Thursday, April 18, 2024

How To Build Situational Leadership Qualities?

How To Build Situational Leadership Qualities

When you started your career, was there any team member who took the initiative to train you on the job? Was the colleague able to guide you through the difficulties you faced then? Was your manager able to encourage, educate, and punish your mistakes as per the situation you were facing? After some years, were you able to guide your juniors and take up the mantle of a leader?

The above questions point to one of the important qualities a person has in life – leadership. Taking the initiative to lead people takes a certain amount of vision and confidence.

Finding the right way to lead someone in their tiring moments or guiding them out of a dilemma makes a good leader. It depends on the situation also. Even if you are not a leader you can also be a situational leader for your colleagues or friends.

Situational Leadership

The goal of the situational leadership model is to understand the situation and act accordingly. There are no fixed leadership methods apart from references that say what can be done under various situations.

Leading people is one of the most difficult tasks for each individual has their own background, personality, style, ego, motivation, or thought pattern. Situational leader needs to adapt to the people around them.

The term and the associated nomology were developed by Paul Hersey, a management professor at Ohio State University, in the 1960s. later, he joined author Ken Blanchard to modify the theory based on behavioral psychology and jointly published Management of Organizational Behavior in 1969. The theory considers leadership styles, level of ability, and willingness to complete tasks by the listeners.

The main advantage of situational leadership is:

  • Help managers adapt to the work environment
  • Adopt a leadership style based on organizational conditions
  • Consider employee competence and commitment levels
  • Determine the task’s complexity, direction, and necessary support
  • Develop a flexible mentality to empower team members
  • Helps to bring out the best results

How to Develop a Situational Leader

The Hersey-Blanchard model describes four leadership behavioral styles. They are telling, selling, participating, and delegating. You can attend situational leadership training or workshops to develop this skill. But it all boils down to,

  • Flexibility
  • Be a listener
  • Sense of direction
  • Ability to encourage
  • Coaching


A situational leader needs to pay attention to the changes in the surroundings of the team, task, or organization. Any personal or professional changes can affect the team members or colleagues both positively and negatively. Adjust the leadership styles accordingly to make the best out of such scenarios.

Be a Listener

To understand what’s going on in the team or the organization, a leader needs to be a good listener. By leveraging their active listening skills, the leadership can understand and implement strategies. Be patient and understand the root problems to find solutions.

Sense of Direction

Leaders need a good sense of direction for their team members and the business. By learning about the people under them, they can guide them in the right direction.

Ability to Encourage

Encouragement is one of the fundamental qualities of a leader. This behavior can create trust and psychological safety for the followers. People can share their thoughts, inputs, failure, and experience with the leader. The right amount of encouragement can improve the mental outlook of the person.


To be most effective, a situational leader should be a good coach. Develop skills in training people in a multitude of topics as required. It provides backup support to the team members on the spot. It also helps the leader to improve their repertoire significantly.

4 Ways HR Will Change for The Future of Work

4 Ways HR Will Change for The Future of Work

The pandemic has taught decision-makers in organizations to truly value HR professionals but, as we adapt to our new ways of working, there are new roles this sector will need to fulfill.

The last decade, particularly 2020 – has seen dramatic shifts in the way we work, and more change is yet to come. With work evolution in every industry, HR job roles will change and new functions will shape up in the years to come. HR’s role within organizations will be central to this transformation in the changing work environment.​​

A recent study conducted by The Cognizant Center for Future of Work and Future Workplace has predicted that as a result of the pandemic, over 21 new jobs will be created within the next decade. Among the several new HR functions and roles likely to emerge, here are 4 new HR functions for the future of work, which are of high significance: 

1. Employee wellness 

For a long time, employee benefits such as cinema or concert tickets, table tennis in the office, or after-work drinks were very much seen as the benchmarks for providing employee happiness and satisfaction. The pandemic has highlighted that these sorts of benefits are only successful up to a point and that, in reality, something far more substantial is needed.

