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Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising. It is a process designed to consistently measure and assess staff performance as it relates to the expectations of the organization. Personal Attributes – The characteristics which enable the employee to attract others to well reasoned and logical points of view, to effectively communicate, and to relate to others. Leadership Qualities – The skills that allow the employee to assume a position of influence by assembling and leveraging a variety of resources that address problems and opportunities throughout the organization. Broad Business Perspective – The body of knowledge that encompasses an understanding of the organization and its industry.
Functional Expertise – The traditional technical skills that the employee should possess and which form the basis for their unique ability to understand an organization from a perspective that others cannot. Data Collection – Information is gathered to identify the attributes and competencies required for each position. Competency Development – All information gathered in the data collection phase is analyzed.
Validation – The map is then reviewed to ensure it meets the current and future needs of the organization. Implementation – After the maps have been validated and finalized, they are presented to the team with an action plan for the implementation and use of the maps. I wanted to introduce you to an exciting tool that I have been using that can help you and your employees become more engaged, better performers, and more motivated every day.
Personal Excellence App that provides personal improvement and leadership content for your own personal development in just 3-5 minutes each day. Provide the Personal Excellence App to all of your employees with your own internal branding and messaging. With over 20,000 pieces of uplifting and motivational content, you can not only ensure your employees (or clients) have access to training concepts and messaging that will have an impact on them on a daily basis, but you can use this tool to send them your own content to help them grow within the organization. If you have any questions, I would be happy to share more of my experiences with the Personal Excellence App. At a fundamental level, the ‘EXIT INTERVIEW’ will bring forth revelations, some times un-expected, and basic reasons about, why an employee intends to leave.
It allows an un-inhibited feedback, which generally would not be forth coming if the employee was not to leave. Can be used as an effective means of leveraging a resignation – feedback would throw up areas of improvement, which the organization needs to look at. At the heart of the process, shall be a structured Questionnaire aimed at eliciting specific responses. How does your new job assignment compare with that in company name, in terms of job-role and compensation? What Changes would you like to see happening in Company name, if you were to consider joining us in future?
Onboarding new employees is an important facet of what human resource professionals do, as it is the first experience a new hire has with a company. It’s important to get the ball rolling early on creating an employer brand, so human resource experts recommend companies have plenty of information regarding their culture and workplace in the careers section of their website. The less information a company has to throw at an employee in one sitting, the easier that employee’s early days will be.
Some simple steps can help in the first day such as having the employee’s work station set up and running when he or she walks in. Interviewing recently hired employees about what they wish they were told in their first few days can help uncover gaps or shortcomings in the onboarding process. When performance of certain employees is an issue, it drags down the morale of the greater group.
A good onboarding process reduces the stress for not only the new employee, but the organization as a whole. That comfort with their work and their co-workers can lead to reduced turnover, longer employee tenure, a greater sense of how they fit into the organization and higher job satisfaction.
Before you can execute a training program, you need to have agreement from the senior person in your company that training is a priority. This person will need to support the plan fully and agree to milestones, costs, dates and deliverables.
Training can be costly, so you will want to assess its impact. However, sometimes its effect cannot be translated simply into bottom line dollars and cents. Each company has its own unique cultural considerations which influence what will and will not work, so it’s up to you to make your own best guess about how to go about lightening up your work environment.
If you begin with employees who already have humor and fun as part of their personality and style, they will automatically bring these qualities to their job. No plan to change the corporate culture can work unless it is supported and modeled by top levels of management.
A special meeting designed to emphasize this new organizational value generally handles any doubts employees have. Every company has its own unique culture, and fun activities that work in one setting might not work in another. Chances are that this man’s boss had not internalized the notion of fun and enjoyment of his work. This room should contain cartoon and joke books, fun props, VCRs and audio tape recorders (with several sets of ear phones) so that employees can take brief humor breaks. If you organize an ugly tie day, wear the ugliest tie you have, and would love to get rid of.
