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  • Organizing ideas & Info into Common Themes

    Organizing ideas & Info into Common Themes

    Many of us will get a lot of organizing ideas to execute a plan or to solve a problem. But, the common problem that everyone faces is organizing those ideas and the collected information into a common theme. Hence It’s not a bad thing to get too many ideas to solve a problem. Whenever we try to solve a brainstorming problem, we will get many ideas to solve or to overcome that. 

    Without a proper plan, we can’t execute any task and we can’t solve any problem. To organize ideas into a common theme, it takes a lot of time without a proper plan. Sometimes, our hard work and time will get wasted if we don’t follow a proper plan. Usually, Proper planning can save us valuable time. Hence a proper plan and perfect execution of a plan always make us succeed in the task of organizing.

    There are many ways suggested by the experts, which were followed by our ancestors for many decades. Hence, those ideas can help us overcome the problem of organizing too many ideas and information into a common theme.

    WHAT’S IN IT

    METHOD 1: AFFINITY DIAGRAMS OR KJ METHOD

    Affinity diagrams have been the most preferred method by many experts since the 1900s. This is also known as the KJ method. Hence, Affinity diagrams help in Organizing ideas more easily and make the path easier to develop and execute a plan.

    ABOUT THE METHOD

    Kawakita Jiro, a Japanese anthropologist developed Affinity diagrams. the KJ method was named after him. Usually, This method helps to synthesize the larger amount of data by finding relations between them. Hence, helps in organizing into a common theme.

    USAGE

    STEPS TO USE AFFINITY DIAGRAMS:

    STEP 1:  THINK ABOUT THE IDEAS

    Organizing ideas by brainstorming. Think about the problem that you have and the reason for your planning. Hence, this makes you get the ideas inclining towards the solution of the problem. Don’t worry about the count of the ideas that you have been getting in this organizing idea task. Usually, Try to get the maximum information regarding the task or problem for which you are going to find the solution. This can help you get the right thoughts to find the solution and can help you eliminate the unnecessary thoughts and to get proper thoughts to plan a solution.

    TIP

    Try to note down immediately whenever you get thoughts in a particular or specific period. Because some precious thoughts can’t come to our minds every time. Hence, we have to note down and we have to utilize those thoughts immediately.  

    STEP 2: MAKE A STICKY NOTES

    Irrespective of the count of the ideas, copy all your ideas into separate notes. Now, write each idea into each sticky note to paste on the wall or table in your room or office. Hence this can make your plan more efficiently and effectively.

    TIP

    Try to use different coloured papers for different thoughts. This can make you recognize easily and this method can work effectively in organizing ideas and information into common themes.

    Be patient while making note of your thoughts. Give your complete dedication and determination while listing the ideas. Hence patience and perfection is the key to success.

    TIP TO BE EFFECTIVE

     While making notes, make sure that there will be no disturbance to you and try to complete all the tasks that you have to do before starting the making note of your ideas. Hence this will help you to make proper planning without any disturbance and for finding an effective solution.

    STEP 3: FINDING CONNECTION BETWEEN IDEAS

    Organizing ideas

    After making sticky notes of Organizing ideas, try to find a link between the thoughts.

    To find the link between the thoughts, the effective method is:

    Now, all the ideas or thoughts were listed in smaller groups. Usually, You can make the plan easier now.

    TIP

    This is the most essential step in the whole procedure. Don’t miss link the wrong thoughts. Always try to be conscious and be attentive while making the thoughts separated into smaller groups. Your patience will be tested a lot here while Organizing ideas. Although Be patient till completion of the grouping. Usually, Don’t lose your patience anywhere. Hence, Use separate and different coloured papers for each grouping to avoid confusion. 

    STEP 4:  MAKING SMALLER GROUPS INTO LARGER GROUPS

    Organizing ideas

    After listing the thoughts into smaller groups, merge the smaller groups which consist of similar thoughts and make larger groups by following the same procedure by following the same method which has been followed earlier in the previous steps of Organizing ideas. 

