Interaction with people

Turnover of manpower is very usual in any organization.  Employees do not leave their organizations, but they leave their managers. Because of various reasons, they become restless, feel suffocated and show apathy towards their job responsibilities. Their performance level goes down. Frequent admonished treatment given to them by their managers creates resentment to them, which causes them to leave the organization.  This can be a circumstance even with an academically bright person.  Managers need to find out the reason of attrition. They have to find out the reasons as to why employees are not able to meet the expectations, to accept the changes and to understand the work assignment allotted to them. If these issues are not dealt with properly on regular basis, there is a chance that you as a manager do not know your employees in depth.  Employees leave organizations for many reasons. Some of them are listed below:

1.  Highly stressful job responsibilities

2.  Employees give utmost importance to the nature of their jobs, but the managers feel that they are only interested in augmenting their career.

So, the employees vent their anger feebly, and ultimately decide to part away with the organization. Even after a complete involvement, they cannot meet with their managers’ expectations, and this situation demoralizes their spirits and ignites them to detach from the present employment. Precisely, this is a state that needs an utmost attention of managers to study and understand the concerns and perspectives of employees. It will help a manager to identify exactly the employees’ strengths and weaknesses, and he can strengthen himself to take corrective actions for development of employees and thus bring the organization to a tremendous path of productivity. 

To build an everlasting relationship with your employees, to ensure right implementation of change management and to concentrate on retention management, talent management, performance management, team consensus, etc., you need to know your employees in depth by associating yourself with all their endeavours and taking care of the probabilities of their development. The more you believe and practice the above, the more you will able to build up trust and relationship management with your employees.  All this is possible, only when you spend your quality time with them regularly and recognize their desires and expectations.

You can convince your employees for better performance, achievement of target, only if you know them closely and understand their abilities.  How best and to what extent you know your employees is the matter of high importance. It requires tremendous efforts, perseverance and spending of a considerable time to know the aspirations of your employees. Though it is a big task, it is worth exercising for the prosperity of the organization. 

Knowing your employees requires various processes which are as follows: 

1)      Introduction at equal interval of time.

2)      To encourage them to divulge the facts and figures.

3)      To focus your attention to the message and not on the words spoken by your employees.

4)      Avoidance of anxiety and harsh reaction for their outspokenness and also while they present truth. 

5)      Do not interrupt while they express their views on sensitive issues, which otherwise looks to be unpleasant for you.

Next step to be followed by you is to verify the central message enunciated by them from their colleagues, peers, mentors to come to the conclusion about the efficacy of their uttering. You have to assess your employees by passing them through behavioural trainings and assessment tests. You also need to observe their ability of social reworking and a talent of interacting with others.

One important aspect is that knowing your employees does not mean to identify their strengths, weaknesses, abilities and their decision making power for the growth of the organization. It is to establish a heart to heart relationship with them by involving yourself in the matters of their personal concerns, sharing joyous moment with them and rendering your help in their distress. In short, it is to address to their needs with a human touch.

When you deal with your people, you have to ensure maintaining their dignity.  You should not indulge into hurting their feelings; however, at the same time, you need to maintain a limit with regard to your behavioural impact on them. You should not express disbelief and suspicion for their acts. This will help them develop a bonding relationship with you so that they feel immense pleasure in your company. By any element of your behaviour, they should not feel anxiety or discomfort. Adequate care is to be taken for their development and they should be kept free from fear or insecurity with regard to unwanted gossip and politics in the office. You have to be friendly with your employees and try to know their personal grievances only in order to extend the help to them. While showing the congeniality, you must maintain confidentiality for their personal matters. You must be aware of the fact that a small negligence from your part may make their personal issues a public one which may hit their moral harshly. They, instead of taking you as a friend, will consider you as envy. Advise your people as and when you feel they require so, and remember that timely help to your people will bring you closer to their hearts. Remember that a heart touching relationship sustains for a longer period.