Barbara Glanz provides a wonderful example in her book Care Packages for the Workplace of how a sense of fun and humor was used in one company to promote upcoming events.
With the growing levels of cultural diversity occurring in most work settings, it is essential for managers to raise the issue of cultural differences in fun and humor.
13) Promise someone an award (if they meet a quota or finish a task) that requires you to dress up in a fun costume. 14) Encourage employees to develop a skit in which they poke fun at themselves and their work.
Once your office has agreed to reduce complaining and negativity in the office, each person caught being negative or complaining puts a quarter into a pizza pot.
19) Give a free bottle of Champaign to the employee who has the toughest customer of the week.
22) Be on the lookout for a motto to put over your desk that helps keep daily hassles in perspective. It is important to give some thought to your particular work culture and the kinds of fun things which would and would not work. While making the effort to bring elements of fun into your work, always remember to continue taking your work seriously while taking yourself lightly.
The workplace has always been a major place for individuals to meet and learn about each other.
Workplace romance is defined as a mutually desired relationship that includes physical attraction between two members of the same organization.
Working together allows people to get to know each other; and as familiarity grows, workplace romances may be more likely to occur. Employee peer to-peer workplace romance, supervisor and subordinate workplace romance, and workplace romance when one or both employees are married. That is employees who work in similar positions in terms of the organizational hierarchy, are often thought of as being more benign in terms of consequences to the organization. Romances involving individuals at different levels in hierarchical position–or when one of the employees is a manager or executive–can create complicating issues well beyond those involving peer employees. If one or both of the employees are married, the negative outcomes to the individuals involved and the organization can be further increased.
Workplace romance is now common, regardless of its category and has likely always been present in the workplace although perhaps less open in the past. It is clear that at least some of the time there are potentially serious consequences of workplace romances in the workplace.
Positive outcomes Some research indicates that the energy associated with workplace romance may be channeled into work and dating employees may have higher productivity than before the romance .
Negative outcomes from workplace romances are numerous and may include lower productivity on the part of the couple and the co-workers, claims of retaliation when the romance ends, complaints of favoritism on the part of other workers during the romance, negative perceptions of the organization or its employees by those both inside and outside the organization, and possibly even violence. The issue of sexual harassment is subjective to some extent, and management cannot ignore or brush off accusations even if it appears the claim has no merit. Many managers and supervisors remain uncertain of how to recognize workplace romances when they occur, or what should happen once they perceive or know that two employees are involved in a romance.
The employees need feedback to do a good job and improve in areas where performance is falling short of expectations. For goals to be meaningful and effective in motivating employees, they must be tied to larger organizational ambitions.
Employees who don’t understand the roles they play in company success are more likely to become disengaged.
High performance and success are not dependent on one simple factor or as a result of one or two things. Our skill is using our experience to help you zoom in on the indicators tied to your strategic objectives, indicators that clearly measure performance against those objectives.  We’ll also help you set “smart targets” – specific, realistic, measurable, agreed-upon and time-bound – so you get where you want to go. Finally, you can count on us to stick with you as long as you need us at your side.  Because in the end, persistence and effective allies count, too. If you were to ask most anyone how they would measure company performance, they might give you a funny look and say, “How much money the company makes, of course!
Another of the consequences of just focusing on financial measures is that they have nothing to do directly with the customers who use your organization’s product or service. Under the balanced scorecard system, financial measures are the outcome, but do not give a good indication of what is or will be going on in the organization. Once the company mission, strategy and measures have been defined and agreed upon, the next step is to understand fully the drivers(causes) behind movement (up and down) of your balanced scorecard.
Environmental – those factors outside the influence of your organization, such as governmental regulations, the economic cycle, local, national and global politics, etc.
Organizational – systems inside the organization such as company strategy, human resource systems, policies, procedures, organizational structure, pay, etc. A good method of outlining the causes and effects among these drivers is a flowchart or affinity diagram. After a full understanding the relationships among the drivers and between the drivers and measures is reached, the next step is to create a SMART target or objective.
