Ways To Foster a Feeling of Sharing

Organisations have woken up to the need of making employees aware that giving in any form can help develop individuals into better employees and citizens. Moresha Benjamin lists some pointers that can help companies and employees walk the extra mile.

1. Learn to Appreciate 
"Appreciation is the key. It is advisable to make this a process in an organisation," says Sunil Goel, director at executive search firm GlobalHunt. Team members should appreciate every tough task, however small, or even a bigger project that a colleague executes within the given deadline. This will not only encourage that individual to give more of himself or herself every time, but will also inspire others as well, he adds.

2. Lay Out the Perks 
It is important to set the performance bar high and measure individual performance against it. Being direct with the team on what is expected and how they perform is a good way of letting them know that you care about not just what they have achieved but also about how they can achieve goals, says Rohit Thakur, director and head HR, GE Energy. Every firm has some policies and benefits for teams, and it's important to communicate that it's possible to enjoy these benefits if defined tasks are achieved.

3. Encourage Sharing 
When a leader encourages an attitude of identifying with joy and pain of every team member, it cultivates a sense of belongingness, and fosters a feeling of giving, says Goel. "Sharing much-needed information, building others' capability and helping someone in crisis are some of the ways in which one can contribute significantly," says Anuraag Maini, executive VP, head of HR and training, DLF Pramerica Life Insurance.

4. Set a Vision 
People want to help, just tell them how. Everyone wants to make a difference and contribute. Getting the best out of the team sets a business agenda that's mutually rewarding. "Thinking through with your team to jointly create priorities, and then sharing the successes and achievements is extremely satisfying," says Thakur.

5. Engage with Staff 
Constantly connecting with employees, understanding their challenges, communicating openly and clearly stating the rationale behind strategic business decisions helps teams stay relevant and committed, says Thakur. Team meetings, offsite visits and similar events not only help connect workers on a personal level but also help strike good professional relationships, where employees feel free to discuss and work towards targets.

Article courtesy of Economic Times


Original Link: http://mailer.timesjobs.com/tech01/Mailers/HRDialogue/sep11/landing/in_focus.html