Success of an organization squarely depends on a harmonious relationship prevailed between employees and employers. It is possible only when you mingle with them freely and unconditionally. And therefore, it is desired to allot your precious time to your employees so that you can know them fully, and it will ultimately prove beneficial to everyone concerned.

Successful career

Successful people in their respective fields are always knowledgeable and excellently skillful. They are very much thorough with the in and out of the area, they belong to. They hold tremendous expertise over the subjects, they deal with. Through the power of knowledge, they succeed to win people’s respect and trust and thus become eminent.  They take all measures to manage their career and business effectively. This quality increases their courage and enables them to market their ability efficiently. They remain willing to learn new things and show least reservations to changes. This approach erects them at a place where they sharpen their knowledge. 

Success may be intrinsic or extrinsic depending on the circumstances prevailed. Intrinsic success is measured by a magnitude of job / career satisfaction, fulfillment of wishes and self worth; whereas extrinsic success relates to social status-quo, income level, professional hierarchy, employability, etc. A well known psychologist Nikas Bozioneles very strongly expresses the relationship of five big personality factors with a successful career. Personality and behaviour of a person is influenced by five major elements which are known as 5 big personality traits. They are – Neuroticism, Extroversion, Openness, Agreeableness, and Conscientiousness. These personality traits play a vital role in accomplishing a task successfully in anyone’s life

Neuroticism represents anxiety, anger, sadness, etc., which makes a person tensed and with a tensed mind, he is unable to concentrate on any activity given to him to deal with.  For a successful career, one has to overcome the negative aspects of neuroticism. However, even in the state of tensed mind, if you are able to control and calm down your anger, anxiety and bitterness, your nervousness will get evaporated and the decision making probability will be enhanced automatically.  The more you are able to control the negative side of neuroticism, the more you will be matured and balanced. You will be able to take correct decisions at the workplace with the help of a stable mind. 

Extroversion is a state of mind which resembles to positive outlook. With this frame of mind, one can have a constructive viewpoint towards each and every responsibility he is assigned to. The rate of success will always be more. Positive outlook makes you enthusiastic towards the job entrusted to you. This will also make you social, assertive and expressive. All your assignments will reflect these qualities.

Openness is a quality that renders a person flexibility to embrace changes without much reluctance in life.  He considers changes as opportunities, and with a consciousness mind; he takes advantage of the changes to achieve progress. Openness distracts short sightress, complexity of the behavioural pattern.  These qualities induce the person’s ability to accept any change.

Agreeableness is also a great personality factor. This is an attitude which keeps a person agreeable to other’s opinion and thoughts. People having this quality generally tend to agree to others’ action plans, sacrificing their own priorities. In today’s growth oriented strategy of modern management, if you apply this personality trait, you will be more on advantageous path. Agreeableness will drive you to the solution of a complex problem without which growth of any business is next to impossible.  If you show the personality trait opposite to agreeableness, the effect will be detrimental to your work environment.  It is quite common that the people who would like to deal with you would usually prefer the quality of agreeableness in you. Hence, it is better to show the quality of agreeableness in all your business deals.

The last personality factor of “Big Five” is conscientiousness.  This quality gives the person an ability to practice self discipline.  It also makes a person more dutiful and a believer of a goal oriented approach. This type of person thinks immensely before acting.  He does not like irrational behaviour and would avoid indulging into an impulsive action.  He does not give importance to gratification. He firmly sticks to the rules, regulations and set principles and takes the utmost care in planning, organizing and prioritizing any activity.

The three out of five personality factors i.e. Extroversion, Neuroticism and Conscientiousness play a very effective role in successful performance of an individual.  Extroversion and conscientiousness create a desire in a person to achieve target. May be this success is an extrinsic type.  Extroversion creates a feeling of sociability, mingling ability and a quality of planning in a person. This quality when coupled with conscientiousness gives rise to the importance of self discipline, and makes the person more determined towards the set targets; no matter how hard it could be.