Creating a team to eliminate non-value-added steps from the administrative and operations functions, so that only critically essential functions are kept.
The implementation plans for these steps are attached, including personnel assignments, workloads, budget assignments, sequence of implementation, etc. Examples include restructuring, tying pay to measurements, putting added resources ($ and people), adding or changing customers or products, re-engineering processes, change of strategy, addition or change of core competencies, etc. Motivational speeches, problem-solving teams focused on technical issues, displaying graphs to employees on bulletin boards, etc. The key to using these techniques is to realize that if major improvements in BSC measures are needed, then large-scale change techniques must be used. And if they do not have sufficient control over the actions necessary to achieve their SMART target, then they must lower their expectations on what they can accomplish and either set a lower target, or abandon the target altogether. Focused persistence, otherwise known as project management, is another key in the equation. Keeping in mind these factors when implementing the balanced scorecard will substantially increase your chances of success. In the field of international customer service, an essential for happy customers is to ensure good communication and interaction. Whether in multi-cultural teams or in business interactions, understanding cultural nuances is a key success factor in any business or organization. Our Customer Service Program is centered on what we call 'the human moment' - when businesses actually have personal interaction with their customers rather than communicating via technology to get their message across. Coaching has been recognized as one of the most powerful and effective tools for the development of individuals and the service desks they work on. Our Communication Skills Program provides participants with the skills, tools and insight to make a noticeable difference to the way communication happens around them, and to improve communication socially and professionally.
This program is designed to help people feel better about who they are and to recognize the resources they already have. This program provides a practical opportunity for anyone who has decided to develop their skills as a presenter and add finesse to their delivery. With this workshop, identify your personal writing pitfalls and unblock your writing potential.
Abundant practical situations to delve into your selling and negotiating ability, is what is on offer in this program.
Managers everywhere want teams that are effective, focused, and committed to organizational goals. Goal setting is a powerful process of thinking about your ideal future, and motivating yourself to turn your vision of this future into reality.



This program is for all those interested in being professional voice-over artists, anchors, presenters, broadcasters and effective public speakers. Everyone will agree that looking and feeling good is important to people all over the world, in varied professions and even socially.
A successful employee engagement strategy helps create a harmonious community at the workplace. Employee engagement officers carry this huge responsibility on their shoulders of culling out various programs and activities to keep employees engaged, interacting with employees to ascertain if they are content at the workplace, issues that need to be resolved and many more. High Impact Communication is a journey that explores the dynamics and techniques of effective interpersonal communication, strengthening your personal communication style, what gets in the way of you being a more effective communicator, tools and techniques to help you be more adept and self-assured, the full impact of connection when presenting and relationship building.
This program is for individuals who want to deal more effectively with difficult situations and people, while understanding their own style of dealing with it.
This program will explore the impact of change on individuals and teams, helping people to become more aware of how to approach uncertainty in their work environments. Stress Management is an important skill that all adults need in order to improve themselves as problem solvers and be in control of their lives. Emotional intelligence is increasingly being regarded as a major key to personal success and as being more important than IQ. Having good eye for detail or observation skills is an essential asset to people around the world and it is a skill that can be developed by practice. Winning Interviewing skills is a program for managers and professionals involved in the sensitive and crucial task of interviewing potential candidates for the organization.
This program looks at Influencing and Negotiation as skills that work differently for each individual.
Working as part of team is a great idea, but the whole ought to be greater than the sum of its parts and often it isn't. Stephen Covey is his book a€?7 Habits of Highly Effective peoplea€™ says, a€?Trust is the highest form of motivation.a€? Delegation entrusts people with tasks deemed important, and this can motivate and energize your team. This program aims to enable you to explore, discuss and develop the skills required for interactions with clients on a one to one basis.
