in All markets by Anthony Wong
23/07/2018 Mon 10:11 in All markets by Tracy Chan
The most unpopular colleagues in the office
Though you might spend more time with the people at work than with your family, it doesn’t mean that you necessarily have a good relationship with everyone in the office. In fact, some colleagues can be toxins in the workplace who will not only destroy office harmony but also affect employee morale and productivity. In the worst case, they might be the reasons that push the best employees away.
As building a cohesive team is one of the imperative tasks for HR professionals, use this list by CTgoodjobs to spot the office black sheep to avoid losing the best talent.
They like to brag about everything. They take credit for all achievements (big or small) in order to get people’s attention.
It is hard to judge their working abilities, but they are absolutely good at flattering and building a good relationship with the boss. Be careful when you work with these types of individuals as they often blame someone else instead of taking responsibility for their own actions. Beware of getting into a he said/she said argument as they tend to have a good relationship with the boss you never know who management would believe.
3. Making weird sounds frequently
These employees have a bad habit that they might not be aware of– making strange sounds frequently like; turning a pen, snorting and sniffing, clearing one’s throat, talking on the phone loudly or noisy eating. Be mindful of whether you have inadvertently made such a repetitive annoying sound.
4. Forceful friends
Colleagues that are overly friendly and want to take their offices relationships from professional to social. However, one cannot force a friendship that the other person may not be interested in.
These workmates overtly express their emotions, whether happiness or sorrow. Workplace conflicts are sometimes inevitable but these individuals cannot control their tempers when disputes really do happen. Be wary of sudden outbursts at work or making a fuss about nothing. Such behaviour will have a harmful impact on team spirit and cooperation. Colleagues will easily become exasperated at babysitting and nurturing emotions than accomplishing their work.
These types of people smile in front of you but talk behind your back. They like to share colleagues’ gossips with others, whether it is a business or a private matter. Therefore, be careful of what you say in the workplace, it might eventually become an open secret to the whole company.
Lead photo / StockUnlimited
This article was first published in Human Resources and is reproduced with permission. Original article can be found at http://www.humanresourcesonline.net/the-most-unpopular-colleagues-in-the-office/
18/07/2018 Wed 09:43 in All markets by Bridgette Hall
Why Hongkongers find performance reviews frustrating
Are your employees satisfied with the performance review process? According to the latest research by global professional services recruiter, Morgan McKinley found that employees in Hong Kong are not satisfied with the traditional, annual performance review adopted by their companies.
In fact, findings show that there is a disconnect between what employees need and what organisations are providing. The white paper showed that;
78% of employees feel that they are not reviewed accurately
66% disagree with their managers’ feedback during the annual review.
72% of managers also admit that they experience disagreement regarding feedback and scores that are given.
Some feedback from employees regarding this practice includes; “relying on the annual review doesn’t allow us to solve problems timely”, “it needs to be more frequent”, “this is based on recent performance rather than overall performance”.
Employees prefer continuous performance management over annual review as they feel the latter limits collaboration and communication with their managers.
65% of employees said the annual review was not motivating to them while 55% were unhappy with the amount of daily feedback they receive from their managers.
In contrast, 44% of employees said continuous review improves collaboration with their managers and allows them to solve problems quickly. Also, 62% of managers stated that this practice allows them to have a two-way communication with their team members and coach them so they could improve throughout the year. However, the biggest challenge for managers is to the time taken to conduct this practice which can be even more difficult when managing bigger teams.
“The purpose of performance management is to promote and improve employee effectiveness,” said Reina Cheng, managing director, Hong Kong, Morgan McKinley. “Through this process, managers can provide feedback, acknowledge achievement and provide recognition. However, regardless of performance review style, clear goals must be set and performance reviewed against metrics. Managers need to be trained or they would fail to meet team members’ expectations on running the process.”
“Our survey revealed that one of the biggest issues faced within performance review was defining clear metrics and measuring performance against those. Employees feedback include “Goal alignment is not clear”, “Direction and requirements change quarterly”, “Certain performance index does not relate to performance”.
Ultimately the performance review process must be approached from the perspective of building engagement. Managers must be trained on communication, review process and defining clear goals. HR managers are also advised to drive this process and guide both managers and employees to ensure employees are kept engaged and motivated.”
Lead photo / StockUnlimited
This article was first published in Human Resources and is reproduced with permission. Original article can be found at http://www.humanresourcesonline.net/why-hongkongers-find-performance-reviews-frustrating/
in All markets by Anthony Wong
7 types of companies that drive job seekers away
Are you having a hard time finding a decent candidate to fill a post? Or you have found some perfectly competent workers to join the team but somehow they flee for another job in a month or two? If your answer is yes to these questions, then your company might have at least one of these qualities that applicants try to stay away from. A recent post on Glassdoor shared 7 characteristics of companies that may scare potential candidates away, and here is a summary.
1. High turnoverRapid hire and fire, especially in management or leadership, signals that either the leadership cannot decide what specific qualities they are looking for in a candidate or the company culture is despicable that people just won’t stay. Candidates may consider the job a waste of time even if they get it, as they know they may sooner or later be the next victim.
2. Bad reputationIn an age where the younger generation values company culture more than ever, a bad reputation may hurt your company like never before. If your recruitment effort so far has gone nowhere, chances are your employees, current or those who have left, speak negatively about your company. Also, don’t ever try evading candidates’ questions about company culture during interviews. Candidates are smart enough to smell out the truth.
3. False publicityCompanies spend handsome amounts of money on marketing and branding. They may have a stunning website, roll out top-notch campaigns and get featured in top publications. However, none of these really matter to candidates if they are going to spend more than a third of the day in the office but the day-to-day operation doesn’t live up to the expectations that these companies try to set up. Are you still using computers from 10 years ago? Do the leaders get an ocean view room while the rest of the team has to cram into small cubicles? Start making your office a better place for your employees if you want to keep your most talented staff.
4. Top heavy structureWhile brilliant leadership is crucial, overly centralised management may not be the most effective structure to have in a company. Employees trust in senior leadership, but at the same time, they want to be trusted. Also, potential employees will read reviews of your company, so make sure your company reviews and hiring process reflect that you care about all team members, and more importantly, recognise their effort. If you place too much emphasis on the rank and file employees and neglect others’ effort too often, employee satisfaction may flop, leading to low retention.
5. Not keeping promisesOver-promising doesn’t make you look good. As a matter of fact, it does the exact opposite. As the talent war wages on, many companies are guilty of making more promises than they can actually deliver around the job, from compensation packages to company culture and branding. Trust is an asset of any company. Once your employees lose trust in you, your company is doomed to fail.
6. The “stagnator”A stagnant company is one that places little emphasis on growth and development of its employee. This kind of company usually lacks learning opportunities, fails to promote mentorship, and doesn’t offer much room for career or personal growth of its staff in general. While it could be ideal for a certain type of job seeker, many of the best talents find the life in a stagnant company extremely unsatisfying.
7. Lack of a clear directionIt’s understandable to not have a clear direction at some point. Just like our personal lives, sometimes we are blindsided by situations beyond our control. We need time to reconsider our choices and explore new possibilities. That said, if your company doesn’t have a clear plan or any long-term goals for the future, it is definitely a red flag in a candidate’s eyes. Also, the hiring team should be ready to talk openly about what direction the company is hoping to go in and any major challenges.
Lead photo / StockUnlimited
This article was first published in Human Resources and is reproduced with permission. Original article can be found athttp://www.humanresourcesonline.net/7-types-of-companies-that-drive-job-seekers-away/
20/07/2018 Fri 09:49 in All markets by Anthony Wong