In the advent of the global pandemic, greater attention has been given to employee wellbeing over the last few years, and particularly the last year. A 2020 survey of HR professionals indicates that 43% believe it to be the greatest challenge facing HR departments.

To address employee wellbeing issues in 2021, there will be more HR jobs – to promote employee wellness and satisfaction. These include roles like wellness managers, wellbeing directors, health coaches, fitness coordinators, workplace environment architects, chief purpose planners, etc. Their responsibilities include addressing issues relating to general employee health and wellbeing through the creation of specific initiatives and programs, as well as spearheading the adoption of meaningful benefits, rather than just monetary.

2. Diversity and Inclusion 

Over the years, various socio and political events have also forced organizations to consider the diversity and makeup of their teams. Notably, the ‘Black Lives Matter’ movement was (and continues to be) instrumental in highlighting the injustices and discrimination that minorities experience in day-to-day life.

Organizations often put too much emphasis on the ‘cultural fit’ within their teams and neglect aspects relating to ‘cultural add’ – that is, adding diversity to an organization. To avoid such occurrences, organizations should consider employing a human bias officer or a diversity officer. These roles are to identify where the biases may occur in a business and then address these concerns through relevant training programs.

Therefore, in the future, we can expect such roles in recruitment processes to ensure that candidates from various backgrounds are all receiving the same opportunity when it comes to applications.

3. Innovation in working style

Events over the last year have forced many organizations to reconsider their longer-term working habits and promote flexibility for all their employees in terms of remote working. It has become a norm and also a popular way of working for the years to come. 

Although many organizations have been successful in implementing remote working policies successfully, there is still more to be done to ensure that employees have the right conditions to work in and that they don’t feel burned out. 

In this regard, work from home (WFH) facilitator is a role that can establish working practices and provide the necessary support for remote working employees. Their responsibilities include the creation of procedures and processes to help and coach employees on how to build workstations anywhere that promote greater productivity. 

4. HR data analytics and management 

The pandemic has highlighted the need for HR departments to become more efficient and more data-driven. With teams working remotely, conducting timely surveys and gathering employee insights has been crucial in allowing HR teams to respond to key issues affecting employees.

Looking into the future, if HR teams are to play a role in organizational recovery, leveraging data will be essential, to ensure that they are meeting the requirements and expectations of all stakeholders.

In this context, the title of ‘HR Data Detective’ might prop up. Although suspicious, in reality, however, the purpose of this role is to investigate trends or inconsistencies in data, integrate all HR data, and ensure its ethical implementation within an organization.

Another role that could emerge is that of a Human Network Analyst. HR leaders should think about the importance of encompassing many different areas within HR, including:

  • how teams work together in unison and effectively engage in communication
  • whether an organization can successfully engage with remote employees
  • areas relating to organizational diversity and employee wellbeing

To do this, human network analysts will rely on data analytics and artificial intelligence in the future – to gain perspective of the overall operational efficiency of an organization. Consequently, the data and insights they collect will then enable key decision-makers to identify areas for improvement and restructuring.  

A New World of HR

The pandemic has therefore forced HR leaders to rethink their mission and propose new ways of working, learning, and collaborating across the enterprise. These new roles are the initial stepping stones to modernize HR and bring it up to speed with other business functions. As workforces continue to evolve drastically, HR departments need to adapt to their employees’ changing needs. This ultimately presents opportunities within the HR function itself to accelerate this progression.

How Can HR Managers Use Social Media To Their Advantage

How Can HR Managers Use Social Media To Their Advantage

In today’s tech-savvy world, social media has emerged as a key tool for communication. It has provided enterprises a platform where they can connect and liaison with potential candidates, leads, employees, customers, and partners. 

In many organizations, the digital marketing team relies on social media to generate leads, interact with their target audience, promote their product or service, and make sales. 

While social media is a great tool to market your product or service, it is also utilized by HR managers to list job opportunities. 

But did you know that HR leaders can utilize social media to their advantage other than hiring new employees? Yes, HR personnel can use social media to enhance your company’s corporate image, engage with your existing, past, or potential employees, and promote your company’s work culture. 