About Transactional Analysis-Transactional Analysis (TA) is both a theory of human personality and a system for the improvement of human relations. Negative organizational politics hampers creativity, productivity, fairness, motivation, teamwork, and a host other critical issues that almost everybody knows but is not allowed to speak about in the official hierarchy. A preliminary project plan is developed during this step to ensure that all the key stakeholders are involved in the process and that the appropriate activities and communication plans are established to support the development of the maps. Data is collected to determine the skills, abilities, and personal traits required for success in the position being mapped. Attributes and competencies are identified and behavioral descriptions are created for each. Competencies, attributes, and their corresponding descriptions are evaluated for how accurately they describe performance requirements and to ensure they are aligned with and support the organisation’s objectives.
Gaps in competency levels, if any, are identified and appropriate training and learning action plans are evolved for developing those lacking competencies in the employees. As needs change and new concepts and practices emerge, the model can be updated to reflect the constantly changing world in which we live and work.
The app is an ideal tool to align with your current internal training programs and ensure continued improvement and development.
A successful onboarding goes a long way toward reducing turnover and encouraging workers to stay with the organization. It actually begins long before that, when an employee first learns of the company during the recruitment process. Sending legal forms, a formal offer letter and employee handbooks prior to a new hire’s starting date are also good ways to streamline that person’s first day. Statistics from the Society of Human Resources Management show that turnover can be as high as 50% for new hires in the first 18 months at a cost of 25% of the employee’s annual salary every time there is a need to replace someone. Providing someone to act as a guide and having their supervisor present are also good initial steps. Today, that number has increased to 11, making employee retention a big part of life for any human resource professional.
If existing staff does not respond well to a new hire, there is an increased chance of a backlash from the new hire toward other employees. When employees can enter in a relaxed and confident state, with less uncertainty, they’re more likely to meet and interact with co-workers to become socially comfortable. Training on a new computer system may net fewer errors or quicker processing. You may need to review why you sought training to begin with and whether your concerns have been remedied.
Whatever approach you adopt, remember to always sustain your usual standards for competence and professionalism, even when you’re having fun.
Most employees assume that humor and fun on the job will be viewed negatively; so they need clear evidence that this is not the case.
Establishing a fun committee not only helps assure that fun activities and events will actually be created; it assures that they will be appropriate for your company. While a judgment must always be made about when any form of fun or humor is and is not appropriate, don’t let this restraint kill your capacity for spontaneity. Put a suggestion box in the room so that the kinds of humor employees like can be made available. When deadlines or other problems get staff members too stressed out, they engage in a silly bout of kicking Babe—in full view of whomever happens to be passing by. Anyone at work that day can demand your tie in exchange for their own, and you have to then wear that tie the rest of the day until someone else demands a trade. At the end of the month the money is used to buy pizza and beer for everyone in the office.
Jokes have less power and impact in transforming the work environment, but can be used as a substitute if no one has a funny incident to share.
You can remain professional and competent and still bring a sense of humor and fun to your job.
Managers often avoid confronting the workplace romance issue much as one would avoid a sleeping dragon. This proximity may lead to attraction and romance, which in turn may lead to productivity losses for the organization, charges of sexual harassment, perceptions of employee favoritism, the potential for breaches of privacy, and even workplace violence Even fewer organizations include workplace romance and related issues resulting from workplace romance in employee orientation and training, preferring instead to ignore the problem in the hope that those involved will at least be discrete and modest and thus potential negative consequences will be finessed. These relationships may form between peer co-workers, supervisors, subordinates, or even with company clients.
These affiliations result from the fact that many individuals spend more time in the workplace than in any other setting. The number of stakeholders affected by this romance expands to include others outside the boundaries of the organization; thus liability for the company expands as well. Workplace romances are usually grudgingly tolerated by management, but this tolerance is most likely a default position given that responding to workplace romances and developing policies and procedures to manage them, seems daunting. It also seems clear that fear of sexual harassment lawsuits leads to attempts to regulate workplace romance, and sometimes these regulations in turn lead to issues of discrimination or damaged privacy rights. There is related research on workplace friendship suggesting reduced stress, increased communication, better workplace outcomes, and even greater acceptance of organizational change. A clear workplace romance policy, as part of effective Human Resource policies, would certainly assist these managers in managing a workplace romance. No matter what level the employee is at, he should be able to articulate exactly how his efforts feed into the broader company strategy. Decisions may be made that help your organization financially, but hurt the long-term relationships with one’s customers, who may eventually reduce the purchases or leave you altogether.
