Category: Employment

Basically, what is a manager? It is someone who is stuck between the tree and the bark, or if you prefer, between the hammer and the anvil. Yes, it is someone who, no matter what he does, is always in the wrong place, where it hits hard from all sides. Right?

Take a look at this… Today, it has to manage telework, deal with matrix teams, tame automation and artificial intelligence (AI); it must also manage difficult employees, promote work-life balance , recruit the rare gem; it still needs to soften senior management, encourage innovation, simplify change. Yes, it is necessary to understand everything, to know everything, to do everything, by aiming – of course – for goals never before achieved.

The question is obvious: is every manager, no matter how gifted, irretrievably doomed to failure? (As is the case, peter’s famous principle…)

The human resources consulting firm Gallup was keen to have a clear heart. He embarked on a huge survey of 3 million teams. Yes, that’s right, 3 million teams. And he looked at the level of commitment of these, to see if there were any commonalities between those who were most engaged, or even between those who were least engaged. A monk’s work that allowed them to discover this:

In general, teams with fewer than 10 people have the highest levels of engagement, but also the lowest levels. And the less members a team has, the more easily it can be influenced by the manager, one way or the other. What do these two points mean? That managers have a considerable influence on the team for which they are responsible, if it has less than a dozen members. An influence that can be positive as well as negative.

The catch? It is that another study of Gallup has uncovered the fact that in North America managers are… Disengaged. Two-thirds acknowledge, on condition of anonymity, that they “do not feel engaged” or that they “feel actively disengaged” from their work. And 79% of them admit to feeling “exhausted” at least some of the time at work.

That’s not all. The disengagement of managers has the peculiarity of cascading on the teams for which they are responsible. And the intensity of this surge depends largely on two factors: on the one hand, the number of members who make up the team; on the other hand, the manager’s competence. Gallup’s study shows that “as the number of team members increases, the manager’s commitment decreases.” In other words, the more a manager has to take care of a large team, the more he pulls out and the more he disengages from his work.

However, one nuance is needed, namely that this decline in commitment is not the same for all managers. Some of them manage to maintain a high level of commitment, even if the size of their team is increased. How does that happen? The study looked at this very interesting point, and found that highly engaged managers regardless of the size of their team had five common denominators or five particular talents:

1. Motivation – The ability to get others to do an exceptional job.

2. Inspiration – The ability to set realistic and bold goals as well as to organize resources so that the team can give its daily 110%.

3. Bravery – The ability to inspire others to take action, face adversity and overcome obstacles.

4. Connection – The ability to forge rich and fruitful relationships with the team members, to enable them to forge identical relationships with each other and thus foster collaboration within the entire team.

5. Analysis – The ability to take an analytical approach to strategy and decision-making.

It’s quite simple, the best managers master all these five talents, which can be summed up by the acronym MIBCA. This is the key to their success. Talented on these points, they find themselves engaged as a person in their work, and this cascades over the members of their team.

To ensure the veracity of this find, a team of Gallup experts conducted various experiments with 3,579 managers and their teams. This allowed them to note that:

• One third of the managers considered were involved in their work.
• Among this third, managers who had a high level of mastery of the 5 talents had overall a level of commitment 20 percentage points higher, to 57%, than the average of the managers considered. A gap of 20 points is, it should be noted, considerable.
• These managers, the most talented, maintained their high level of commitment regardless of the size of their team: four or less, five to nine, 10 to 15, or even more than 15.
• Managers with “average” or “moderate” control of the five talents had a high level of commitment when they were leading a team of four or fewer, but the team began to decline as the size of their team grew.
• Managers who had a “weak” command of the five talents simply could not feel engaged in their work, no matter the size of their team.

As you can see, the five talents – motivation, inspiration, bravery, connection – analysis – make all the difference. So the best way to progress as a manager is to start cultivating each of them. So the best thing for a company, whether it’s a small business or a multinational, is to find a way to allow its managers to cultivate these five talents harmoniously. Because it will have a crazy impact on employee engagement, and therefore on their performance.…

Recognized legally, the contract makes it possible to prevent disputes and conflicts that arise in professional relationships. Binding the parties towards each other, it has the value of an obligation: no one can derogate from the terms of the contract to which he is committed. To effectively protect your company, this article has been written by the lawyers working under the Law Offices of Nicholas D. Heimlich so it is better to be attentive to the clauses and terms that will frame the agreement: effective prevention first requires good drafting! Do not hesitate to seek advice from a lawyer.

