Follow us on
Share this page

You are browsing the archive for April 2016 - MANCER Consulting Blog.

Underperforming Employees: Motivate Or Let Them Go?

April 29, 2016 in Services

Underperforming Employees Motivate Or Let Them Go

Underperformers become a liability instead of being an asset for any business. It is daunting to deal with them. Obviously, firing them seems to be the most rational and viable alternative but it has its repercussions too. Experienced staffers opine that you should analyze and give your under scorers, a fair chance before letting them go.

Analyzing from Employer’s Perspective:

Before reaching out to any harried decision, take some time to understand the probable factors leading to such incompetence from an employee who was once hired due to his or her exceptional skills. Have you clearly defined their roles and given them a periodic feedback about the same? What resources are you providing to let them meet the deadlines? Does your company have morale boosting techniques employed for such staff members? Answer these questions and you may find the solution.

Analyzing From Employee’s Perspective:

Once you have completed your introspection, it’s time to read the mind and behaviour of your underperformer. Make a note of their past endeavours to understand if they are working up to their potential or not. Comprehend their approach towards the projects and their ability to manage the stress. Finally, try to see if their professional objectives are hindering their performance in your company.

The Plan of Action:

Once you have analyzed the situation from both the perspectives, it’s necessary to take an action which is justified.

Performance Improvement Plan or PIP:

It is the best resort in case of underperforming employees. If you still have expectations, give them an opportunity with your full-fledged support. The essentials of any PIP are the areas of improvement along with the tools and training provided to achieve the same. Set the benchmark for success and the deadline to reach there. If your employee has the potential but is dragged into the wrong position, this model will definitely help.

Follow Up And Reward:

Monitoring the progress of such employees will give you a better insight about their future within the company. Make them accountable and ensure that they are rewarded for their extra efforts. Recognizing their achievements can make them work. It may increase the costs for company but will turn out to be economical in a broader view to avoid expenditure on rehiring for the same position.

Terminate The Employment:

If none of these initiatives improve the performance of underachievers, it is time to move on and show them the doors. Severing the ties is the last option but you have to take it once you are assured that such employee is still breaching the rules and causing undulating effects on the overall performance of your staff.

4 Annoying Habits of Candidates

April 28, 2016 in Services

4 Annoying Habits of Candidates

For a job-seeking candidate, making an enduring impression is the top pursuit and driving the recruiter crazy is the last. But many candidates take it vice versa and spill the beans with their annoying behavior. Being exceptional with your replies can’t suffice. You need to behave astutely right from the job hunting till the post interview follow-up. There are some serious let-offs from the candidates that kill all their chances of recruitment. The top 4 annoying habits of candidates are:

1. Not Reading the Job Postings Properly:

This is a horribly annoying tendency of some candidates. The worst aftermath is that they end up applying for a job they aren’t even suitable for. These candidates slay all their prospects in a spur-of-the-moment. Whenever you are on a job hunting spree, you have to stay cautious about what you see and read in any posting. Understand it completely and follow the application procedure accurately to keep up your chances of being called for an interview.

2. Improper Resume with Lots of Mistakes:

Recruiters hate to see the grammar and spelling mistakes in a resume. They are completely taken aback by such reckless discrepancies along with the exaggeration of facts. You should never try to overstate your credentials in the resume. At the same time, don’t make it a personal statement of your life. Make your resume precise and readable to impress the recruiter else than annoying them with a sloppy one.

3. Complete Faux Pas At The Interview:

Arriving late for the interview or being clumsily dressed are other ways to annoy the recruiters. Sometimes, candidates prepare for a real gaffe in these ways. While attending an interview, you must look enthusiastic and interested. Switch off your mobile phone and don’t blabber negatively for your past recruiter. All these things irritate the interviewer and your chances are gone.

4. Following Up Like A Stalker:

Once the interview is over, you will be conveyed the follow-up period of the job. You should wait till then. However, some candidates find more sense in stalking the hiring manager. Well, this is certainly never going to help you. Don’t try to make frequent calls in their office or leave daily voice mails. It is irritating. The referral plan of using your connections within the company also pitches you in the wrong perspective. Be patient and wait for a call from the HR instead of being totally edgy with it.