On the contrary, neurotic people are more anxious whose confidence level is usually very low; they are less achiever. This personality factor represents a negative trait, but when coupled with other personality factors, it produces positive results. Neuroticism reflects negativity with regard to both intrinsic and extrinsic type of success. Agreeableness scores positively to intrinsic success. People who have inherent agreeableness show progress tendency in their career and they are complacent with their jobs.  Their self worth value is quite high in the society. 

People who are eager to accept new challenges and who keep on open approach to concentrate on the constructive feedback of others remain successful in their career.  They are more confident, self motivated and content with their life, career and their relationship with others. On the contrary, people who adopt a narrow and closed path of career are vulnerable to the intrinsic success due to low content of openness factor.

If you have an openness personality factor, you will be more successful in your career and will be able to develop excellent relationship with your peers and colleagues as well as with your family, relatives and friends. This personality trait will lead you to a path of development whereby you will be able to find out a real definition of success.

All above “big five” personality factors are inter dependent to each other. Neuroticism  prima-facie may look to be a negative trait, but agreeableness and openness pacifies the negative impact thereof. However, neuroticism equally plays a tremendous role in the achievement of success in life.

Right directional career path

We, being the social creatures, live life with the support of one another in all activities of our lives whether they are trivial or significant. We like to share our joy, emotions and feelings with others.  It is difficult for anyone to stay aloof. We have to be social, at least to some extent to ensure self development. We need to exchange respect to one another, and prefer to share our skills and knowledge with others for mutual benefits.  So, in order to get acknowledgement, one needs to be empathetic. Here, one has to understand the role of empathy. Empathy is the state of mind that enables you to neutrally participate in others feelings and experiences.  You can visualize the gravity of the situation other person is passing through. If you transform this thought in the words of one of the eminent management gurus Peter Drucker, it will read as “for any situation, you get different aspect of results when you see the same thing in other man’s shoe”.  

Empathy is the mental state of putting yourself in others’ place and seeing the entire thing in his purview.  Precisely this is the reason why understanding the empathy requires a lot of knowledge about human behaviour.

Human behaviour explores the relationship of people which needs a close analysis.  Behaviour controlled through mind which is very tender. It is possible to understand person’s inner sense by becoming empathetic. 

Empathy plays a vital role in life. Its effect is seen profound at work place where most of the people spend eight to ten hours. They come across conflicts, diversities, management issues, technologies, rivalries, etc., there. Empathy plays a crucial role in managing diversities in the organization. The very reason behind this is the homogeneous or heterogeneous masses of various diversified groups feel that they only understand the problems and challenges in a better way. However, empathy should not be misconstrued as sympathy, but it may or may not be preceded by sympathy. The prominence of empathy falls to know the other person’s beliefs, values, emotions and feelings. Emotions are the core ingredients to sense and assess other’s feelings. When a person is emotionally charged to the fullest extent, he / she can experience and understand other’s feelings in a better way.  In the same way, gestures and postures play a significant role from the view point of empathy. Sympathy is often expressed gestures and postures, which leads to empathy. In an organization, various decisions are taken for growth and development of the business. These decisions bring benefits intrinsically as well as extrinsically. Some may like the decisions; some may find them disagreeable, who later on, turn disgruntled towards them. The disgruntled employees show resentment, anger and frustration and outrange the sanctity of the decisions.

With all these, a skirmish develops amongst the accepters and the non accepters. Ultimately, the work environment gets polluted with conflicts and cold war, and a revenge taking phase comes into existence there. In this scenario, arguments, cross arguments, mudslinging, etc. become routine affairs among the employees which obstruct the growth of the organization. The decisions do not fructify because of the misunderstanding of a few nonchalant employees. If the value of empathy is understood and recognized properly and if it is implemented efficiently, this type of situation can be curbed, and in this type of situations, empathy works to subsidize the turmoil. Not only that, the scenario will be quite more positive where the disgruntled will not go for a lock-horned situation even if they disagree to the decisions.