If you are an HR leader looking to amp up your social media strategy, here are 3 ways to go about it. 

Enhance Recruitment Efforts

You can utilize social media platforms to increase your reach to passive candidates, reduce hiring time, and make quality hires. The first step in doing so is to identify the social media platforms that your potential candidates are most active on.

For example, sales or marketing candidates may prefer LinkedIn, software developers may resort to Reddit and GitHub, and writers may use Twitter to stay on top of job listings. Depending on the vacancy you want to advertise, you can choose an appropriate platform. 

But posting one ‘We Are Hiring’ post is not going to get you much reach. Remember to add the necessary hashtags (wherever relevant), use interactive content/design, and engage with any follows you may attract. The more you utilize these strategies, the more likely you are to find a suitable candidate.

Once you’ve established your online strategy, you can fine-tune your campaigns by opting for paid promotions and targeting specific audiences. 

Boost Employer Branding

When you put out posts highlighting your company culture, it gives prospective candidates a peek into what’s in store for them. This should also reflect in the hiring posts that you create. For example, if you’re workplace is pet friendly then bring this aspect out in your posts. 

Create a series of posts on the current employees and their professional experiences at work. Adding a human touch to your posts can increase your chances of bagging a good candidate. 

You can also highlight the process of developing a new product or a small teaser of what’s in store for the company in the near future. 

Remember to utilize these posts as a part of an ongoing or new conversation with a potential candidate. Be open to questions from your candidates and actively respond to them. All this will go a long way towards improving candidate experience, which is a crucial aspect of employer branding.

Improve Employee Recognition

With remote work becoming the new norm, many organizations are using the power of social media to boost employee morale. This is a great way to keep employees engaged, give them recognition, and encourage them to continue to push forward. 

Highlight any small or big achievements that your employees recently accomplished. Not only will this improve employee engagement, but it will also increase their commitment to your organization. 

Final Thoughts

A 2019 study highlighted that more than 80 percent of every generation uses social media at least once a day. As an HR professional this gives you an endless pool of opportunities to hire and retain employees. We hope this article helps you streamline your HR strategy and integrate social media for better results. 

How CEOs Can Create Stress-Free Work Environment for Employees

How CEOs Can Make Stress-Free Work Environment For Employees

A burned-out workforce! It can be said that this is a nightmare for the CEOs who have multiple projects on the roll. Employee wellness is a hot topic in recent years, especially after the Covid hit the world like a storm in 2019. CEOs need to take the wellness aspects of employees into consideration for the smooth functioning of the business.

Organizations, as a whole, have to think of their worker’s well-being more than before. CEOs can add well-being measurements to their executive dashboards and prioritize them as part of the brand promise. There are different ways to make work stress-free for the employees. One of them is the work environment.

Read more to understand how CEOs can implement it better.


The environment that an employee works in is important for good performance. If the surrounding is not favorable to them, they can go into fight or flight mode. It means either they do the job either properly, rashly, or quit entirely.

If they stay in this situation for a long time, it can burn them out pretty fast. So, how can CEOs ensure that it can be avoided? Here’s how.

  • Provide psychological safety
  • Provide breaks
  • Encourage private workspace
  • Set time for work
  • Flexible work policies

Provide Psychological Safety

Psychological safety is the perception of each employee based on their surroundings. Although it is sort of a gut feeling about the co-workers, there are times when it can create biases and wrong impressions between the team members.

This issue can be solved by having the employees interact with each other and make them confident about their presence in the group. Proper interactions can solve most psychological problems and let them feel safe.

Provide Breaks

Taking breaks in between work can reduce stress by a great margin. Studies suggest that the human brain can up to 120 minutes continuously without break. Let the workers step away from work for short breaks so that they can reduce their stress levels and cool their brains. This ensures that the employees are at their best when working.

Encourage Private Workspace

Many employees prefer a private workspace for concentration on work. Open offices are prone to distractions. Encourage the staff to find their own private workspace where they can concentrate on the work.