    Now, we will have a certain number of groups which are having similar kinds of thoughts.

    TIP

    Don’t merge the thoughts while Organizing ideas that were not similar or which were unique. This spoils the whole planning and makes you get failed in the planning and execution of the task. Try to do the planning alone. Because you may get disturbed or the people around you can become a disturbance to you and your work. Usually, This may reduce the perfection in the planning. 

    STEP 5: GIVE AN APPROPRIATE TITLE TO EACH GROUP

    Name each group with an appropriate heading or title with at least 3 to 4 words. This may make it easy to recognize or identify each task and avoids confusion. Hence this can separate each larger group of thoughts or ideas from the other larger group. So, title each group with a three to the five-word description which makes you easy to recognize. 

    These titles or headings can be called in many ways. Usually, they will be called as Theme cards or Affinity cards or Header cards.

    According to the situation, if more clarity is required in the planning, we can use more sub headers wherever necessary. Hence the super header also can be used whenever it is necessary to group the themes.

    TIP

    Use the keywords or the words which were related to the group to identify the group of thoughts easily. To be brief, use the words as a heading that were related to the ideas in the group. Use different colored papers to title the different groups. Hence this can make you identify each group easily and can show you the difference between each group.

    It is preferred to use a separate colour for all the groups, separate colour for all the headers, separate colour for all the super headers and separate colour for all the subheaders.  

    Organizing ideas

    STEP 6

    Now, everything is clear. You have prepared all the list of ideas and information and organized them into common themes. Now, paste these sticky notes on your wall or table and execute your task. Your task will be completed successfully Organizing ideas or the plan will be executed successfully by this method.

    In this way, we can organize our ideas and information into the common themes using the Affinity diagrams. We can organize too many ideas and information simply into common themes using the Affinity diagrams.

    METHOD 2: MIND MAPPING OR TREE METHOD

    Organizing ideas

    This is also a method to organize information and ideas into a common theme. It is similar to Affinity diagrams. But, it is quite different from the Affinity diagrams.

    STEP 1: LISTING THE THOUGHTS

    This step is similar to the 1st step in the Affinity diagram method. Make a note of all the ideas and information that you get by storming your brain to make thoughts into common themes.

    STEP 2: SEARCH KEY IDEAS

    Search for the key ideas which have links with the most number of other ideas. This is the most confusing step in the tree method or mind mapping method. Try to follow this step sincerely to get perfection.

    STEP 3: BUILD THE TREE

    Now, you have the keywords. Those keywords have links to other ideas. So, the List the ideas like a flowchart to identify and to make the work easier. Now, there is a chain of ideas and information that were organized into common themes.

    TIPS FOR TREE METHOD

    Conclusion

    Affinity diagrams are the great tools to analyze, synthesize, and organize the ideas and information into common themes. Affinity diagrams are most preferred when compared to the tree method.

    Whenever you face problems in organizing ideas and information into common themes, these two methods can help you a lot.

    Also You can read our Blog on Improving business process

    FAQ’S

  • Improving business process

    Improving business process

    Before knowing how the business process can be improved let’s understand what exactly is a Business process, and time management. So, Why there is a need to improve business processes?A sequence of activity performed at work to complete the task.

    Business process definition

    So let’s understand by splitting the two words business and process. Usually, a business is an organization where a group of people works for achieving a common goal and manage time and hence process states the flow or sequence of work which has some start and endpoint and series of activities in between where each activity creates or change something or add up some value

    Business process

    Any value before the process is input and the result after adding up the value is output.

    So, in a nutshell, we can say that a sequence of activities is designed to create something of value or can say time management.


    Types of Business process

    There are 3 types of business process, in general

    1.  Operational

    2.  Supporting

    3.  Management

    Operational Business Process

    Meanwhile, It is a business process that includes the core activities of a business. For example, in the Bakery shop, the operational business process is making cakes and this work is allocated as per time management to different people according to their skills that are preparing cake sponge, preparing the icing for the cake, etc.

