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Posted by on Sep 10, 2013 in Entrepreneurship, Featured, Food For Thought, Managing People | 3 comments

A Simple Tip To Balance Being Nice Manager and Deliver Results

A Simple Tip To Balance Being Nice Manager and Deliver Results

As a manager, I have always wanted to find balance. On the one hand, I want to be nice. I want my team to trust me, like me, confide in me, and enjoy their time around me and around each other. On the other hand, I want to deliver great results. I want to continually improve and over-achieve as a team and as individuals in the team.

Finding this balance is tough. Here’s a tip.

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Posted by on Sep 1, 2013 in Featured, Food For Thought, Managing People | 0 comments

Have Fun At Work And Improve Performance While You’re At It

Have Fun At Work And Improve Performance While You’re At It

“Did you try harder?!”

That was my favorite response when someone on my team came for help solving a problem… especially someone new. The response initially gets a surprised pause followed by a smile when she realizes it’s a joke. Eventually, people would start by “Yes Noor, I tried harder…” and continue with the issue at hand.

Little jokes like that lightened up the mood and added a little fun in our workplace. It was a piece of a puzzle of creating a great working atmosphere where people actually enjoyed coming to work. I loved it.

Here are some tips for injecting fun into your workplace… and improve performance while you’re at it.

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Posted by on Aug 9, 2013 in Featured, Food For Thought, Managing People | 4 comments

Go The Extra Mile For Your Team

Go The Extra Mile For Your Team

  I was in a shop the other day watching the manager give heat to one of his employees. As soon as the manager walked away, the employee started complaining to his colleague. As I watched the employees robotically do their work, it was clear they were unhappy. I started thinking about how important it is for managers to treat their teams well. Many companies preach about how important their employees are. Some deliver on that, but very few go the extra mile for their employees and do something extra ordinary. Some companies like Zappos built a culture that helped them become a billion dollar company. For me, treating my team well was a priority. I always told my team that I would bend over backwards for them as long as they meet me half way and put an honest effort into their work. That was nice, and the team appreciated it as I delivered on that promise through actions. But still… that wasn’t really extraordinary or unique. One...

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Posted by on Jul 15, 2013 in Featured, Food For Thought, Managing People | 2 comments

Are You Rewarding Underperformance?

Are You Rewarding Underperformance?

“This is the second month her performance has been poor. She seems to be bored and unmotivated, so I’m thinking to put her on a special project to get her excited about work again. What do you think?” That is what my assistant manager told me while we were discussing the team’s progress. He was referring to a team member who was a good performer, but had a sudden and sharp drop in performance. “No. That’s actually the opposite of what we should do.” I replied without hesitation. As a perplexed look started to take shape on his face, I explained that “we would be rewarding underperformance by putting her on a special project”. The message we would be sending is ‘slack off and  get rewarded with working on cool projects.‘ His predictable reaction was “we can give her a strong word of warning and clarify that this is not a reward.” “Actions speak louder than words” was my prepackaged, generic, buzz-wordy, cliche, yet appropriate response. It won’t matter...

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Posted by on Jul 2, 2013 in Featured, Food For Thought, Key Skills, Managing People | 0 comments

Why and How To Admit Your Mistakes – 5 Simple Steps

Why and How To Admit Your Mistakes – 5 Simple Steps

  I was in the meeting room with one of my team members. She had a look on her face that combined surprise and delight. It was her monthly performance review, which I started off by apologizing to her for being a little harsh on her during the team meeting earlier that day. I explained that I wanted to encourage other people to contribute, but I was wrong to shut her down when she wanted to contribute. I assured her that I appreciated her contribution and wanted to encourage it. She said she was not bothered by the interaction, but appreciated my apology. That interaction crystallized a lesson I had learned from managing people. One of the most important things a manager needs to have is his/her team’s respect. It is an important catalyst that allows the manager to lead a great team. It cannot be bought. You cannot fool people into respecting you (not for long at least). Respect is earned through actions you take, especially in tough times when...

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Posted by on Jun 20, 2013 in Entrepreneurship, Featured, Food For Thought | 0 comments

Meet and Beat The Biggest Obstacle To Starting Your Business

Meet and Beat The Biggest Obstacle To Starting Your Business

A lot of obstacles pop up as you start a business and work to make it successful. You have competitors, required capital, self-limiting habits & beliefs, and many others. All of them can be overcome. However, there one obstacle that is the toughest of all. It will stop you from starting your business and cloud your judgment as you build your business. It can also sink your business.

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Posted by on Jun 12, 2013 in Entrepreneurship, Featured, Food For Thought, Managing People | 2 comments

The Root Cause of Good and Bad Customer Service

The Root Cause of Good and Bad Customer Service

Have you ever felt like reaching over and hugging the person behind the counter? Have you felt like reaching over and beating the person up? We all have our good and bad customer service stories. Below are real life examples of a good and a bad customer service encounters. Then the conclusion of what makes a company provide either the good or bad experience to their customers.

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Posted by on May 20, 2013 in Featured, Food For Thought, Managing People | 0 comments

Would You Counter Offer When Someone Resigns?

Would You Counter Offer When Someone Resigns?

A friend of mine resigned from his job to take a new position with another company. Interestingly, his boss immediately counter-offered with a higher salary, approved a special project my friend was pushing for, and promised other improvements. The counter-offer made my friend pause and think for a bit, but it was a little too late. This scenario has happened with a number of people I know and most of them got “upgrade” offers when they resigned.

It always makes me laugh when I hear such stories. I find it silly for a manager to make those upgrades AFTER a resignation instead of before. It just seems backwards to me.

Let me explain my logic using gardening.

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