There are some managers who tend to console their work forces, when they are passing through tensed situations by practicing empathy. They go to the root cause of the conflicts and try to pacify the discontented personnel without becoming emotionally burdened. They hold mastery, courage and conviction to apply the qualities of empathy without getting influenced by the feelings, anger and frustration of the disgruntled employees. By this, they remain impartial rather than being sympathetic to them. A manager who shows sympathy towards the causes of their disgruntlement, can not remain neutral, and later, will fail to take corrective actions.  As an expert in empathy, you will understand the inner sense of your employees, but you will keep yourself untouched with what they feel. Since, you are not emotionally involved, you will be more analytical to draw the conclusion of the problem. Practicing empathy is not that much easy as it includes a search of a right course of action through an in-depth analysis of others’ feelings with remarkable control over self emotions. Efficient and successful managers tend to show mastery to generate an emphatic working environment by which, they know when to exert and what to expect from their employees. 

Some of the tips to encourage emphatic working environment are given here below:

1.      Share your plan, actions, and thoughts with your employees.

2.      Be a patient listener to their opinions.

3.      Show respect and concern to your employees’ feelings and they will in turn return the same to you.

4.      If there is any unjust or unfair, settle the same in amicable manner.

5.      Teach them emotional literary so that they can master this skill.

6.      Keep an effective communication channel opened for mutual benefit and trust.

7.      Encourage tolerance and create an atmosphere of positive and constructive feedback.

8.      Acknowledge acts of kindness, passion and brain-storming.

9.      Care for their issues even they are of minor nature.

We often misconstrue that empathy is just to acknowledge the other person’s feelings but in reality, it is much more than appreciating the inner stake of other’s feelings.

Completion of work in time

Meeting deadlines is very important in taking up any assignment.  It applies to almost all activities of our life.  Accepting the deadlines and adhering to it, is a common phenomenon applicable to all our undertakings.  No one can overlook it.  Ignorance to it obstructs the momentum of the work process and weakens the growth rate. Due date is a base of any project.  If you fail to comply with due date stipulations, not only you, but also the firm you are working for is put in an awkward situation before its customers.  A precise action-plan and its committed implementation is required to meet the deadline.  Further, punctuality in carrying out phase to phase activities as per the action-plan is very vital in the process of accomplishing the target. Sometimes, it is extremely difficult to gear up you whole team to achieve the task as per your desired level. Once you discipline yourself in respect of working on the action-plan, you can insist your team members to follow the guidelines of the action-plan set by you.  When the hardship put in by the team members, returns with results, they get satisfied and further encouraged to strictly work on the set plan.  But as a team head, you need to motivate them as an when they seem wearied and fatigued.  Your motivation makes them more serious about meting the deadlines.

For an organization, fixing up a target date is very important in respect of taking up any undertaking. If the organization is sensible about it, the growth and prosperity will not be a bottleneck.

For an organisation, target date is very essential to abide by from the legal point of view. If the company fails to fulfill the contractual obligations in time, it is supposed to bear the monetary loss or face the legal action. Whenever we fix a target date, our minds get alarmed and awakened towards the requirements we need to comply with, and it pushes us to intensify our efforts. When our efforts are converted into success, our confidence grows, and with the increased level of confidence, we become capable enough to embrace more challenges. We are encouraged to reach the milestone.  It is seen from the behavioural research that we perform well and produce the best when we are challenged with target date.  Due date also makes us focus on the particular tasks, and the focused attention helps us to prepare accurate planning. Through such precise action plans, we are encouraged to adopt the concept of meeting deadline. But the ground reality reveals that the managers depict plans on papers, but miss out this, because they do not develop the culture of maintaining deadlines among the employees.  This is particularly true when the team members are not committed to the deadline concept

Realistic target:

Setting a realistic target is very very important. A target that is not reachable can work as a discouraging factor and demoralizes the spirit of team members.  A concrete ground work, detailed calculations and a lot of home work is required before setting the pragmatic target. 

