Ang Tamang Relasyon ng Boss at Empleyado

(Photo source: Work Place Rantings)

Ang loyalty ay isang katangiang madalas hinahanap ng mga manager sa kanilang mga empleyado. Bakit nga ba hindi?

Isa itong mahalagang sangkap sa pagtatagumpay hindi lamang ng isang team kundi ng organisasyon sa kabuuan. Madalas, iniuugnay ito sa tagal at haba ng pananatili ng empleyado o sa kahandaan nitong gawin ang lahat para sa kanyang trabaho - ito man ay pagtatrabaho ng extended hours o pagsasakripisyo ng pansariling kapakanan.

Subalit sa ulat ng International Labor Organization (ILO) ng United Nations noong 2011, ang mga organisasyon ay nagtala ng 10% hanggang 30% employee turnover o pag-alis ng empleyado. Ibig sabihin, sa bawat 100 empleyado ng isang tipikal na kompanya, 10 hanggang 30 ang umaalis at lumilipat sa ibang trabaho. Sa kabuuan, ipinakikita ng ulat na ang ugat ng pag-alis ng empleyado ay ang bumababang loyalty sa organisasyon. Ganon din, ang employee turnover ay isa sa mga hamong kinakaharap ng maraming organisasyon, na kung hindi matutugunan ay maaring magdulot ng pagkabigo sa pagkakamit ng mga plano at malaking gastos.

Ito ang dahilan kung kaya maraming organisasyon ang naglalaan ng oras at salapi sa mga programang makapagpapatibay sa employee loyalty, gaya ng pagbuo ng HR Department, pagkilala sa length of service, paghuhusay ng mga benepisyo, makatwirang halaga ng suweldo, trainings at iba pa. Ngunit ang tanong, kung maibigay nga ang mga ito, sapat na ba upang ang isang empleyado ay maging loyal sa organisasyon? Sa librong First Break All the Rules: What The Worlds' Greatest Managers Do Differently na isinulat nina Marcus Buckingham at Curt Coffman, sinasabing "employees don't leave jobs, they leave managers." Kung ang isang empleyado ay hindi makasundo, hindi gusto, at hindi iginagalang ang kanyang manager, ito ay aalis sa organisasyon kahit pa gaano kalaki ang suweldo o kahit pa gaano kaganda ang benepisyo.

Ito ang katunayan na malaki ang papel na ginagampanan ng isang manager hindi lamang sa mahusay o palpak na performance. Higit sa lahat, ang isang manager ang may pinakamalaking maaring iambag sa pagpukaw at paghubog ng loyalty ng isang empleyado. Kahit anong programa o benepisyo ang ipatupad o kahit gaano pa kaganda ang intensyon ng organisasyon na alagaan ang mga empleyado nito, nasa paraan ng paghawak ng isang manager kung paano ito mararamdaman ng empleyado.

Ang manager ang kumakatawan sa organisasyon at nasa paraan ng pakikitungo niya naipahahatid sa mga empleyado ang mensahe ng pangangalaga ng iniuukol ng organisasyon.

Sa lathalaing isinulat ni Alan E. Hall, CEO ng isang organisasyong tumutulong sa mga entrepreneur sa pamamahala ng kanilang mga negosyo, hindi lamang tinalakay ang papel na ginagampanan ng isang manager, upang ang empleyado ay maging kuntento at masaya sa kanyang trabaho. Ibinigay din dito ang ilang gabay na makatutulong sa paghubog ng employee loyalty:

(Photo source: Civil Society)

1. Hindi ito tungkol sa suweldo. 

Sa simula, maaring ang nakaakit sa empleyado para manatili ay ang malaking suweldo o ang magandang benepisyo. Subalit kung ang ugnayan ng empleyado at organisasyon ay nakasentro sa pera, ang employee loyalty ay nagiging kondisyunal. Ang totoong katapatan o loyalty ay isang emotional bond at hindi nabibili ng anumang halaga ng pera. Higit sa malaking sweldo, ang mahusay na pamamahala ng isang manager ang nakapagpapayabong ng loyalty ng empleyado sa organisasyon. Kapag nasasabi ng empleyado: "ang manager ko walang pakialam sa akin, ang gusto lang niya target!" ito ay pasimula ng suliranin sa ugnayan ng manager at empleyado.

Walang mawawala kung ang isang manager ay maglaan ng oras na umupo at kausapin ang empleyado sa kung kumusta na siya, ano ba ang ang mga plano at nais niya mula sa kanyang manager. Karaniwang isasagot ng isang empleyado: gusto kong igalang mo rin ako kagaya ng paggalang ko sayo, kapag nakagawa ako ng mabuti purihin mo ako, kung nagkamali ako hayaan mo akong bumangon at matuto sa mga naging mali ko, maging sensitibo ka sa mga nararamdaman at sitwasyon ko. Sa paglalaan ng oras sa mga ganitong pag-uusap, hindi lamang magbubukas ang empleyado ng kanyang damdamin at kaisipan, lalo na sa ganitong paraan mararamdaman ng empleyadong siya ay mahalaga.