Measures of customer satisfaction, growth and retention is the current indicator of company performance, and internal operations(efficiency, speed, reducing non-value added work, minimizing quality problems) and human resource systems and development are leading indicators of company performance. Without a tie to a company strategy, more importantly, as the measure of company strategy, the balanced scorecard (or BSC) is useless.
Without the specific knowledge of what drivers will affect your scorecard, your organization just might spend much time, money and effort and achieve very little. This facts usually causes great distress in the organization, because many think major improvements can be made only by tinkering with the organization, rather than making fundamental change. Project management includes having a timetable(beginning and end) for each task, periodic reviews of accomplishments, resources and people assigned to each task and most importantly, a sincere drive to accomplish the tasks. The best laid plans, with a thorough knowledge of measures, drivers, and with sufficient resources will fail if there is not agreement enough among those with sufficient power to block BSC implementation. Though every factor in the equation above does not have to be perfect, and can compensate for one another, all must be present to some extent for BSC to be implemented.
Many customers have difficulties understanding accents other than their own, hence accent neutralization or reduction becomes important for customer satisfaction. Cross-cultural understanding helps equip people with skills to interact in a global environment.
This program provides participants with the capacity to deliver good customer care even in the most trying circumstances. This program covers the complete coaching process and the techniques of call coaching for service desk analysts. By improving your listening skills, you can radically improve your relationships around you. This program offers a range of tools and techniques to make managing your time simple and straightforward. Participants become aware of how to deal with the frustration, resentment and stress that being too accommodating can create and allows each individual to find simple, practical, doable things that will work for them. More than what is the "right way" to present, the program looks at understanding different styles, the environment, the audience with differing levels of communication and understanding the final outcome of an impactful and persuasive presentation.
There'll be loads of practical writing tips and techniques on offer for you to translate your communication strengths into fluent and readable writing that creates a positive impression.
It explores everything that you need to know on closing the deal and meeting sales targets. So anyone from aspiring public speakers-radio jockeys-voice-over artists-educators-anchors and many others will hugely benefit from this program.
When trainers themselves receive training, it is usually aimed at familiarizing themselves with the specifics of a new or revised module or program. When employees are positively and effectively engaged, they form an emotional connection with the company. This could be in person, on phone, on email, during meetings, with clients or even when hosting a party or dinner.
We know that it can be difficult for an individual or a company to acknowledge just how stressful things can get.
Some of the most successful people in life today are those who are regarded as having a high level of emotional intelligence whatever their level of IQ. Observation is a very unique skill that is not studied formally through books or lectures; in fact, it is acquired through the day to day routines of life, on the fly. Participants get the opportunity to practice a variety of Influencing and Negotiating tools and techniques to see what works for them and what best suits their personal style. Some problems and decisions are very challenging, and require a lot of thought, emotion, and research. The essence of good leadership is a leader with good communication skills, excellent team building capacity and the ability to bring the best out of everybody while using your own personal style. Rise above being just an individual, get a deep understanding of team dynamics, define the way you want to function as a team and have a great time getting to know the people you work with so that all the parts work together to create a powerful whole.
It will cover a whole range of areas including preparation, understanding requirements, content of the presentation, practicing effective communication skills. This workshop is based on the theory of a€?Transaction Analysisa€? and therefore has a special way in which understanding human relations is addressed.
Its application to everyday living provides a systematic approach to understanding the links between human needs and behaviors. When we struggle to get our way, we can so easily criticize others for being overly-political or playing dirty tricks. This data can be collected through one-on-one interviews with job content experts and their managers, focus groups with incumbents and managers and internal and external customer interviews. In addition, optimal areas of performance are identified according to organizational and market requirements.