    Supporting Business Process

    So, Here, the business process includes the work which supports the core activity like recruiting the best chef, technical assistance, etc.

    Management business process

    Consequently, The process includes managerial work like managing the budget, Time management, managing the employees, etc.

    WHAT’S IN IT

    Business process Example

    So, The business process is a sequence of logical steps that need to be performed for achieving the goal of the business.

    For hiring, a business needs to perform these steps

    1. First, they give advertisement in the print media or job portals about the vacancy,
    2. After receiving sufficient applications the HR calls the selected candidates to come for an interview or pre-placement examination,
    3. Also, The exam or interview is conducted, a candidate needs to clear it.
    4. Hence, The most suitable candidates are selected based on their performance,
    5. After this, the candidates are asked for documentation and verification,
    6.  A joining letter is given to the selected candidates.
    7. Required training is given to the new employee.

    So, this is the procedure of hiring new employees in the business and wherever the business needs to hire new employees they go through this process only as this is standardized and efficient in time management.

    Business process improvement

    Business process improvement is a managerial activity where organizations use different methods for analyzing their process to find out the gap between actual and standard, and fill that gap by improving the process, ensuring proper time management.

    So, After knowing what the business process and its types are, let’s move forward and know what the need of improving it is.

    Meanwhile, As the business process is the activity that an organization does in sequence to achieve its goal and there is always a scope for improvement. Hence, attaining more efficiency which ultimately leads to attaining more productivity or profitability.

    One business doesn’t need to be improved or redesign its business process in case of low performance, it can be done in normal situations also to achieve high performance.

    ADVANTAGES OF IMPROVING BUSINESS PROCESS

    Business process
    Business process

    Less time

    By improving the business process and time management the time of production or manufacturing will decrease as the process becomes efficient much earlier.

    Increase in quality of output

    So, As the product or service becomes standardized the quality of output enhances under time management. Hence, no confusion exists between the employees regarding their work or role.

    In Efficiency

    Also, This will lead to an increase in efficiency as the process becomes standardized. For example, during the process of manufacturing goods, the laborers know their work how to optimally utilize the resources which lead to less waste material.

    Increase profitability and lower cost

    Improving the business process ultimately leads to an increase in profitability as due to optimum utilization of resources the resources are well utilized and at a lower cost.

     How to improve the Business process at work

    Business process

    Determining Objectives and framework

    Objectives are the desired results of the improvement process which the management and organization attempt to achieve. Hence, this will provide the required focus, direction, and motivation for the improvement process.

    Identify Customers and determine their needs

    Need to understand customers, their profile, their steps in acquiring,  Using, and acting on disposing of a product as per Time management. However, hence the purpose is to improve the business process that provides more value to the customer.

    Study the current process

    In short, the existing processes will provide an important base. The purpose is to know the “ what” and “why” of the aimed process. However, some companies go through improving processes with a clean perspective without emphasizing past processes. 

    Formulate improvement process plan

    The information gained through the earlier steps is translated into an ideal improvement process. So, Customer-focused improvement concepts are identified and formulated. Thus, in this critical step options of processes are considered and the best is considered.

    Implement the new improvement plan

    It is easier to formulate new processes than to implement them. Implementation of the improved process and application of other knowledge gained from the previous steps is key to achieve dramatic improvements. Hence, It is the joint responsibility of the planner and management to operationalize the new process.

    Methods for improving Business process

    Here there are some methods for improving this i.e

    1. Six Sigma
    2. Total Quality Management
    3. Kaizen 
    4. Benchmarking

    SIX SIGMA

    To begin with, six sigma means continue with the desired quality in processes and end products. Hence, It means taking systematic and holistic approaches toward improving efficiency and lowering the cost and Time management.

    It gives almost perfect goods and services to strive to meet and improve organizational goals on quality, cost, scheduling, manpower, new products, and so on. This works on the path of improving standards continuously. six sigma said that 99.99968% of the products produced are error-free while ensuring Time management.