Set Time for Work

Fixed time to work allows the employee to have their own personal time after work. There are cases when they are forced to reply to emails or work from home after office hours.

Set a strict and regular time for work with a “no work after office hours” policy, so that they can also have a life outside the work environment. Well, we can exempt urgent cases from this.

Flexible Work policies

An adaptive team may require flexible work timings, for example, field sales teams. When busy with continuous client meetings, they may not be available for a group meeting or come to the office at a specific time.

Give the employees flexibility in working hours so that they can carry out their tasks at their own timings and also have some personal time in between. This way, they will not feel stressed out from the heavy work schedules.

Burnout and the subsequent consequences related to it are difficult to deal with, but not impossible. If the workforce is tired, productivity is affected. A better work environment is one of the guaranteed ways to instill a better impression among the employees.

HR Leaders to Focus on People Again: Here’s Why

HR Leaders to Focus on People Again Here's Why

The effects of technology in the human resource sector are already prominent. Technologies like big data, data analytics, AI, and machine learning help them find the best candidates. HR leaders are now capable of modifying existing business models that can:

  • Optimize labor costs
  • Reinforce compliance with standardized methods
  • Adopt IT technologies into daily processes

But, since the pandemic, HR leaders are forced to look into the human aspects of the employees than the technologies. Issues like mental and physical limitations have been a more common challenge. Getting the employees back to their previous mentality and professional capability is becoming more difficult.

So, how can HR leaders tackle this issue? Here’s how.

  • More engagement
  • Create agile decision-making roles

Let’s explore the possibilities of some of the listed methods.

More Engagement

The pandemic gaps the organization had affected many employees’ enrichment programs that they were rolling out. The gap between the present and the former was even worse in some sectors.

New initiatives like remote performance management and employee self-service are implemented, bridging the gaps between hybrid working and work-from-home working. HR leaders are pushing face-to-face interactions that can engage the employees better in the company. Leadership is focusing more on interpersonal relationships between the staff and the company. By leveraging this point, they can bridge the existing gaps.

Create Agile Decision-Making Roles

One of the worst problems that the pandemic brought was the disruption of the command chain. As many employees, team leads, managers, etc., are being affected the effective communication line was disconnected. The correct communication gap left many projects hanging in the air.

HR leadership can create agile decision-making groups or individuals across the organization. This method gives the concerned employees the power to take decisions in the place of their managers or the project-in-charge. This capability can not only be used to recover the project speed but also help create many new managers too. It can also give the employees to develop their leadership skills and efficiency in the organization.

The pandemic has given rise to many issues. HR leadership needs to be ready for any issues created by it by producing or training the best talents that can keep the machine running. They must be inspirational, rational, intelligent, and problem-solver themselves. It is also a good chance to grow the business revenues too.

How to Fix the Great Resignation With HR Tech?

How to Fix the Great Resignation With HR Tech

Businesses have been in a highly volatile state ever since the pandemic. The great resignation, or the unusual spike in employee resignation, began in November 2021 when 4.5 million people voluntarily quit their jobs. But how did it become such a pressing issue for companies so soon? 

One of the common reasons why it happened is because of the increasing demand for IT employees, as the industry saw rapid growth throughout the pandemic.  

Another reason is professionals started gaining clarity on what they want from their personal and professional lives. In some cases, ignorance and mistreatment from their employers forced employees to leave their jobs. 

No matter what the reason, every employer should focus now on fixing it, and this article is just going to teach you how to do it by using HR tech. 

Why is it Important to Fix the Great Resignation? 

Fixing a great resignation is crucial for employers as it helps them to 

  • Control employee attrition 
  • Minimize training costs 
  • Reduce hiring costs 
  • Enhance the brand image 

How can HR Tech Help Fix the Great Resignation? 

Companies must include the following steps in their HR strategy to fix the great resignation with technology.  

Focus on Employee Wellness 

It’s time for leadership to focus more on employee wellness. They need to figure out what they currently have and what more they can add to ensure the wellness quotient of their employees. 