Office Gossip: Impact on Career Growth

April 27, 2016 in Services

Office Gossip Impact on Career Growth

Who isn’t lured by the juicy rumors and gossips floating around the office floors? It’s irresistible but may be deteriorating for your career graph. Office politics has always been there and loved by many. There’s no harm in being engaged with this “he/she said what” game in your office. However, you must know when you are getting sucked into this completely. Office gossip has a negative connotation for your career in many ways.

If you are the victim of gossipmongers, you will certainly end up losing your well-built reputation at work. And if you are a participant in it, you will lose some crucial partnerships in the office. Venomous talks can ruin the best teams making them formidable. It perversely affects the entire project when teammates are bullied or gossiped pointlessly. It alienates you from a particular group or you may end up being labeled as per your gossip team instead of your capabilities. Both these conditions are worse for your career.

You can completely avert any negative flow of information with quarantine behavior that suffices the courage to say ‘NO’. It will save you from the negativity of these talks and you can better concentrate on your work. Similarly, stay away from the sessions of complaining about the boss running the rumor mills.

However, the impact of malicious gossips can also be rehabilitated to your advantage in the following ways:

Listen To Them With All The Senses:

If you can’t avoid, then be cautious while listening to these gossips. If you listen properly, you are in a position to plan your future actions in a better way to avoid biting the dust later. It also gives you an edge over the other people who are not so serious about the whole drama.

Make A Trusted Network:

It is essential to build your professional relationships on the grounds of trust. Once it is done, you can refrain from the negative office politics and save your reputation from any disgrace. Use your network wisely for the advantage of your work and team.

Steer Clear From The Negative Politics And Control Your Behavior:

You can identify the peer groups that are unnecessarily trying to hamper the overall efficiency of the organization. It is better to understand such people and be prepared to nullify their negative play on time. Identify your role in the office and calculate your behavior accordingly. Always trust the authenticated information, be positive, assertive, and a thorough professional in your approach.

Is It Really Gender Inequality Or Inability?

April 26, 2016 in Services

Is It Really Gender Inequality Or Inability

Gender inequality has been a continual subject of contention in the higher echelons of corporate world. In top managerial positions, women still have lesser representation than anticipated. Who is to be blamed for this disparity? Is the gender inequality restricted to the wages gap or has moved even forward? These are questions that must be addressed to resolve this issue.

Is Gender Inequality A Reality?

It will be unwise to judge this issue from a single perspective. It may sound like a broken record but there is a valid argument pointing towards some women planning their career to ultimately spend more time with family and kids. They are inherently unmotivated to move up the ladder at their office or lack the confidence to rein in the top realms. There are studies saying that women opt for low-paying industries to restrict the challenges being posed to them. Are these the misconceptions or realistic terms that must be accepted now?

Where Is Gender Inequality More Prominent?

In reality, it is a wake-up call for the entire corporate world. The gender gap exists everywhere from the journalism to software programming. Women are offered the jobs that are less intensive and lower paying as compared to their male counterparts in fields like tech, law, venture capital, etc. It is time to ponder if this inequality stems out of the incompetence of women or inability of men to treat them equally. Even the high-level executives and programmers from Silicon Valley are belligerent about this gap.

Even in merit-based field of sales, this gap exists due to inferior accounts with lesser commissions being handed over to the women. It is a case of absolute discrimination camouflaged as merit-based pay.

What Are The Real Causes Behind Gender Inequality At Work?

The undervaluation of women’s work is the foremost cause of this inequality. In male-dominated industries, it is a common phenomenon to witness fall in wages with a rise in the number of females.

Secondly, the motherhood highly depresses the chances of bridging this disparity at the workplaces. The pay gap increases when women attain motherhood. Their wages fall but it happens vice versa for men attaining paternity. It becomes harder for women to maintain work and life balance.

Women fall easy prey to the office politics. Although women outperform men in higher managerial positions, they suffer from politics that denies them the equality of unbiased promotions.

It is a tough proposition to bring overnight changes into the stances about women at workplaces. However, small yet concrete steps can payback over the time. Changes have been evident at some levels but there is still a long distance to be covered.


Click here to subscribe our quarterly publication icube.