2. Pagkilala at pasasalamat. 

(Photo source: Jokes of the Day)

Nang mayroon kayong kailangang tapusin hanggang dis oras ng gabi, nagpasalamat ka ba sa mga empleyado ng matapos kayo? Minsan, ang maliliit na bagay na ito ang nakakaligtaan ng mga manager.

Kahit gaano pa katagal nagsasama ang isang empleyado at ang isang manager, kailangang maramdaman ng empleyado na nakikita at kinikilala ng kanyang manager ang lahat ng kanyang pagsisikap. Ang pagsasabi sa empleyado kahit ng simpleng rekognisyon kagaya ng: "magaling ang ginawa mo!" o "mahusay ang performance mo!" ay naghahatid ng malinaw na mensahe na sila ay kinikilala at pinahahalagahan. Kapag ang isang empleyado ay napupuri lalo na sa harap ng iba, sila ay nagiging mas ganado at masigasig sa paggawa. Madalas, hindi naman posisyon at titulo ang kailangan ng empleyado, kundi ang pagkilala sa kanyang husay at kakayahan.

3. Pride and ownership. 

Ang empleyado ay mas umuunlad kung siya ay mayroong sense of ownership sa kanyang paggawa. Kung ang empleyado ay hinahayaang mag-isip ng solusyon at lutasin ang mga suliraning kinakaharap sa trabaho, mag-desisyon at magpasya, siya ay nasasanay hindi lamang sa critical thinking kundi maging ng accountability.

Kung ang isang empleyado ay may bahagi sa mga hangarin at panaginip ng kanyang team, siya ay gagawa hindi lamang dahil ito ang kailangan kundi dahil ang mga ito ay parte ng kanyang mga personal na hangarin at panaginip. Dapat isipin ng isang manager, higit sa pamumuno sa isang team, siya ay inilagay sa unahan ng mga empleyado hindi upang takadaan sila kung ano ang dapat abutin. Ang mas mahalagang papel ng manager ay ang pukawin ang kanilang kalooban upang abutin ang mas matatayog pang panaginip.

4. Negatibong kompetisyon at pulitika. 

Ang kompetisyon sa loob ng team ay maaring magdulot ng mabuting epekto, ngunit ang palagiang pagkukumpara at tila pagsasabong ng isang manager sa kanyang dalawang empleyado ay nakasisira hindi lamang sa samahan ng dalawang pinagkokompetisyon, kundi sa ugnayan ng manager at ng kanyang empleyado. Ang isang manager din ay dapat na mulat sa mga empleyado o grupo na pinagmumulan ng hindi magandang kwento o hindi mabuting pakikitungo laban sa kapwa empleyado. Ang manager ay dapat na may kamalayan kapag ang pulitika sa loob ng kanyang team ay nagdudulot na ng kasiraan at hindi magandang ugnayan. Sa ganitong sitwasyon, kinakilangan ang matibay na paninindigan ng isang manager na ang ganitong gawain ay hindi katanggap-tanggap at dapat na iwasan.

5. Maging mapagkakatiwalaan. 

Kung ito ang hinahanap ng isang manager sa kanyang mga empleyado, ito ay dapat magsimula sa kanya. Ang sabi nga: trust is earned, hindi ito maaring sapilitang hingin. Sa paglipas ng panahon, sa pamamagitan ng mga positibong pag-uugali, saloobin, at pakikitungo sa mga empleyado, nakukuha ng manager ang tiwala ng kanyang empleyado.

Nararamdaman ng empleyado kung ang pakikitungo sa kanya ng manager ay sinsero o papogi lang. anuman ang posisyon ng isang empleyado, ang manager na tapat at marangal ay iginagalang at minamahal. Sa kabalintunaan, ang manager na nagsisinungaling, hindi patas, mapang-insulto, o mapanisi ay iiwan ng kanyang empleyado. Muli ika nga, "employees don't leave jobs, they leave managers."

(Pohot source: Five Fifty)

Maaring sabihin ng isang manager na ang loyalty ay isang katangiang dapat ay likas ng taglay ng empleyado.Maaari. Ngunit hindi ba't mas mainam na tingnan ng isang manager ang loyalty bilang isang outcome at hindi bilang isang expectation? Isang katangiang nahubog sa paglipas ng panahon dahil sa gabay at inspirasyong dinulot ng isang manager, at hindi isang katangiang agad ay inaasahang taglay ng empleyado? Iisa ang lundo: ang pagtubo ng isang empleyado ay nakasalalay sa kung paano siya igigiya ng kanyang manager- tutubo ng malusog at kasiya-siya o mananamlay at tuluyang matutuyo.

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On Our Way Back To Ancient Form of Writing

We have been witnessing that the English language is being obliterated by the casual use of more symbolic language on mobile devices and some social media internet sites. Casual writing formats are showing up where formal writing styles would be more appropriate and that most people don't know the difference. Are we witnessing the demise of a modern language or the birth of a new way to communicate that is rooted in ancient traditions?