Start by conducting a free mental health workshop or appointing a free therapist. Also, make sure that you don’t overlook the genuine efforts of your team. This will make your employees feel valued and ultimately make them loyal. 

Receive Employee Feedback 

Traditionally, employers used to tell employees what to do. However, today, it’s time for a change. Instead of telling them what to do, you need to ask them what should be done to solve a particular matter.  

So, stop assuming and ask your employees for their feedback or suggestions. If you haven’t tried it before, it may be hard for your employees to open up to you. In that case, you can encourage employees to share their feedback anonymously. 

Conduct Stay Interviews 

Companies often ask employees their reason for exit. However, what you should do is just the opposite. Instead of organizing exit interviews, you need to conduct stay interviews, i.e., call your employees and ask them to stay.  

In that way, you can show them that you realize their value and finally, make an irresistible offer. Try to work around different things as it will be your last chance to correct mistakes you may have committed unintentionally. 

Closing Thoughts 

While many people thought of the great resignation as a passing phenomenon, it turned out to be complex and more serious. However, it is never too late to try to fix it. So, try looking into the matter seriously and fix it as soon as possible. 

Here’s How You Can Work Better With A Human Resource Recruiter

Here’s How You Can Work Better With A Human Resource Recruiter

When hunting for a job, it is best to find a good human resource recruiter for yourself. Why? For they are constantly in touch with the companies that need your talent. Even if you know what you need from your next company, recruiters can help you gain better chances and higher pay checks. But finding and working with human resource professionals can be a challenging task at times.

Let us make that easier for you. Here are five points you should think about when working with a human resource recruiter.

  1. Research
  2. Talk
  3. Take an interview
  4. Attention to detail
  5. Accept the offer

Lets learn more about them and find out their importance.


If you are looking for a new job, a recruiter is a great way to help you in your search. First, you need to do your research and find a reputable company. Explore company websites, Google and Glassdoor reviews, company ratings, and social media pages. This will give you an idea of ​​what you want to work on.

In some cases, you may not have been looking for a recruiter – they will come to you! If a recruiter is looking for a talent like you, if possible, they can contact you. In this case, you’ll still want to do your research, but it never hurts to at least take the time to hear about the opportunity.


After you have explored your options and contacted a human resource recruiter, they will want to contact you by phone. Interpersonal communication plays a crucial role in getting you what you both want.

HR recruiters will ask about your skills, what kind of work you’re looking for, where you want to work, what makes you say no to a job, and what your salary expectations are. When they ask about company preferences, it’s not just about your industry.

It’s also about your preferences for freelance or group work, whether you travel or not, what benefits are important to you, and other aspects that will help them find the right opportunity for you.

When it comes to salary expectations, your recruiter just wants to get a  number to make you an offer that matches what you’re actually willing to accept and even enthusiastic about.

Take an Interview

As your recruiter gets to know you better, they may begin sending your resume to employers whose positions match your goals.

Then you have to meet the hiring manager of the company who will send you for a formal interview. Your recruiter will likely have a close relationship with the hiring manager and will be able to prepare you for the interview.

Attention to Detail

During the interview, you need to pay attention to details overall. It starts with your dressing, walking, expressions, behavior, talking, listening, and much more.

If the interview goes great, then pay attention to the details of the company that the HR manager talks about. Ask in detail what is expected from you in the job and the company. If they offer a contract or any documents to be completed, read them carefully and negotiate the terms and conditions you are not comfortable with.

Accept the Offer

If everything is checked out, then it is time for you to accept the offer. Check for the details of the company with the human resource recruiter for further clarifications and anything you’ve missed.

Is HR and Finance a Good Combination

Is HR and Finance a Good Combination (2)

Human Resources (HR) and Finance are two critical departments in any organization. HR focuses on managing employees, while finance focuses on managing the organization’s financial resources. Despite their distinct roles, HR and Finance can complement each other to enhance organizational performance.

One of the ways HR and Finance can work together is through effective budgeting. HR managers can work closely with the finance department to develop a budget that aligns with the organization’s strategic goals. HR can provide insight into the staffing needs of the organization, and finance can ensure that the budget is feasible and sustainable.