To Properly Prepare The Drafting Of The Contract

Before embarking on the drafting of a contract, it is essential to prepare the agreement, which will serve as the basis for a good relationship. In the negotiations preceding the drafting, it is important to ask the right questions: Who is his contracting partner? How to ensure a maximum of guarantees? Find the points to know in priority.

Find Out About The Creditworthiness Of The Contracting Partner

Is your partner solvent? Solvency is the ability of a natural or legal person to repay debts: insolvent, your customer, or your supplier will not be able to meet its commitments. It is, therefore, essential to check the financial health of the co-contracting company.

During meetings and discussions, take care to know your contracting partner and his business well: how long has the business been in business? Where is it in its evolution, does it have plans for the future? Has it experienced ups and downs? Where is it on the market? What about his financial health? Are there any borrowings pending? From an informal point of view, you can also rely on your own experience with the co-contractor.

To better interpret the data, it is often possible – and advised! – to consult an analyst who will establish a solvency investigation as well as recommendations.

Think Of Collateral As Collateral

Payment can be guaranteed by different types of collateral. Mortgage of a property, lien on an element of the heritage engaged with several creditors, pledge or pledge … in the event of default or impossibility of payment, on the part of the debtor, the creditor can seize property furniture or not, or personal security committed as a guarantee in the contract.

These possibilities must be assessed when negotiating with the other party so that they can then be included in the contract.

Guarantee Clauses Against Unpaid Bills

Besides collateral, it is also possible to protect against unpaid bills by certain specific clauses.

For a seller to a buyer, the retention of title clause allows the seller to remain the full owner of the property until the buyer has fully paid for it. It is a way of ensuring that all of the merchandise is properly settled. The property will only become that of the buyer when the full price has been paid.

To know the clauses applicable to your agreement and which will protect you the best, do not hesitate to have a contract law professional accompany you.

The Clauses Which Anticipate The Litigation

Apart from the prevention of unpaid debts, certain clauses make it possible to anticipate litigation in a more general way, by focusing on the litigation as such:

• The jurisdiction clause specifies the jurisdiction which will be competent in the event of a dispute. It makes it possible to prevent decisions by the judge by limiting the scope of his reviews.
• The resolutely clause specifies that in the event of failure to fulfill the obligation by one of the parties, the contract is canceled without the intervention of a judge. This clause is not valid for all contracts.

Poorly drafted, these clauses as a whole have little effectiveness: to ensure good anticipation of disputes, a legal professional will be able to find the most suitable clause for each contract.

The Commitment Of Contractual Liability

In the event of non-performance or poor performance of the entire contract, the responsibility of the party who has failed to fulfill his obligations is engaged, and the latter is liable to a sentence for payment of damages. Without a penalty clause, the amount is assessed by the judge. The payment of damages is not the only penalty, and the debtor can also be forced to perform – “forced execution” – to compensate for the damage.

Under certain conditions, it is possible to specify non-liability or liability limitation clauses for the debtor, when drafting the contract.…

Communication is a key issue in life and, clearly, at work, we recommend that you practice it. Because on a personal level it is fundamental for human relationships and of course on a work level as well, since it is where we spend most of our lives. Well, it is crucial to create solid ties not only for you to be happier in the company since you will not deny us that it is much more comforting to get up wanting to go to work and happy instead of doing it without motivation and obligation. In this way, you will only get those hours to become eternal, and you will most likely be less productive, isn’t it?

With communication we mean: foster ties between workers, say things to the face, both what you like about a person and what you don’t, not complain about everything, be empathetic, get to know the workers and the boss a lot … With this kind of qualities, a more harmonious workplace will be achieved, in which the good atmosphere and the companionship prevail. And in this way, a united work team will be established where values ​​such as help, joint work, and team conception prevail.

With an assertive communication, we will be able to be more productive and also more innovative since if there is a facility for dialogue between the staff, where no one will be judged on, we will give way to the fluidity of new ideas and more effective brainstorming.

Fitness, how about one more for your CV?

