Beat ‘The Peter Principle’ & Pick The Best!

How do people get selected for promotion in your organization?

Are they judged according to the new position’s requirement or do their past performances in previous roles play the major role?

If you agree to the latter, then your organization might be a victim of ‘The Peter’s Principle’

The Peter Principle, formulated by Dr. Laurence J. Peter and Raymond Hull in their book The Peter Principle, conveys that employees, in a hierarchy, sooner or later gets promoted to higher positions which they are probably not capable to handle.

This simply means people keep on getting promoted until they reach a certain level of incompetence. However, people do need some hierarchical uplift to stay motivated, yet this promotion cannot always be vertical and what today’s workforce looks for is a more expanded and wider self-development along with career growth.

Then how companies can put the principle aside? Have a look at some tips:

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1) Give Promotion Accompanied with Proper Training Session:

A person who is being promoted to a senior position is almost entirely new to that position and will take time in understanding new roles and responsibilities. Best way is to have the person shadow the current position holder for few days, say a month before the effective date, so that he/she can have a complete idea of the position’s roles and responsibilities. Another way is to have them attend formal training sessions.

2) Reward Employees Based on Their Performance & Efforts:

It is not always necessary to promote employees with a change in their designation. Sometimes, without any drastic change in their responsibilities, you can reward them for their hard work by offerings some free trip, a big gift or a salary hike. Providing them more responsibilities within their roles, like giving a chance to lead an important project, can act as a great morale booster and will also help in avoiding departmental stagnation.

3) Take a 360 View of the Employee’s Performance:

Employers often become myopic when considering an employee for promotion. Giving consideration only to his/her recent accomplishments or former track record is not just enough to take the final decision. These aspects don’t guarantee their success in the future. Take decisions based on the individual’s expertise and assess him/her on decision making capabilities and technical proficiency. This will help you decide what type of role that candidate will fit in!

4) Talk About the Employees’ Expectations and Career Aspirations:

Talking to employees about their career expectations and interests about holding a higher position, will help in analyzing where they would like to see themselves and whether they are satisfied with their current role or not. In this way they won’t be compelled to do something that they are not comfortable about.

Promotion is a kind of positive strengthening for the employee being promoted. It helps them analyze that they are performing well and their hard work is properly recognized and rewarded accordingly. But, the promotion process must not be taken lightly as the consequences can be hazardous for the entire organization with unwilling candidates on top positions. These tips, when applied successfully, will definitely help in combating ‘The Peter Principle’ and its after effects. Moreover, having a Performance Management System integrated in the organization will provide data to analyze each individual’s performance in a much better way and on a regular basis.

As millennials continue to enter the workforce at a rapid pace, employers need to transform old traditional methods and create an environment best suited for this generation. The Gen Y employees don’t just settle for a promotion, they need proper scope and advancement in their career and value only what interests them. This provides a perfect chance for the employers to get rid of The Peter Principle and develop new and engaging principles of their own.

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What Lord Shiva Teaches HR Professionals This Maha Shivratri: Stay Unbiased!!

In my previous post on Lord Shiva, Lord Shiva Personifying the “Ideal” Entrepreneur!!”, I portrayed the different forms of God of Gods, Mahavdev such as Rudra, Shipra Prasadi and others into different entrepreneurial roles. But, apart from just these traits, the deity has innumerable skills and capabilities that make him the complete institution in himself.

Lord Shiva, one of the three superpowers has a lesson for every individual through his great legends. Mythical studies have clearly proved that he was an impeccable character and always chose to stay away from the “materialistic” world.

Lord-Shiva_TeamWise

While, he is the “Bholenath” and has so much to learn from, yet one of his skills of being detached from materialism gives a great learning to the Human Resource professionals across all industries.

Everybody knows that Lord Shiva is the only God who is equally worshipped by Devas and Rakshas. Now, with a corporate perspective, every organization comprises of different performance categories of employees and these include top performers, average performers, below average performers and the poor performers.

Here, just like Lord Shiva didn’t bothered about the nature of the worshipper and admired his/her true dedication towards the God, similarly, HR person must also keep self unbiased and treat every employee equally. There can be many reasons or limitation at individual level that contributes in his/her performance, but HR should be the same for every employee. At the appraisal time, you must focus on every employee’s intention and efforts instead of the outcomes. Yes, outcomes are important, but other aspects do matter equally!

Thus, you must not make underperformers feel low or un-catered as compared to the top-performers. This will help you establish a balanced approach towards managing your human capital as well as keeping all employees satisfied and happy!

Take care of Your Employees and Keep Learning From Lord Shiva at different phases of your organizational convoy.

Happy Maha Shivratri!!! 

Prateek-Sharma-TeamWise                                                                        

Is Your HRMS Capable of Clearing “The Stress Test”?

Businesses have started realizing that hunting for the right talent is just like a never ending war. The only powerful asset that a company can win with is the human capital! Thus, organizations must strive to attract the talent as much as they can. To win the war for talent, you need your key and that can be your HRMS system.