    SIX Sigma Efforts target three main areas

    Improving customer satisfaction

    reducing cycle time

    reducing defects

    Six Sigma Methodology

    1)      DMAIC- DMAIC is an acronym for five different steps used in six sigma directed towards the improvement of an existing product, process, or service. In short, the 5 steps are defined, measure, analyze, improve and control

    2)      DMADV- it’s again an acronym for the steps followed in implementing six sigma. It is a strategy for making new products, services, and products. Hence the five steps are Define the product, Measuring it, Analyzing it after analyzing Designing and lastly Verifying.

    TOTAL QUALITY MANAGEMENT (TQM)

    It is a system where people focus on a continuous increase in customer satisfaction at a continuous lower cost.  

    TQM is a  system approach strategy and an inner part of a higher level of strategy. Thus, it works horizontally across all functional departments, involves every employee, top to bottom and  include supply chain and the customer chain, Time management, which extends backwards and forward 

    TQM emphasis learning and being adaptive to continuous change.

    Principle Guiding TQM

                1.A sustained management commitment to quality

                2.Focusing on the customer

                3.Preventing rather than detecting defects

                4.Universal quality responsibility

                5.Quality measurement

                6.Continuous improvement and learning

                7.Root cause corrective action

                8.Employee involvement and empowerment

                9.The synergy of teams

                10.Thinking statistically

                11.Inventory reduction

                12.Value improvement

                13.Supplier teaming

                14.Training

    KAIZEN

    The root of the method is from japan which focuses on small but continuous improvement of a process. Here the organization is more into believing that the change and improvement should be continuous.

    BENCHMARKING

    In short, it is an approach where the industry sets its target and measures productivity based on best industry practices. Hence, It helps businesses in improving performance by learning from others.

    Thus, Here company practices against their competitors

    Process of benchmarking

    1. Assess the need for benchmarking
    2. Clearly understand the current process
    3. Identify the best framework
    4. Comparison of the process from others
    5. Prepare report and implement the steps found necessary in filling the performance gap
    6.  Evaluation

    A software than can be used to improve business process

    The software that an organization can use for improving business processes is HELFO. It is an amazing tool for the improvement process. It has a good interface and can operate easily. Here diagram can easily work just by a click drag and drop button. And this document easily generates in a well professional form.

    Although the software is free and doesn’t charge any cost for documentation and process modelling, you just need to have an account on the platform.

    Hence, It provides a visual interface of all the steps of the process that we discussed in the methodology

    How to choose which method to improve your business process efficiency

    Business process

    It wholly depends on the type of people you have as only people are the one who is the part of your business process and also the environment surrounded your business.

    Hence, choosing the right method is very important as it involves lots of time, energy, and expertise. 

    Conclusion

    Analyzing the current situation then understanding the target customer, outline the plan then implementing it, and lastly filing the performance gap is not a one day work that requires lots of hardware.

    In short, the decision ultimately affects business profitability, Time management, productivity, and efficiency.

    Also You can Read our Blog on Helping your people developing Emotional intelligence

    FAQ’s

  • What is Data and Information Management?

    What is Data and Information Management?

    Data and Information Management (DIM) refers to the set of people, processes, and technologies supporting information assets. Also, It comprises policies, procedures, and best practices to ensure that data information is understandable, trusted, visible, accessible, and interoperable. Hence It aims to promote interdisciplinary data-driven information management research, especially targeting large-scale datasets in scientific/academic, government, and business domains.

    Data and Information Management

    So, Driven by the need for qualitative and reliable data and information to bring their reporting and analytics initiatives to the next level, or pushed by regulatory and compliance rules (like BCBS239, AnaCredit or Basel III for banks and Solvency II for insurance companies), we are noticing an increasing interest for companies to properly manage their data information assets.

    WHAT’S IN IT

    About data and information management

    Meanwhile, Data information carries with it the ability to make the organization smarter and more effective. Most organizations pay close attention to the data asset. So, Usually, Data is very essential to make well-known decisions that guide and measure the achievement of the organizational strategy. Also, The way an organization uses and manages the data is just as important as the mechanisms work to bring it into the environment. 

