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8:43-- Guest_7777: "An employee's motivation is a direct result of the sum of interactions with his or her manager." - Bob NelsonUnless you are playing a bad guy in a film, refrain from using sentences, like 'I've got my eye on you' or 'You are so going to regret this big time', etc., while communicating with your employees. If you are the boss or manager, you better watch your words, because anything said harshly can affect the employee's morale.You must never sound as if you are dictating, abusing, biased, discriminating, chauvinist, rude, etc. This will create a very wrong impression of you among employees. I have known cases where managers have been asked to quit because of the increasing number of employee complaints against them. Hence, it is important that you deal with them in a stern yet practical manner. Remember, your employees will judge you as a leader or person, based on your interactions with them. Hence, you should always have a balanced approach when dealing with employees. Avoid words which will make you sound like a bad boss or manager. Here are a few examples which will tell you about the things you should never say to your employees."I am the boss, so you have to listen to me. Remember, I give you the salary."Even if you are paying your employees, you should not treat them like slaves. You are not doing them a favor but compensating for their hard work. You should refrain from threatening them with such statements. Making them feel inferior will really irk them, and make you look more like a dictator. This will show you in a bad light, and employees may prefer to leave rather than work with you."I am working 24/7, where were you this weekend when I was toiling hard in office?"Just because you are a workaholic and work on weekends, you cannot expect your employees to do the same. Making them work on their weekly offs in times of urgency is okay, but if you make it a habit, it will cause resentment among employees. You should respect their free time or the time they spend with their families. As you may have heard, too much work makes Jack a dull employee. Hence, you should give them time and space to unwind. Also, if they continuously work, they may get disinterested, and it may even affect their health. Employees will prefer to work for a boss who helps them maintain a work-life balance. "I don't have time to listen to your complaints."So, an employee has come to you with his problems at work, and all you can offer is a statement that you don't have time to listen to his complaints. You, as a leader or boss, are supposed to listen to the problems of the employees related to the workplace, and solve them from time to time. If you don't do so, they will lose their trust in you as a good leader. Not only this, you may also come across as rude who is not a good 'listener'. Hence, if someone wants to tell you something, give them some time and listen."If you can't do what I say, you are free to go."Really? Is it that easy today to say this to someon
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9:02-- Guest_9465: Companies find it very hard to retain employees, especially top-level executives, as a result they implement special policies which induce employees to remain in the same company for a longer duration. Nowadays, several organizations are implementing the policy of golden parachutes in their top-management recruitment drive. If you have been working as a top management executive, like a Managing Director or a Chief Executive Officer (CEO) in several companies, you would probably have an idea what a golden parachute is.Golden Parachute - ExplainedThe employment contract of an executive who is recruited for participating in the top management activities includes various employment clauses. It also includes a set of benefits that come into focus when the executive's relation with the company gets over. These benefits are known as golden parachutes. They include all benefits which are due from the company to the officer when his employment is terminated as a result of a change is the organization's ownership. In a majority of cases, the reason for the officer's termination is not exactly specified. The benefits can be many, the common ones are cash incentives, shares, and stock market valuations. They are exclusively intended for maintaining good relations with the executives.These are the facilities provided to the management executives, which enable the executives to secure their financial condition if they happen to lose their job. Such benefits may be rendered under various circumstances, and evidently are supposed to be the most lucrative. Most of the time, conditions mentioned in golden parachutes comprise the availability of the benefits only if the organization is taken over by another company, which in turn leads to the executive losing his job. If a majority of the people in a specific company are covered with golden parachutes, the potential parent company will give the 'company takeover' a second thought. The prospective parent company will not be able to afford the benefit due to all executives that have been promised the golden parachutes.The benefits may allow employees to buy a large number of shares at a discounted rate, or make them eligible to receive disburses which may also be up to a million dollars. Some companies are worried about their employees supporting the takeover due to the benefits they would be eligible for. For precluding such situations, the company has to take proper care about the clauses mentioned in golden parachutes, as it may also allow the benefits to be received by an executive who is fired due to low performance. Golden parachutes also turn down the interest of current and potential investors for this very reason. To cut back on unnecessary expenses, companies are making it a point only to provide golden parachute facilities to top officers who are productive and efficient.Golden parachutes are not to be confused with 'golden handshake', which is also a set of benefits, but given to long-time workers to enco
9:02-- Guest_8796: Employers, at times fail to build a proper rapport with new employees. This not only makes the recruitment process never-ending, but also an unproductive investment. The cost of hiring and retaining the person matters the most compared to any other costs especially in this era of Information Technology. Every employee becomes an investment and a profit center for the company.Making an employee socialize effectively, has always been an area of struggle for the corporate groups. This is true irrespective of the size of organization; the degree of struggle may vary, but the struggle is persistent. One of the reasons for a worker discontinuing the job is the lack of proper understanding about mutual expectations. Every new joiner has certain expectations from the employer and vice versa. This situation in particular is very challenging as well as healthy for both. Many times, employers may consider "Induction and orientation program" as an unnecessary evil and try to avoid such activities. Such a trend is highly observed in small and medium scale business groups. These employers focus on employees' early contribution to the work, their output and rush through to bring the new joiner on board. He may be burdened and gets lesser opportunity to build a good relation with the business group. One negative effect that it breeds is sequential resignations. It becomes a problem for the employer, when few of the members plan to separate from the company. The employers, in an effort to retain the employees, try to not only empower them but also place them in a dominating position.Can such and many more issues be halved at an initial stage and hence at the right time? Up to a certain level, yes it can be.The only way to go about tackling the situation is 'right employee selection process', and thereafter introducing the new entrants with the business processes and career prospects. The "Induction and Orientation Program" is therefore very important. Here, providing a healthy and conducive environment to a new joiner, and retaining them becomes a vital responsibility of the employer. To understand the psychology of employees and provide them an optimum platform to perform and grow, becomes a professional challenge for an employer. This not only helps him bond with the organization, but may also motivate him to shoulder additional responsibilities.Employers should address every new joiner as a future partner, right from the very first day. Here, the employer is always in a win-win situation, as he has limited liability towards the new joiner on one hand; on the other hand he experiences outright contribution from employees. Just selecting the right and skilled person is not enough for an employer, but sharpening their skills, boosting their morals, partnering them in the business process, and just letting them to do their best is equally important.The early-stage employees a.k.a. freshers, should ideally be identified within the first two to three years of employ
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