Schedules are to be fixed with rational thought on factual grounds so that they are hassle-free achieved. Internal and external factors are to be taken care of while deciding a due date for achieving a specific target. All the permutations and combinations with respect to an activity are to be thoroughly assessed before setting any deadline.  Otherwise, the deadline will prove a paper plan only. If, by any chance, achieving the deadline is impossible, it is better to interact with the authority concerned and present all the facts before him.  The manager’s responsibility lies on this very fact that the deadline is fixed on the basis of statistical data analysis, research of past datas, scanning of information etc.  And once the deadline is set, it is to be ensured that the same does not fail, at any cost.

Work environment:

Positive work environment and the culture derived therefrom plays very vital role in enforcing strict adherence to time schedule. Team members follow their leaders, and if they find the leaders lacking the ability of completing the work within the set time frame, they will also tend to a habitual deferment from the stipulated schedule. It will work as a contagious disease. Once you start to fail in achieving the deadlines, others will also be on the same track. And ultimately, a colossal loss will take place in the business. So, the first and foremost thing for a manager is to set his own example by maintaining the deadlines while completing the job. 

Further, one of the most desired qualities of a manager is to praise his team members when they reach the target within a scheduled time span. But at the same time, he has to ensure that no one compromises or ignores the required standards of quality while doing the job just in order to get appreciation and reward.

Dilution of goal:   

If the target is not realistic, all efforts stand meaningless. It’s like a boat without sailing. A realistic target is to be set through discussions so that it can be attained within a specific time period. However, it happens that even after a precise planning, the target is not achieved and the company stands to suffer losses in terms of money and customer confidence. Monetary losses, somehow, can be made up, but customer confidence, an intangible asset for any company, cannot be regained easily. Once a customer distracts his attention from you, it is not easy to divert his mind once again towards you.

To win customer satisfaction, a manager has to first provide quality goods / services to customers, and for that, he has to make his workforce produce quality goods / services. He, in order to motivate his people, may introduce a reward system by which the workforce is given extra bonus, incentives, promotion, etc. The reward system should be linked with the ratio of customer satisfaction. This arrangement will stimulate the team members to realize the importance of meeting deadlines and thereby, they will put their all efforts to ensure maintaining time schedule.

Broad picture:

You have to inform all your team members about the deliverables and the importance of timely delivery of the same. You have also to inform the details of the deliverables to the stakeholders. Knowledge about ins and outs of the stakeholders will make your team members aware of the completion schedule of the job.  Stakeholders may be internal or external customers. And, it is very important to know the exact application or intended use of the deliverables. For example, an integrated steel plant releases an order on your company for a ladle handling crane to transfer the hot metal from a steel melting shop to a structural mill. If the crane is not supplied in time, the purpose of ordering the equipment to you shall remain null and void and their production will be hampered. Such action will augment customer’s dissatisfaction towards your firm. If you are aware of the importance of timely delivery of the deliverables, you will know the disastrous consequences in the event of failure in timely delivery. Under these circumstances, you have to knit all your members closely in such a way that they focus their whole attention on the activities of supplying the equipment in time.  As a manager, if you generate the behaviour of focusing on this broader activity among your colleagues, you will definitely reach the deadlines.  

Individual responsibility:

Each and every team member is to be assigned with a clear cut responsibility.  Their roles are to be specifically defined to enable them start their jobs without any ambiguity from the beginning itself. It is to be ensured that everyone is having a clear understanding about his role. This clarity will excite the team members to complete their assignments within the timeframe stipulated. And if this concept is adhered to strictly, the job never gets delayed. Further, another advantage of having clarity about the functions is one can commence the corrective actions well in advance, in case of any delay is anticipated by the team.  It also avails the opportunities of open communication, responsiveness and an implementation of a plan of action. It is ensured that team members have all the resources at their disposal to supply the deliverables by the due date. 

It is but natural to maintain a positive and constructive work environment with a system of feedback generation, so that timely completion of job is made feasible. In this way, you can achieve a dual advantage – one; you can maintain a time schedule and the other; a tremendous customer satisfaction.