    The appropriate data of the right quality permits the organization to determine which processes have the greatest impact on the business. 

    Most of the data information in organizations ensure that their data assets are accessible to the individuals who need it, usually are of competent quality and timeliness, and are protected against any form of misuse and abuse. 

    Successfully giving data and information assets does not happen by itself; it requires dynamic data management by applying specific domains, policies, and competencies throughout the life of the data. Similar to systems, data goes through a cycle. As you can see The diagram below presents the key phases of the data life cycle.

    Data and Information Management

    Efficient data management through all of the data information cycle phases is the foundation for reliable information. Data may typically have a longer life than the project that creates it. Though the funding period officially defines the lifespan of most projects, the resultant data may be available for many years afterward. 

    If an organization manages and stores the data properly, the data is available for use for the future, increasing the investment made to generate it by increasing clarity and usefulness. Hence the time invested in planning and implementing effective data management pays results far above its investment costs.

    Value of data

    Data without any context has no value; data information that consumers never use is worthless, also. The value of data is in the knowledge and uses. Hence, Extracting information and presenting it in an appropriate format may be summarized as data analysis and reporting. However, data analysis and reporting circumscribe several overlapping disciplines, among them statistical analysis, data mining, predictive analysis, artificial intelligence, and business intelligence. The data information and Information Management has an appreciation for these domains and may use the same tools and incorporate some of these domains. The common ground among all of these domains and IDM is making the best use of the data.

    Knowledge Required

    This does not come easy and brings new challenges for businesses when it comes to managing their data and information. Dealing with data information should be knowledgeable in at least one of the following environments or disciplines:

    Big data

    Big data describes the high growth and availability of data, both structured and unstructured. Its characteristics are volume, velocity, and variety. It might be difficult to manage with traditional tools, it might move too fast, or it might exceed current enterprise processing capacity. Big data information and applications contributed to the growth of NoSQL databases.

    Operational data

    Operational environments provide central transactional capabilities (i.e., processing applications, claims, payments, etc.) that usually work with a DBMS. For structured data, Relational DBMS, or RDBMS, are used mostly.

    Data exchange

    Organizations use data information exchanges and data exchange standards to share information with internal or external parties. Side by side standardizing exchange formats and metadata minimizes impacts to both the sending and receiving systems and reduces cost and delivery time. A related field is master data information and management (MDM). An example is a vendor list. The U.S. Treasury requires specific information for identifying contractors before the federal government reimburses them. Most federal agencies use this centrally collected list. Exchange, transform, and load tools typically support these types of data trade activities. ETL tools manipulate data and move it from one database environment to another.

    Data warehouses

    The integration of same and disparate data from across organizational, functional, and system boundaries can produce new data assets. The organizations can use the latest data to ensure consistent analysis and reporting, to increase the information needed for decision making. Data information may be structured, unstructured, or both. Business intelligence has become a recognized discipline. Hence, It takes advantage of data warehouses to produce business performance management and reporting.

    Data mining and knowledge discovery

     Mining applications explore the patterns within data to find new insight and predictive models. An organization should use specialized software that applies high statistics, neural net processing, graphical visualization, and other high analytical techniques against targeted extracts of data. Hence, In addition, tools should evaluate continuously streaming data within operational sources.

    Database management

     Knowledge in this discipline requires specific training related to a specific DBMS and being certified. A certified database management professional (CDMP) is responsible for the installation, configuration, and maintenance of a DBMS (e.g., storage requirements, backup, and recovery), as well as database design, implementation, monitoring, performance, and security of the data in the DBMS (Software that controls the organization, creation, maintenance, retrieval, storage, and security of data in a database. Applications make requests to the DBMS, but they do not manipulate the data directly.)