Another way HR and Finance can work together is through employee compensation and benefits. HR is responsible for managing employee compensation, while finance manages the financial resources of the organization.

By working together, HR and Finance can ensure that employee compensation is aligned with the organization’s financial goals and budget. Finance can also provide insight into the financial impact of employee compensation decisions.

HR and Finance can collaborate to manage the organization’s risks. HR is responsible for managing employee-related risks, such as workplace safety, harassment, and discrimination. Finance manages financial risks, such as cash flow, debt management, and investment decisions. By working together, HR and Finance can identify and mitigate risks that could impact the organization’s financial and human capital.

In addition, HR and Finance can collaborate to develop and implement financial literacy programs for employees. Finance can provide training in financial management, budgeting, and investment strategies, while HR can ensure that employees have the necessary skills to manage their finances effectively. This can help employees make informed financial decisions, improve their financial well-being, and ultimately enhance their job satisfaction.

Concluding it:

HR and Finance are two critical departments that can work together to enhance organizational performance. By collaborating on budgeting, employee compensation, risk management, and financial literacy programs, HR and Finance can ensure that the organization’s financial and human resources are aligned with its strategic goals.

While HR and Finance may have distinct roles, their collaboration can lead to a more efficient and effective organization. Therefore, it can be said that HR and Finance are a good combination.

Top Work From Home Skills You Should Master

Top Work From Home Skills You Should Master

When people suddenly switched to work from home, they were bombarded with many relevant questions. Some of them are:

  • How do I remove distractions while working from home?
  • How do I set up a home workstation?
  • What is the etiquette for video calls?

But as this transition has become the new norm (whether permanent or as a flexible, hybrid option), the focus has shifted. It’s time to take control of work from home with skills that make the situation not only workable but also productive and effective.

There are many things you can do to keep your business running smoothly with remote work. One of the most important is the provision of work-from-home training. Ask yourself the following questions.

  • What skills do we need to be as productive and successful as we were before the transition?
  • How do we train ourselves and our teams in these skills?

But first, let’s take a step back. Is upskilling really necessary for remote working employees? Long story short, the answer is yes. Even though the tools for the job may be the same, the way people use them and the roles they play are changing.

Even if the working days seem normal, the challenges of a physical and a remote workplace are very different. This means we have to unlearn some habits, learn new skills, learn how to use new tools, and even adapt the ways we use existing skills and tools to accommodate new working conditions.

Modern tools can help you adapt to remote working effectively. And training will help you do it smoothly. So, the real question is:

  • Where do you start?
  • What skills should you prioritize to help your teams navigate this (new) remote work environment?

Let’s explore a few solutions that can clear your doubts.

3 Work From Home Skills You Should Master

  1. Etiquettes of communication
  2. Cybersecurity
  3. Time management and organization

Etiquettes of Communication

Good communication skill is mandatory for any organization. Remote working has its own issues and impacts. Certain virtual communication behaviors can have different impacts if people are not aware of them. Organizations need to train their employees on the following points.

  • How to appear appropriately in videos
  • How to be reachable
  • How to be responsive online and offline
  • How to collaborate with other (internal and external teams)


With more and more critical work taking place online, it’s a good idea to educate your teams on cybersecurity. Individuals working in public areas or in shared spaces with non-colleagues should know and follow very specific instructions about handling their work equipment.

Companies should train employees on maintaining strong passwords, cybersecurity threats, and protecting sensitive data. Notify the employees about best practices to prevent viruses and malware from entering hardware. organizations could pay a high price for a data breach that can put the business in jeopardy.

Time Management and Organization

Working from home can blur the lines between professional and personal life. Employees may need help with effective time management to keep their balance. Organizing work can be a very different experience away from the office with its structured working hours and regular meetings.

Employees can lose sight of deadlines if they don’t communicate with team members in real time. Work from home scenarios can also distract them from work.

Flexible working hours can leave them wondering how to prioritize tasks throughout the day. Organizations can help remote workers maintain productivity and avoid burnout by giving them the skills to organize their time and avoid distractions.