Developing self reliant people

Everyone wants to pocket a high dimensional success, which of course, comes through very many obstacles.  But, the true strugglers, overcome the hurdles and reach the ambitions, they dream for through self reliance.  Ambitions develop a passion of achieving the desired goals in a person, and make his life more meaningful.  Constant efforts are required for any accomplishment, and it is possible only when you rely upon your own abilities instead of searching for an outside assistance. It’s ok if you seek out some sort of guidelines or instructions from others, but total dependence may cripple your efforts and prove as good as one type of slavery for you. 

If you develop a habit of being self-reliant, you will be able to evacuate all stumbling blocks from your way to success.  No doubt, a self reliant person has to put sweat-pouring efforts in all his missions because his attitudinal behaviour compels him to fight and conquer all his battles himself singlehandedly.  He is destined to work in this fashion.  But, this whole process of his hardship gains him the unprecedented knowledge of the specific subject, and this knowledge, sets him free from all uncertainties, fear, impatience, gloominess, etc.

However, there are many other factors that help you make self reliant.  They are as under:-

Self help: 

         It is one of the good habits to gear you up.  Without any outside aid, support and advices, if you are able to manage your business, you will become more independent; and this will render you enough strength to handle challenges in your life; be it academic, professional or social.  Once you succeed in yours tasks all alone, you would start believing that “self help is the best help”. Your mindset will enable you to convert the challenges into opportunities.

         However, self reliant people never like any bindings; they are the independent performers who, all the times, look for freedom to express their views and action plans and to implement their programmes. Though being freedom lovers, they do not work in a disordered fashion, but they set disciplinary standards for themselves and strictly follow the same until accomplishment of the targeted aims. Such personalities are truly full of confidence and self reliance.

        

Capable to achieve: 

         If you are self conscious about your capabilities, you can definitely produce the excellent results in all your endeavours. But, the consciousness alone cannot serve the purpose.  You need to hone your skills and chase the tasks with commitment. Your skillfulness empowers you with self reliance which in turn, earns you enough abilities to garner success.

         Abilities are attained through a lot of hard work, perseverance and diligence, which enables you win the success – a pillar that uprights on the soil of pain-stacking hard work.

Pernickety Workmanship:

Your efficient way of accomplishing tasks increases your inner strength and empowers you to take up bigger challenges.  If your efficient way of working becomes your attitudinal habit, you will be able to realize your potentiality to a level, where you can judge investing more of your time for a perfect workmanship in any sphere of your life.  And the perfection in workmanship brings you an abundant success. 

Perfection comes through commitment, sincerity, knowledge and skills.  The more you increase the knowledge, the more you understand the task; and the more you know the task, the more it comes easy for you.  Your ability to complete the tasks gets perfect.  It is the knowledge that makes you perfect in your workmanship.

Power of sustenance:

Your existence depends a lot on the strength of your self sustenance.  You can grow in confidence with the development of this trait in you. Sustenance enables you to discriminate the favourable and unfavourable situations. You will also be able to find out remedies even in the unfavourable situations. By the strength of self-sustenance, you will have a joyous state of mind and you will enjoy involving yourself more into the jobs carrying bitter situations. As your involvement gets deeper and deeper, you would grab required tactics to overcome the obstacles and feel more comfortable. Therefore, instead of avoiding adverse situations, you should embrace them, whatever the consequences may be. This can be possible only when your self sustenance strength is at a moderate level, if not on the peak.

Compatibility to discriminate:

When you are able to develop the skill to discriminate right and wrong and act upon accordingly, you will be a successful person.  You will be able to catch the path which leads to happiness and comfort. The discrimination is essential for development of self-reliance. You will be able to fetch respect from society as well as from your colleagues at workplace, if you discharge your duties sensibly and with total commitment.

If you want to be self reliant and enjoy your work, you need to choose the path of freedom which will finally take you to the expected goals. You have to essentially devote yourself to hard work which will make you perfect and efficient.  This efficiency will render you excellence in accomplishing your assignments.  Finally, the state of perfection will make you self-sustainable and you will be able to take directional measures; and you will enjoy success in every phase of your life through your ability of discrimination.