Sounds Strange? But that’s true! A talented workforce always prefers the right tools and technologies that give them easy flow of routine processes so that they can concentrate on work instead of making rounds of HR cabin!

However, you can get ample of options available in the tech market, but how would you determine which one to pick??

THE STRESS TEST!!!

Stress-Test-TeamWiseWell, it is important to test your HRMS considering the dynamic business conditions, when employees frequently switch their jobs or get promoted or transferred. Thus, for every situation your system must be ready.

Here are a few quick test features:

Situation #1

Employee gets promoted, increment or quick transfers: Is the system capable of handling such changes for employee, ensuring that all ESI, Professional Tax, PF, Income Tax, etc. related calculations are correctly done.

Situation #2

Company’s in-built System Works In Conventional Fashion: Is the product efficient enough to get integrated with company’s in-built system and work across all HR areas.

Situation #3

Office with Multiple Locations: If an organization has offices at different locations and there are considerable new entrants, promotions, transfers, absences, then your system must be capable enough to upload the transactions and process leave balances and payrolls precisely, either through a centralized location or in a decentralized manner.

Situation #4

Employee Self-Service: Is the system capable to handle simultaneous data uploads or requests sent by multiple employees at the same time. Employees also need the latest updates in terms of their salary break down or any upcoming event such as birthdays, anniversaries or new joinees.

Situation #5

Change Accommodation Possibility: Incase, an organization has a unique process and needs the HRMS system to accommodate the process along with the other HR & Payroll process, is the HRMS capable of doing so within feasible time and costs?

However, there are many conditions on which you can test your system, but these 5 remain the critical ones or the must haves for an effective HRMS. Thus, if the system clears this test, then surely it can be your key to win over the most demanded talent.

TeamWise clears the Stress test with Flying Colors!!! Have a Quick look at the tool:

TeamWise-Recruiting Management

To learn More @TeamWise-Workforce Management

Emotional Intelligence Can Help You Become That Top Performer!

Everyone believes that to be a top performer, all you need to posses is proper domain knowledge, intellect, and relative skills and abilities. But, what we all tend to forget is, despite of all these deciding factors, there is one important factor that decides the direction of your actions. It is the EMOTIONAL QUOTIENT that makes a relation between your mind and heart to work in consensus.

TeamWise-Emotional Intelligence Can Help You Become That Top Performer

This is a proven philosophy that you cannot really win if you don’t have emotional intelligence. However, people instinctively possess it or develop it on their own through experiences and situations. But those who are poor in it, need to make efforts to have it in them to be the right cultural fit!

Here are a few tips that may help you improve your E-Quotient:

OBSERVE:

 Every individual has his own set of unique traits. Thus, you have a lot of variety. Just observe them, study about different people, their habits, their style and individual characteristics. This’ll help you understand people better and determine how to deal with them.

SELF-EVALUATION:

Before researching on other personalities, evaluate your own! Get to know yourself better, your strengths and weaknesses. This will make you a better evaluator of situations and deciding how to take on them as per your capabilities.

DON’T WORRY:

People who worry are more likely to lose the battle even before they start! Getting worried about future situations not only makes you uneasy but also deters you from focusing on present situations. Thus, you must stay calm for any situation and face it with grace!

BE A LISTENER:

To gain emotional intelligence, you need to have that patience to carefully listen to others. Take my words, not just hearing, but listening! If you do that, most likely you have solution for problems much before they appear.

EARNEST & ETHICAL:

Since these people have the ability to calmly welcome situations, they can comfortably pen down the pros, cons and conclusions in different circumstances. Moreover, such people are morally and ethically upright and always follow the code-of-conduct while dealing with any situation. And to your surprise, they come out as a winner!

Thus, these are a few quick tricks that can make you emotionally sound. Being such an individual not only makes you a dynamic personality, but a great employee too, on whom every manager relies. If you have it in you, then you can become the most trustworthy person in your team. Moreover, senior management may ask you to make better judgments and decisions during critical situations with the help of Employee Information Systems that give you reports and data during strategic planning.

Stand Out Tall Even During Direst Of Situations!

Setbacks…!!

Facing troubles, challenges, failures are all a part of our routine lives and can be considered as the building blocks of any successful journey! Especially if these are occurring in your professional lives, then be aware which one is for a smoother journey ahead and which ones are cues that you are moving into wrong direction.

Many of you consider these set-backs as dead-ends and lose your battle towards success. The article Setbacks! Are They Pulling You Back? suggests you ways to overcome these situations and get Back with a Bang!

TeamWise Setbacks

Author Bio:  Prateek Sharma is the Director at TrogonSoft, a company applying product development technologies and devising innovative technology products. Our product, TeamWise, an HRMS & Payroll Software enables companies to streamline and automate all their routine employee-related tasks with utter precision and accuracy.