9 Elements Of Employee Experience You Should Know

9 Elements Of Employee Experience You Should Know

The word “human resources” is getting outdated in the present world. Slowly, but surely, the trend is slanting toward Employee Experience or EX as employee experience is what makes them stay in any organization.

Human resource professionals need to ensure that employees are comfortable inside the organization and perform well. The present generation of recruits look forward to better employee experience than salaries and company reputation.

The latest introduction of the chief people officer (CPO) post is more in tune with this rising trend. People operations focus more on employee engagement, productivity, and improved experience. The change in focus is different from the traditional focus on human resource policies and practices. It focuses more on healthier and happier employees than ever.

Employee experience considers what people value most, recognizes different life stages, personal circumstances, and different personalities. Contrary to conventional thinking, the most motivating response is rarely a higher salary – at present. Rather, employees want to feel a strong sense of belonging—being able to influence outcomes that matter to them—along with a strong sense of identity.

Here are nine elements of employee experience that you should know.

  1. People and relationships
  2. Teamwork
  3. Social climate
  4. Work organization
  5. Work control and flexibility
  6. Growth and rewards
  7. Purpose
  8. Technology
  9. Physical environment

Let us explore some of them.


Teamwork is important in any organization. No matter how experienced or efficient an individual member of a team is without proper teamwork the team will crumble. Companies without effective teams also find it difficult to keep up with competitors who have effective teams. Promoting good teamwork in the workplace has a positive impact on productivity, work quality, creativity, innovation, and job satisfaction.

In a recent Stanford study, participants who worked in groups rather than alone lasted longer on difficult tasks, showed more interest and enjoyment in the tasks, required less self-regulation to complete the tasks, and performed better overall, regardless of the tasks.

The participants in the group even decided to do more tasks related to those completed in the study in a personal setting 1-2 weeks after the study.

Work Control and Flexibility

The value of flexible work among employees has increased significantly since the recent global pandemic. It allows the employees to gain control over their work and work more during their most productive hours. Flexibility is the new norm and expectation of employees.

Recent research has found that jobs that allow employees to work remotely received seven times more applications last month than in-person roles. Another survey suggests that nearly 40 percent of global job seekers cite workplace flexibility as a top three factor. Optimal work control and flexibility have some advantages as listed below.

  • Allows employees to work more
  • Reduces turnovers
  • Increases engagement
  • Improves work-life balance
  • Improves morale


Digital employee experience is becoming as important as the physical one. The pandemic put more pressure on work aspects such as welfare, culture, and education at a time when talent competition is fierce. With the wide adoption of hybrid work, employees are becoming less centralized these days. These new dynamics shape the activities of companies.

How employees interact, collaborate, and communicate are key aspects of the employee experience, and it’s important that employers adjust how they facilitate interaction with technology. Implementing the right technology in the workplace has many benefits, such as fostering a culture of inclusion, adapting organizations, and retaining top talent.

Technology Can Empower Leadership: Here’s How

Technology Can Empower Leadership Here’s How

Leadership is a quality that needs to be cultivated by individuals – no matter the position they have in an organization. This is true for employees of the rank of managers and above. From motivating employees to guiding them in their career path, the responsibilities of a leader are endless.

Over the years, many leadership strategies and styles have emerged. One of the main helpers of leadership strategy is the implementation and adoption of technology.

No matter the size of the business, technology is present everywhere. It helps complete tasks efficiently and faster. For leaders, it helps to monitor, analyze, guide, or correct the work of the people under them. Technology can also empower leadership and play an important role in forming better leadership strategies and approaches. So, how technology can empower leadership in a business?

  • Flexibility
  • Real-time management
  • Automation
  • Productivity

Let’s explore more.


Technology gives leaders the flexibility to manage the work done by their team members. With the new prominent work-from-home style, it is difficult for people to meet each other and discuss work like usual. Technology can help bridge this gap.

Leaders can facilitate a collaborative work environment with apps and customized work-related platforms. People in leadership roles can gain and grant flexibility to the team members with technology.