The best part is that the Personal Excellence App can be customized and personalized for your organization or key departments within your organization cost effectively.
The process itself can take 1-2 years, but when complete, employees tend to be happy contributors who understand the expectations placed upon them.
Without a proper onboarding process in place, disengaged employees with performance issues will be a problem for the company from the time the employee starts.
A core of people with strong humor skills is one of the most important keys to helping other employees build up these skills. If they fail to see evidence of a lighter attitude in top management, they will be very cautious about using their sense of humor on the job–no matter how many fun activities are set up by the company. This committee should rotate to keep ideas fresh and sustain ongoing commitment to fun on the job.


While people often feel too overwhelmed by their workload to experience this form of fun, the drive for mastery of a challenging task remains a powerful source of fun for managers to tap into. An employee once told me that he was traveling with his boss by car to another city for a meeting.
Make it a point to look for cartoons and jokes which poke fun at the circumstances that cause negativity or conflict in the office.
In health care settings, make photocopies of the cartoons and create cartoon booklets for patients. As a variation on this idea, have a tape recorder containing 1- to 2-minute samples of standup comedy routines set up in the coffee room (change the tape every day). It’s a great stress-reliever, and creates the lighthearted spirit the company wants in the office.2 The central office of one accounting firm has dart boards, hula hoops, decks of cards, and even a miniature golf course. Dressed as a stressed-out woman, she made her debut in the lobby to advertise a workshop called ‘Diminishing Stress Through Laughter.’ She was missing a button, her slip was showing, her lunch bag was leaking, her shoes were untied, her nail polish was chipped, and it was definitely a bad hair day!
Post the winner on a wall each week and offer a prize (free meal for two, antacid tablets, etc.). The committee can brainstorm about fun activities using the lists provided here as a starting point.
Why go looking for difficult and dangerous problems when your management plate is already overflowing? Due to this lack of preparation, many office managers find themselves dealing on an ad hoc basis with the negative aftermath of failed workplace romances rather than effectively responding to and managing these romances.
More specifically, as with other romances, workplace romances are characterized by desiring to be with the other person and feelings of emotional and physical attraction, which may lead to a sharing of personal information, mutual caring and respect . The workplace may even be the ideal setting for developing romantic or sexual interests because of constant exposure; therefore, individuals can evaluate each other in an atmosphere that is non-threatening or time bound. This negative perception is especially true for romances involving interns because the intern has even less authority and power than full-time employees and thus is more susceptible to abuse or manipulation. Extramarital affairs are regarded negatively by social norms generally, and this negativity is enhanced by concerns of lack of professionalism or judgment by participants when occurring in the workplace and likely has negative consequences for the reputation of the company as well. Management may implicitly agree that romance, even in the workplace, is none of its business. In addition some organizations experience lower turnover because married employees who work in the same company tend to stay with the company some of workplace romances end in marriage, so workplace romance can lead to positive organizational outcomes. Obviously, some employees believe that romantic relationships between coworkers are none of management’s business and may intentionally try to keep these relationships a secret. We all may have been in the spot of paying for car repairs that we need, but we know that we are paying too much and will never go back to that service station again. A mission, strategy and objectives must be defined, measures of that strategy (the BSC) must be agreed to and actions need to be performed for a measurement system to be fully effective.
If management is willing only to use small-scale techniques, then they must expect only modest improvements in balanced scorecard measures.
Key power brokers need to be involved in decision-making, and as many others as possible in the various stages and steps outlined here. This program focuses on neutralizing regional accents to increase personal and professional opportunities, aiding participants to engage in extensive conversations, presentations, and telephone calls and improving overall confidence both socially and professionally. Participants will learn how to develop appropriate call coaching techniques to ensure that the individuals in their team both meet and exceed the customer service goals set for them. In this program we talk about the balance between listening, hearing and responding, clearing hurdles to active listening and practical tips to help make listening an interactive process. It will explore why time management issues arise, and explore areas such as prioritizing, planning workload and techniques for effective delegation. Not only do we look at the producta€™s USP, the program uncovers your own USP to give your sales ability a double dose!