    Data architecture

     A data architect is responsible for the complete data requirements of an organization, its data architecture and data information models, and the design of the databases and data integration solutions that support the organization. Usually, The data structure must meet all the business requirements and regulations. A specialized area in data architecture is the role of the data steward. The data steward is usually responsible for a specific area of data such as one or more master data.

    Core Principles

    An efficient data management program begins with identifying core principles and collaborative activities that form the foundation for providing efficient, effective, and sustainable data. You can see The organization should interlace the following core principles throughout all of the data management activities:

    • Firstly, the data collected is apt, timely, relevant, and cost-effective.
    • Secondly, data efforts are cost-efficient and they minimize redundancy and respondent burden.
    • Thirdly, activities related to the collection and use of data are consistent with applicable confidentiality, privacy, and other laws, regulations, and relevant authorities.
    • Fourthly, data activities look for the highest quality of data and data collection methodologies and use.
    • Data activities are coordinated within the organization, maximizing the standardization of data and sharing across every medium.
    • Partnerships and collaboration with all stakeholders are cultivated to support common goals and objectives around data activities.
    • Data activities adhere to appropriate guidance issued by the organization, its advisory bodies, and other relevant authorities.
    • Also, we use data to inform, monitor, and improve policies and programs.

    Conclusion

    In summary, Information and Information Management (DIM) alludes to the arrangement of individuals, procedures, and advancements supporting the creation, assortment, stockpiling, misuse, and removal of data resources. Hence, It includes strategies, systems, and best practices to guarantee that information data is reasonable, genuine, obvious, open, and interoperable.

    Also you can read our blog on Motivating Employees without bonuses in Top 15 ways

    FAQ’s

  • Data Security in your Team

    Data Security in your Team

    Data Security is the foremost vital process without it our files don’t seem to be secure. 

    Hence, Data Security is the method of protecting files in a similar database and by adopting the set of applications and control that identify the importance of databases.

    WHAT’S IN IT

    The Importance of Cyber Security

    Cyber security or Data Security is most required because the government, military, corporate, and medical organizations collect, process, and store unprecedented amounts of knowledge on computers and other devices. 

    So, A big portion of that data will be sensitive data, whether that beholding, financial data, personal information. Hence the volume and class of cyber attacks are growing, companies and organizations, especially those who are tasked with security purpose information regarding national security, health, or financial records, have to take steps to shield their sensitive business and personal information on Data Security.

    There are basically 3 elements in Data Security

    1-Confidentiality

    2-Integrity

    3-Availability

    Confidentiality

    It ensures that the data is being used by the authorized individual.

    Integrity

    Ensures that information is reliable similarly as accurate Data Security.

    Availability

    Ensures that data is simultaneously available and accessible to satisfy business needs.

    Data Security Technologies

    Data Auditing

    A data audit refers to the auditing of information to assess its quality or utility for a selected purpose. Auditing data, unlike auditing finances, side by side involves observing at key metrics, except for quantity, to form conclusions and Data Security about the properties of an information set.

    Data Real-Time Alert

    Also, It takes companies several months to urge a breach. 

    Data Risk Assessment

    So, Risk assessments summarize important findings, expose data vulnerabilities, provide a thorough explanation of each vulnerability, Data Security, and include prioritized remediation recommendations.

    Data Minimization

    It may well be the principle that states that data collected and processed should not be held or further used unless this can be one of the reasons that were clearly stated ahead to support data privacy and Data Security.

    Ways to develop Security Culture In Teams

    • Install the concept that security belongs to everyone.

    Many organizations have the opinion that the protection department is in command of Data Security.

    Sustainable security culture requires that everyone within the organization is bushed. Everybody must desire a security person. Hence, this is a security culture for everyone. Security belongs to everyone, from the chief staff to the lobby ambassadors. As everyone owns a small amount of the company’s security solution and data security culture.

    Data Security risks

    Risks associated with lack of visibility

    Companies often have terabytes of knowledge, and therefore the risks of information breach rise when companies don’t know where critical and controlled data is being held across their infrastructures on desktops, servers, and mobile devices or within the cloud. Hence that’s a large risk because it makes a finding of privilege abuse or unauthorized users getting sensitive data almost impossible until it causes hard to damage.