Real-time Management

One of the real advantages of the development of technology is the increase in communication apps, channels, or platforms. It helps the leaders and managers to monitor the assigned tasks in real time.

Reports, presentations, meetings, or any work-related tasks can be done in a group or individual capacity under the leader’s supervision. Approvals can be done instantly reducing the processing time.


The development of AI, ML, and automation technologies has brought many advantages to the business world. Many redundant, repetitive, and boring tasks can be automated by these techs.

AI voice assistants can handle customer calls and customer service. Leaders can complete more tasks in less time efficiently. Decision-making processes can achieve higher efficiency rates with data analytics, big data, edge computing, cloud computing, and much more.


The utilization of technology also brings forth the productivity of the employees under the proper leadership of the managers and business controllers. It helps them increase their efficiency, proficiency, and expertise in handling the work.

Technology can help employees to reduce the time taken to complete tasks, and increase the rate of work and productivity. Proper communication can also be maintained between different teams, increasing team coordination.

Workplace Harassment: 5 Prevention Methods To Adopt

Workplace Harassment 5 Prevention Methods To Adopt

In the current global work scenario where employment in an MNC is based on individual capability, diversity is prominent. From changes in the traditional male-female ratio to the presence of all ethnic and cultural groups, the present companies employ people from all walks of life. One of the most common issues with this mixed recruitment is workplace harassment.

Workplace harassment, as the name suggests, is common no matter the industry. From casual teasing to sexual harassment and serious slandering to accused terminations, there are many types of workplace harassment going on in the industry.

It can be seen that if the organization does not take a serious and righteous stand in such cases it leads to repercussions. Serious issues can lead to lawsuits against the company making them lose money in litigations and ending in foreclosures.

Many laws protect employees in private, public, and governmental agencies in the present legal system. Federal laws like Title VII of the Civil Rights Act, the Age Discrimination in Employment Act, and the Americans with Disabilities Act provide support in workplace harassment cases. But still, how can you prevent harassment?

According to the Equal Employment Opportunity Commission (EEOC), there are five steps that any corporate business can follow.

  1. Leadership
  2. Accountability
  3. Harassment policies
  4. Complaint system
  5. Training programs

Let’s learn about them in brief.


In any business organization employees from the top to bottom take responsibility to ensure fair work. People should refrain from harassing their co-workers in any which way – both casually and seriously.

A diverse company with employees from multiple ethnicities should consider people’s feelings. Each person from different background takes offense differently. Employees should take leadership to avoid derogation from each other. This approach should be a part of the overall strategy collectively.


In a professional environment, accountability is critical. When it comes to workplace harassment, each employee should be accountable to uphold the best behaviors and moral ethics.

Either refrain from harassing each other or report the harassment to the right authorities. Appropriate responses should be taken against discrimination and harassment. You can create a harassment-free workplace if each person is accountable for their professional behavior.

Harassment policies

Each business organization needs to prepare a set of harassment policies for their employees unanimously. From the lowest staff to the top c-suits or board of director members must adhere to the policies without any scruples. It should also be conveyed to the members of the company and followed to the dot.

If possible, create policies in multiple languages for people of different nationalities to understand. You also need to revise, update, or change policies depending on the changes in related laws in the geographical location.

Complaint system

Any workplace harassment will remain hidden and cause serious issues later if there is no complaint system in the company. Such a system will allow the harassment to be reported in the earliest stages and can help the company mediate the issue. If the problem, can be solved then it must be solved immediately.

Else it can escalate to major proportions in the future. A separate wing of employees and c-suit members should be responsible for this system to avoid any form of bias who should receive, investigate, and resolve the issue.

Training programs

Any workplace harassment policies implemented by the company are ineffective without proper training. The company should conduct training programs that enlighten, train, or guide employees on how to tackle workplace harassment.

Regular, interactive, and comprehensive policy training will keep the employee updated on relevant workplace policies. Properly trained knowledge ensures that employees will refrain from such activities within the organization.