Our motivation skills program focuses on the need to motivate your team to create a productive work environment.
By knowing precisely what you want to achieve, you know where you have to concentrate your efforts. It aims at aiding participants to work on their content and presentation making them successful communicators.
But what about a trainers' ability, confidence and motivation to deliver those training programs effectively?
This affects their attitude towards their colleagues and the companya€™s clients and improves customer satisfaction.
Being able to manage themselves and others successfully is often a crucial factor in their success.
Altogether a dose of energy, understanding and communication skills that will help you become an excellent influencer and negotiator.
Our approach is both challenging and insightful and our aim is to develop each individual's leadership style. Its application to work-life provides insights into building sustaining relationships, communication, team working, motivation and creativity. Unfortunately, most of us either avoid politics or become a a€?sharka€™ feeding off the success of others. The challenge with Outbound training, as a process for experiential learning, is the ability of the facilitators to debrief and bring out learning from seemingly unrelated activities. Different attributes may be selected or omitted by the employee based on his or her role in the particular organization. At the end of the quarter, a presentation on the vital common issues emerging out of all the responses shall be done and possible plan of action drawn up to rework on the valid issues. Over that time, consistent communication, feedback and performance measurements are tools that can help a company garner loyalty and longevity from their employees. They stopped mid-morning at a rest stop near a beautiful lake and pine trees and walked about and had a Coke from a machine. If you want to improve your sense of humor, and get humor working for you on the job, you can’t use a schedule for adopting a playful attitude. This will allow employees to have a laugh while getting their coffee—without taking any extra time. Patrick’s Day, planted himself at the cafeteria cash register, and offered a free lunch to anyone who could stump him with a technical question.
About 80 percent of employees may at some time be involved in or know of a workplace romance Employees often believe their love life is nobody’s business but their own even if it is evident in the workplace and may impact workplace outcomes. The reality seems clear effectively be banned, and workplace romances are difficult if not impossible to control or manage; yet, guidelines and policy can be created that assist managers and others in competently reducing liability for the firm however the romances turn out.
Many employees in the contemporary workplace are working more hours in nonsex, segregated, team-based work environments.
Employees involved in a peer workplace romance often keep their relationship a secret, at least in its early stages. The challenge is that companies need to protect themselves from the negative consequences of workplace romance (including harm resulting to individuals who don’t work directly for the company) while maintaining a positive workplace environment for all employees.
Management may realistically acknowledge that stopping workplace romance or sexual relationships is simply not possible or that its attempts to control or even prohibit workplace romance may push the relationship underground and, therefore, create even more legal complications if the workplace romance ends harshly, for example, making it difficult to prove the relationship was consensual. Study found that workplace romance has a positive effect on organizational commitment and neutral effects on job performance or motivation. Depending on organizational culture or climate, the supervisor(s) or manager(s) of the two employees involved in a romance are often the last people to know about the romance.
By combining good motivational practices with meaningful work, setting performance goals, and use of an effective reward system, you can establish the kind of atmosphere and culture that you need to excel. Such stress reduces productivity, increases management pressures, and makes people ill in many ways. Our EI program will help participants increase their awareness levels on the ability to manage people and relationships using emotional intelligence.
Upon review of the various models, you will find that the first two competency categories (personal attributes, leadership qualities) as well as part of the third competency category (broad business perspective) are common to almost all employees. You need to be open to the spontaneity of the moment–even though you may not be able to act on your playful mood, because it is inappropriate at the moment.
Put them together in a book and give them to the employee who’s had to deal with the most difficult customer that month, or was most effective in using humor to deal with a difficult problem on the job. Steve Siegel, CEO at Lipschultz, Levin and Gray, an accounting firm, sometimes wears a gorilla mask at his desk. Logically, these interactions all contribute to increased romance, dating, and marriage among work colleagues or at least workplace interaction that goes well beyond the purely professional.