A self reliant person does not depend on anybody’s mercy and is capable enough to guide himself to the right direction.  He acquires a quality of doing the things on his own and in this process, he becomes more confident.  Self reliance demands sincerity, considerable endurance, patience and observation.  A self-reliant person tackles situations he comes across in his day to day life and lives a comfortable life. 

Resources availability

I have seen many managers quite often murmuring about the mediocre or lacking performance of their employees. But the responsibilities of their failures cannot be entirely passed on to them. Lack of strong system and its proper integration is the main lacuna.  Comfortable environment, socio-cultural set up and its utilization, growth opportunities and a system of recognition of employees’ good works with rewards are the decisive elements for the growth of the employees.  When these aspects are in place, the performance level definitely rises up to the expectations of the management. As these elements affect the performance of the employees, they stand significant in deciding performance of the firm too.  We can say the good performers decide the well-being of the business, and hence, the management should provide all, that is necessary, to generate good performers.

Pleasing environment at workplace, social values, amenities and facilities are the things that attract people to work for the organization. An efficient lot of workforce moves to the place where all these elements are taken care of by the management.  People’s regular attendance depends on the dazzling environment at workplace.  Vivacious environment at workplace, of course, motivate the employees to augment their performance; but this alone cannot be considered as a yardstick for all good results. But, this should be coupled with some other criteria which are as under:-

Cultural Environment:

Pleasant culture at workplace is an important factor in any organization which induces employees to deliver their best.  In fact, it is the backbone and a central force for an organization.  The behavioral pattern of employees comprising of the sequence of their mixing with one another, their contribution to the achievement of a corporate mission, their hard attempts to reach the goals, etc., reveal the cultural system of the organization. A healthy organizational culture develops closeness, bonding and a tendency of respect among the employees for one another.  And nurturing this type of culture produces positivity within the organization, which ascertains abundant growth of the firm. The management with due consciousness, can create a culture where the employees are charged to deliver fabulous outcomes / services to customers. 

Recognition environment:

A human tendency always leans towards growth and excellence. Organizations are to fuel this tendency of employees so that their skills are sharpened. They should be kept appraised with the latest technologies and be imparted with required trainings. By doing these activities on a regular basis, the employees are upgraded and empowered to achieve more and more.  A proper recognition and reward system is to be developed to encourage the learning behaviour of employees.

Achievement of performance environment:

         The main objective of any organization is to increase its operating efficiency and thereby establish such an environment where a high level of performance is achieved.  This not only raises the moral of the employees, but also increases their confidence level, which is the most crucial and a yardstick of a business.  To maintain the environment of high performance, an organization is to continuously monitor the skill level of all categories of employees, and to impart periodical trainings through external experts. The schedule and contents of such trainings, should be so chalked out that they enhance the functional and cross functional skills of the employees. 

For example, an employee having brilliance in business development of a particular product, namely, Pump, can be encouraged for service related training, so that, he can be empowered enough to participate in the sales negotiations and influence the clients by presenting successfully the features of the product from service point of view. This leaves a big impact on the client’s mind and wins a huge success for the organization. 

Monitoring the results:

Any organization maintaining a system of reward and recognition of the good works done by its employees is considered as a role model to trust the moral of the employees.  The conventional methods of appraisal, in today’s modern management, stand ineffective to produce results projected by the organization.  A traditional system does not guarantee professional growth of employees; they fail to advance in their career objectives.  But, by proper counseling, the employees can be motivated and the process of such motivation should be lined up with a periodical review of their progress. 

Reviews are to be conducted quarterly, and the findings thereof are to be discussed with the concerned employees with a view to motivate them. Negative criticism and demoralization are to be strictly avoided.  Positive approach adopted during the discussions brings changes in the viewpoint of the employees and makes them more proactive. Further, their enthusiastic approach increases the productivity. During the review, employee’s skills are to be examined, and necessary training is to be imparted upon them to strengthen the weak sides of their skills.  But at the same time, it is also to be ensured that they acquire new skills to adopt modern technologies. A tailor made reward and recognition system brings more results which is the need of the hour for any organization.

