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  Guest Post by Patrick Del Rosario It can be tempting to turn a blind eye to pesky employee squabbles and hope they simply work themselves out. Unfortunately, though, workplace disputes rarely work themselves out on their own, and even the smallest disagreements can escalate into more serious problems if left to fester for too long. According to recent research, between 24 and 60% of management time is spent on dealing with conflicts and anger in the work place. While it may seem like all this time would be better spent on some other aspect of running a business, it is important to keep in mind that employees are the very thing that keep a company going, and in order to keep your workforce productive, happy and stress-free, interventions are often necessary. Here are a few tips to keep in mind when settling conflicts in the workplace. 1. Stay neutral and listen to both sides of the story When dealing with conflicts amongst your employees, it is important that you stay neutral an...

Adapted from Dan Pink's talk at the RSA, illustrates the hidden truths behind what really motivates us at home and in the workplace. Interesting research work showing how higher rewards not always leads to higher or better performance for knowledge workers.  Makes you wonder if we need to review and redesign performance management philosophy and Organizations reward approach. Higher performance need not always be driven by higher rewards, economic behavior is also a function of purpose of work and inherent satisfaction which a job provides. I am reminded of Herbert Simon's Satisficing approach where he pointed out that human beings lack the cognitive resources to maximize: we usually do not know the relevant probabilities of outcomes, we can rarely evaluate all outcomes with sufficient precision, and our memories are weak and unreliable. A more realistic approach to rationality takes into account these limitations: This is called bounded rationality .  These observations ...

Steve Job's inspiring thoughts on his life and his journey so far.

Is Employee engagement all about inspiring people and managing emotions at work ? More than organizational policies, compensation and recreational activities at work, its leadership at various levels in the organization which engages employees. HR may always strive to come up with great policies, themes for engagement and fancy branding activities. But if there’s one aspect inspire people for superior performance at work is the quality of leadership and mentoring ability of leaders at multiple levels which organization culture facilitates . Some of the great places to work are those which have strong middle management leadership talent and they have always energized and inspired individuals in teams to go for extra mile. I have seldom come across a disengaged employee in teams which have good leaders. By leaders I do not necessarily means the ones who make so called “strategic moves” at corporate level. For an employee leadership is experienced and exhibited at team level. It need n...