There are many definitions on the net about fitness, which one is correct? We do not know. But for us, it includes, ordinarily, the things we do well. That is the abilities/skills that each human being possesses to be able to perform certain tasks or that have allowed us to achieve certain results or for which we can be valid in certain or certain areas. Suppose we are in a job interview, for example; If we are there, it is because the person responsible for the selection of staff, after seeing our CV, considers that we have the indispensable skills to be there and to be the future employee of that company in each case. Then other very important variables also come into play, but different, which we will talk about later.

Following the theme; The skills are part of us, and although they are not tangible, they have allowed us, among other things, to have X degree, languages … We do not talk about the fact of having those “certificates …”, but that we can do certain things Correctly as a result of the skills acquired over time, teaching and practice. Because, logically, we do not possess these skills from birth.

Summarizing: the titles, recognitions … that we reflect in our CV are nothing more than the evidence of the current aptitudes that each of us has, that can increase and that for this we must work and not abandon them.

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A good Employer Branding or employer brand is the irrefutable proof that it is not enough to focus all your company’s efforts on nurturing the relationship it has with its customers. Still, it must also nurture the human talent that constitutes it. For this, it is necessary to develop a great Value Proposal for the Employee (PVE), which helps the company in its corporate market positioning strategy, mainly to attract, retain talent, but also to strengthen its brand image against customers, users, and stakeholders, and that is exactly what we will help you to come up with next.

In times where employees are more critical with respect to the companies in which they carry out their work and the candidates are more selective in the face of the offers presented to them, achieving the loyalty of human capital is a challenge for companies and requires dealing with very careful the employer brand or Employer Branding following these tips:

1. Take advantage of your page on LinkedIn Business to enhance the image of “life in the company.”

We have previously talked to you about how having a LinkedIn page for Business is vital to increase your company’s digital reputation; however, this process consequently gives you the possibility of strengthening Employer Branding.

LinkedIn for Companies allows you to communicate to the world your story as a company without using your voice, as it will be the testimonies of your collaborators, the photographs, videos, and diverse contents that will convey the experience of working in your company.

Keep this in mind: In general, a company’s employees have a higher number of LinkedIn connections than your organization’s followers.

Remember that the expression of the best marketing is one that goes “word of mouth” in the world of HR translates to “The best marketing is one that goes from employee to employee,” even if you do not forget about managers: their image It must be impeccable and will often require special help to project correctly.

2. Meet and understand the new talent to offer something in return

What are your needs and expectations? What are the values ​​that move you? What do you prefer? What things tend to avoid? They are also evaluating your profile and performance to know if they adapt to your points of attraction. In this sense, the “emotional salary” plays an essential role in an employer brand.

Facilitate “social contributions” such as medical insurance or offer help for their education or that of their children, promote an excellent working environment, create “pet-friendly” areas, flexible hours, distance work options, growth opportunities, professional training, openness of spaces of gamification or zones to make “team-building”, are undoubtedly strategies that will strengthen the employer brand.

Let us emphasize that all this is based on “strategies”: deciding which actions will bring more benefits requires you to think in advance about your objective, the characteristics of your collaborators and the profile of the talent you want to obtain and retain the point of becoming an ally or “ambassador” of brand.”

Surely more than once, you have heard about the employer brand of companies such as Google thanks to its many emotional salary options, ranging from the gym, free meals, and massages to financial support to realize child adoptions.

3. Define previously the values ​​that will constitute your employer brand or “Employer Branding.”

Values ​​are the main allies of an organization. Getting your employees to identify with your business values ​​leaves most of the land gained when we talk under the concepts of employer brand and organizational culture.

Many companies tend to convey certain values ​​because “it is fashionable” and not because they really use them as their “strategic column” to function. That is why companies with stronger work ethics end up with advantages as an employer brand and penetrate better in certain sectors of society.

4. Handles good internal communication

The employer branding is driven by its intention to recreate an experience, but for this, it first builds a community, providing an environment where connections are easily created with strategic internal communication.

It is essential to carry out actions that promote an internal reference of the values ​​of the company itself through feedback: expressing the merit of the company towards its professional contributions, reinforcing the appreciation towards the effort in its participation and, above all, creating valuable tools and able to strengthen ties individually and then transform them into collective loyalty. Remember: it starts from person to person.…