The organization who is believing in positive environment has ability to establish a bonding employee relationship of different cultural diversities, have organized method of reward and recognition for achievers, can always expect world class output and performance from its workforce. 

People are to be considered as asset; and the more you polish it, the more it will glitter to trigger the profit level

Appreciation of a shared technique

The quality of a charismatic manager is to pass on kudos received from his superiors to his associates, colleagues and juniors.  A manager, who possesses this trait and nurtures it, is the leader in true sense. A leader gives more and takes less. He maintains this quality throughout his professional career. As a mentor, he guides his team, and ensures their victory and share the joyous ceremony with deference for other’s achievement. He minimizes recognition of his share in the success, but exaggerates the spirit of victory by admiring the contribution of others.

What do these leaders do when any of their juniors or colleagues commits a mistake? How they become nonchalant on the eve of success.  Let us examine these issues.

Environment with mistakes:

If you commit a mistake in your work, your boss will yell, use derogatory words, demoralize you and straightway blame you for the mistakes.  This is a natural scenario.  Most of the self proclaimed leaders duck their heads very conveniently and pass on the buck of blame to others. These leaders grow to the top sacrificing the altruistic approach, and accuse others for any mistakes. This is a law of nature to skirt the shame of failures and separate themselves from the team members so that they remain untouched from the blame of committing mistakes.

But, a true leader, as stated above, is a captain of a team, and it is he only, who has to take the total responsibility of failure.  It could be anything; for example, non-completion of a project in time, inability to grab the order or any other mishap that may lead to unproductive output.

As a leader, one has to inculcate the habit to shoulder the responsibility for the mistakes committed by his junior colleagues.  He, as a captain of the team or as an in-charge of the department, should have enough guts to accept the blame of failures. An example of leading the team from front is to be set forward. But, a leader, at the same time, must not allow generation of lenient environment within the organization.  Once, he shows the soft approach towards the mistakes committed by his teammates and shoulders the responsibility of failures, the persons involved will go on committing the same errors repetitively, and would probably go rebellious. Under these circumstances, a leadership becomes less effective.  In that case, a leader has to eradicate all possibilities of committing mistakes from the system gradually by studying the root causes of the same. He also has to counsel his juniors so that the mistakes do not occur frequently.  He has to explain the gravity of the particular situation aroused by the mistake to his squad members.

Joyous phase for happy outcome:

The team should be a center for the leader around in which all his attention is centered. It should be above all your ownself and aspirations. You have to seldom think of your individuality and always work to develop the team spirit amongst the members.  Do not take credit for any success, but pass on the same and share all the kudos with your team members. Praise your team members freely and publicly for all their sincerity and contribution they have put in.  You have to develop an environment of admiring your team members for their accomplishments.  When you will continuously apply the principle in all your endeavours, the team members will be charged and will be always eager to extend more and more cooperation to you for better performance and achievement.  In this way, the rate of success will be doubled, tripled and sometimes may be 5 to 6 times as compared to expected level. You will be bewitched and more you express your gratification for them, indirectly you will get back more than your desired share of credit. Your tremendous effort to being everybody on the common platform and arouse a feeling in them about their success with the proverbial of “15 minutes of fame phase immediately after the achievement”, the entire laurels will come back to you only.  So, as a manager, take the blame on you for any mistakes and automatically you will find the loyalty factor for you is reached to a sky rocketed level.  With every instance of your passing on kudos to them for any good work, level of respect for you will be enhanced to beyond your imagination.  Your team members will be always charged to give extra output because of your this altruistic behavior and your extra ordinary supportive role.  With the resultant appreciation, trust and accountability, you will have no difficulty whatsoever to get the work done by your team members.  They will go out of way to ensure the success of your mission.  

So, if you praise unbiased and wholeheartedly, there is always a chance of getting replenishment of the same countless and boundless and that is the real achievement for you as a true leader.