Yet, resulting legal cases and reduced organizational productivity resulting from failed relationships means that workplace romances need to be a focus of management’s awareness and attention and should be addressed in organizational policy and procedures. The involvement of a manager or executive with a subordinate can significantly increase an organization’s liability in the aftermath of a failed romance because of differences in power and authority, which may have lead to implicit statements or workplace-related actions made during the romance.
However, some of workplace romances do end, sometimes unpleasantly; and some of these failed romances do result in negative workrelated or legal outcomes. However, these relationships are difficult to keep secret from other co-workers because the romantically involved employees often spend much more time together than in times prior to the relationship.
Unfortunately, if senior management only focuses on the financial health of the organization, several unfortunate consequences arise. Our aim is to identify, support and equip individuals to deal with pressure and strike a balance between work and personal life.
The competencies within the fourth competency category, functional expertise, vary based on the functional area in which the employee works.
The organization—most likely through the office of human resources—should develop policies and processes for managing and dealing with workplace romances.
Second, the paper offers key components and concepts that should be included in a policy on workplace romances in order to minimize negative outcomes. Each workplace romance, or any romance, has unique characteristics; but broad categories of workplace romance need specific mention as different outcomes and implications for the organization are common. One problem with peer romance is that peer romance employees may inappropriately share confidential or sensitive information especially when the involved employees work in different areas of the organization. Other employees tend to see supervisor-subordinate romances negatively due to the potential of unfair influence in work-related outcomes such as specific assignments, promotions, pay raises, and bonuses, which may have components of discrimination against them because of the perceived benefits to the participants. So, although some organizations prohibit workplace romances, many are reluctant to acknowledge or deal with the accompanying issues until forced to by the potentially negative consequences of these relationships.
Other changes in employee behavior that may be related to a workplace romance may be obvious as well. This workshop brings up all these issues, increases awareness levels of individuals and helps them identify the right methods and attitudes to create a win-win situation for people. Generic human resource management policies may provide guidelines about sharing confidential workplace information and appropriate behavior in the workplace, although these are not directly focused on managing such romance situations or the individuals involved in the workplace romance. Other issues may involve inappropriate or explicit sexual behavior in the workplace or even the more mundane problems of spending inordinate amounts of time together instead of attending to work tasks. Thus, these can lead to legal action or detriment to the firm from those not directly involved in the workplace romance including lowered morale. Early intervention on the part of management is completely dependent upon early awareness of workplace romances as they are developing. This means that how high or low these numbers go depends on a wide variety of events (talked about later) that may have happened months or years before and that you have no immediate control of in the present. They unzipped her skirt, turned her belt around, and simply used her as a catharsis for their stress. The concern of about companies is that sexual harassment claims had evolved from failed workplace romances suggesting that workplace romance and sexual relationships in the workplace need serious organizational management and policy effort and concern. Also, issues related to confidentiality and privacy may be heightened in supervisor-subordinate romantic relationships. Without a clear policy and reporting guidelines, supervisors and managers have a much more difficult task in terms of early response and any necessary interventions whatever these interventions may be. Being in a plane falling from the sky is a bad time to realize that you should have done routine maintenance, and oh, by the way, filled it with gasoline! Sadie became a company legend!”4 She was such a hit that she continued to be used as a fun way to advertise subsequent events.
Prior research on workplace romances has focused on the eventual outcomes of workplace romances, the perceptions of employees and romance participants regarding workplace romances, the impact of these romances on organizational performance, and recommended HR actions and practice regarding attempting to monitor or even control romance in the workplace. Men more frequently hold the higher position in a hierarchical romance, so a hierarchical workplace romance not only can be a potential workplace disruption issue but also can open the door to gender and discrimination issues.
The potential damage to an organization requires a proactive position on the part of the employer, specific guidelines and policy from the human resources department, and the consistent response from managers and supervisors with respect to employee romances. Clearly, a workplace romance can negatively conflict with the business and legal best interests of the employees.
Organizational leadership and especially human resources management leadership need to be trained in dealing with workplace romance.



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