The history of language and the written word is a fascinating trip through the evolution of human thought. Well crafted alphabets such as Hebrew, Greek, Arabic and Syrian have deeper functions than simply conveying words. They contain the essence of sacred sound, number, as well as the origin of change and motion.

For instance, symbolic communication is seen in certain ritualistic dancing. Some Asian and Polynesian cultures still practice this art, and the stories depicted by the dances are passed on to the next generation. However, to foreign eyes the symbols are only pretty movements and the tale is lost due to lack of translation. This type of symbolic communication through movement is rooted in primal language. Prehistoric tales around the campfire were probably not conveyed using long sentences strung together. They consisted mainly of gestures augmented by sound and a few words. This method still serves as the basis of modern sign language.

Pictorial based written languages such as those found in China and Japan are purely rooted in symbology. They were first developed to convey whole ideas, not single words or letters. The hieroglyphics of the Egyptian language were much the same. 

The idea of using symbols and abbreviated text in casual writing may strike Western readers as a lack of discipline or education. However, it may be a sign of the changing times toward a melding of global influence. The well formed alphabets mentioned previously are thousands of years older than the characters and structures used in the English language and they are still living languages today. By using symbols and abbreviations in everyday English, are we being lazy or are we opening ourselves to a cultural shift in our thinking?

Here's something to consider. It's very difficult for most folks to think without the use of words. Try it. Now, what if you could think in another language, like Chinese? Perhaps instead of words, you might be able to think in whole concepts or in the fluid waves of motion. What if you could think in Greek. Perhaps you could imagine spatial dimensions as well.

The lament presented by writers and editors is the grieving of loss and an inquiry about the future. In the West, casual language has infiltrated formal writing for centuries. But, adding or deleting words to the lexicon is very different from changing the basic rules by which we communicate. By incorporating more symbolic language, are we simply adapting to current technology and the accelerated pace of life or are we changing the way we perceive and communicate at a more basic level?

For the last ten years, several movies and books have appeared concerning the coming of the Indigo children. One of their hallmark characteristics is the ability to communicate with one another telepathically. As a group, they form an interconnected matrix that is constantly in touch with every other point on the web.

Current mobile technology emulates this type of interconnectedness. By incorporating a phone, an internet connection, and a camera, hand-held devices give each owner immediate global interaction at an unprecedented level. 

We are no longer telling our stories only with words. We are communicating through pictures and sound at a personal level and our unique point of view has less to do with our reaction and thought process than it does with where we were standing at the time in relation to the focal point of the event.

There is one fortunate side effect of this trend. When the Indigo children do arrive en masse, being in constant contact with one another will not be seen as odd or strange. More importantly, it will not be viewed as threatening. Perhaps we are merely using today's technology to usher in a major shift in the way we connect with one another. It is very likely that the evolution of our language will be a blending of science and intuitive wisdom into a new form of interconnectivity.

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Managing Your Time Wisely

How much time are you spending on creating change in your life? Are you spending time constructively or are you actually wasting time? And if you are, do you realize how this will affect your chances of success?

When you know what you want to do, the next step is to start working towards making it happen. But how much time do you actually allocate to your chosen goal(s)?

Of course for a lot of people it depends on how much time they have. But do you actually need a lot of time? What about if you don't have a lot of time, perhaps you have work commitments and a family to consider? Maybe you work 10 hours a day then have to come home and feed the children. Or are you one of the lucky ones who has many hours in the day to spend on your chosen goal.

But just how important is having a lot of time exactly?

I think what is important is not how much time you spend on your goal each day, (although the more time you spend the quicker you will get to where you want to be) but rather how you spend the time that counts. Just how constructive are you with the time you have?

Are you making monthly goals, weekly goals, daily goals or none at all and just doing stuff as and when you feel like it? How much time do you want to spend on your goals? Are you making enough time for yourself? Are your goals really a priority for you? Are your monthly goals being achieved? If not, why not?

Time becomes a precious commodity when you realize you aren't getting any of it back.

This is important because it isn't just about the time it takes to complete something, it is more than that. It is about showing yourself how committed you are to your chosen goal, it is about being more than just the words you speak, it is about understanding the long term gains to your short term movements / actions.

10 minutes a day spent actually doing something towards your goal is better than 1 hour thinking about it.

If you know something has to be done, why don't you go and do it the moment the thought enters your head, rather than making a mental note to do it later, (unless you are driving or some other similar activity) because more often than not in the time that follows you will think of more things that need to be done, which will then relegate the initial activity further down the list of priorities.

Become good at getting things done. Need ideas for a business? Spend time 10 minutes a day brainstorming ideas. Need to lose weight? Spend 15 minutes a day walking to the shops, or wherever. Need to learn Spanish? Spend 20 minutes a day with an audio CD learning new words.

Learn to be more constructive with the time you have got, you may be surprised by just how much you accomplish.

If need be write down a list of 2 or 3 things that you must complete each day and make sure they get completed no matter what, doing this will ensure you are constantly moving in the right direction.

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