    Risks associated with human actions

    Companies have generally trusted their internal users and focused on defending against those accessing the network from the surface, which mindset continues to prevail because the Netwrix research shows, most companies continue considering hacker attacks to be the foremost dangerous threat, while the evidence shows that it’s insiders who present the overwhelming majority of security incidents.

    Ways that Cyber Security best practices that every employee must know

    Protect their data

    It’s important to not leak our company’s sensitive information. for instance, if you give out a picture online that shows a whiteboard or visual display unit within the background, you’ll accidentally reveal information someone outside the company shouldn’t see. Hence by the identical token, make sure to respect the belongings of other companies.

    Whether or not it’s accidental, sharing, or using the IP or business secrets of other companies could get both you and your company into a problem. Your company can help protect its employees, customers, and data by creating and distributing business policies that cover topics sort of thanks to destroying data that are no longer needed and therefore the thanks to reporting suspicious emails or ransomware. Hence avoid pop-ups, unknown emails, and links your company can help by employing email authentication technology that blocks these suspicious emails. Hence you’ll usually be notified that the e-mail has been sent to a quarantine folder, where you’ll check to figure out if it’s legitimate or not. use caution. 

    Use strong password protection and authentication.

    Complex and difficult passwords can help stop cyber thieves from accessing company crucial information. Simple passwords can make access easy. If a cyber thief figures out your password, it could give them access to the company’s network. Hence Creating complex passwords is crucial is also a good way to implement and ensure Data Security.

    Connect to secure Wi-Fi

    If you’re working remotely, you will be ready to help protect data and ensure Data Security by employing a virtual private network, if your company has one. Hence a VPN is crucial when doing work outside of the office or on a business trip ensuring Data Security. Hence Public Wi-Fi networks are often risky and make your data prone to being intercepted.

    Enable firewall protection at work and reception

    Having a firewall for the company network and your home network may well be a primary line of defense in helping protect data against cyber attacks. Firewalls prevent unauthorized users from entering your websites, mail services, and other sources of information that can be accessed online.

    Invest in security systems

    Worth Investing In Commercial Security Systems For Your Business

    All of the devices you utilize at work and reception should have the protection of strong security software. Hence your company needs to provide data security within the install security software updates and keep a replica of your files

    Given IT security best practices means keeping your security software, web browsers, and operating systems updated with the foremost recent protections. Antivirus and anti-malware protection are frequently revised to specialize in and reply to new cyber threats. If your company gives out instructions for security updates, install them immediately. This also applies to non-public devices you utilize at work. Installing updates promptly helps defend against the foremost recent cyber threats. Hence Cyberthreats often aim at your data. That’s why it’s the best thing to secure and replica files just in case of an information breach or a malware attack. Hence your company will probably have rules about how and where to repeat data. Important files are often stored offline, on an external hard, drive, or within the cloud.

    Talk to your IT department

    The IT department is your friend. It’s an honest idea to work with IT if something with a variety of software updates hits a snag. Don’t let an easy problem become more complex by attempting to “fix” it. If you’re unsure, IT can help. It’s also smart to report security warnings from your internet security software thereto. They may not remember all threats that occur. Usually, It’s also important to stay involved when traveling. Let your IT department know before you go, especially if you’re visiting by using public Wi-Fi. Have an honest trip but don’t forget your VPN which can compromise Data Security.

    Remember to create sure it’s, well, IT. Be careful with tech support scams. you’ll receive a phishing email from someone claiming to be from IT. Hence the goal is that it may trick us into installing malware on your computer or provide sensitive data. What to do? Don’t provide any information. Instead, contact your IT department right away.

    Employ third-party controls

    Companies and their very own employees might monitor third parties, like consultants or other employees, who have temporary access to the organization’s network. It’s important to limit third-party access to certain areas and remember to deactivate access once they finish the duty.

    Embrace education and training

    Smart companies take the time to teach their employees. Hence Your responsibility includes knowing your company’s cyber security policies and what’s expected of you.

    Conclusion

    IT department is your friend and solely prepared for you so that business-critical runs smoothly while ensuring everything runs as expected. So reach out to them whenever you need any technical support. Usually, it’s not DIY stuff to ensure safety when you’re working with such business-critical data and information.

    Also You can Read our Blog on Accelerator vs Incubator- Step By Step Complete Guide

    FAQ’s

  • How to retain good team member

    How to retain good team member

    Having a great organization, satisfied clients is a dream of every employer when they start but what makes an organization great and a client satisfied, It’s the employees, the team members who make it happen, who make the dream come true through their hard work, skills, abilities. They are the ones who enrich the customer experience by their service which leads to excellent customer reviews. 

    retain good team member

    WHAT’S IN IT

    Why Employee retention is important

    If customers are the king of the market then employees are the real assets of the organization and no organization can afford this loss of losing one of their asset he/she can be replaced physically by someone but his/her skill sets, attitude, which he/she possessed can not be exactly replaced by the person. Thus it is important to provide your employees with a great organizational culture, creating a healthy working environment for them.

    As rightly said by Angela Ahrendts (senior vice president of Apple)

    “Everyone talks about building relationships with customers. I think you should build one with your employees first.”

    It is important to retain your good team members, But how to do that?

    Top  Ways to Retain Your Great Employees

    Use These Tips for Employee Retention  

    retain good team member

    A successful employee retention strategy cannot be made in isolation. You have to become a team member, you need to understand each nerve of your employee. No two employees are exactly alike, of course, each has different needs, wants, desires, goals but each employee wants to feel appreciated by their employer.

    You should consider the employee-employer relationship in an organization, and look out for ways to keep your workers feel happy about their work as well as the place where they work.

     Use These Tips to Retain Your Great Employees

    1) Induction and Orientation

    For every new hire on the very first starting day, there should be an introduction to make him aware of the organization, other team members, staff, organization culture. This will make him feel connected, a part of the family.

    2) Mentorship

     Every new hire needs some guidance and mentoring, through mentoring the new employee can learn from the experiences of their mentors and can also give their fresh insight on any topic of concern. This will lead to the overall development of the employee as well as the organization.

    3) Understand employees psychograph

     It is extremely important to understand your employees’ nerves, what they are going through, is there any problem which they are facing in the organization, any issue related to work or any stress, by understanding this we can create a better working experience for them.

    4) Understand their Career Goals

    Every employee wants challenging work that can improve their skill sets and can grow professionally. Look into this whether their career objectives are getting fulfilled or not, whether they are getting enough opportunities or not, if not then work upon this.

    5) Training and Development

     Spend on your employees, spending on your employees is never an expense it’s next to investment. This lets them grow and develop professionally which will increase their productivity, and when they will grow they will feel happy and satisfied for eg. pay for continuing education training, pay fees for attending conferences or industry events each year.  

     6) Communication

    There should be a proper flow of communication in an organization. Where employees can openly discuss and share their opinion and ideas regarding any topic of concern.

    7) Two-way Feedback

     There should be a proper two-way feedback mechanism where the employee as well as the employer can communicate and can give their valuable feedback like the employer can give feedback to their employees regarding their work or ideas likewise employees should also have the opportunity to give feedback on the working environment of the company or organization.

    8) Invite employees for new ideas

    Employees should feel celebrated, they are the ones who are working very hard day and night. Therefore we should welcome any new ideas or any insight coming from them.

    9) Appreciate

     Each employee wants to get appreciated for their work, Appreciate them for that, for their hard work, Words like you have done a great job, words like this make them feel good, or you can also give them some monetary rewards like bonuses or gifts as well.

    10) Provide equal platform

     Each employee should be given equal opportunities and there should be no discrimination between the employees, equal and fair distribution of work should be there. 

    11) Perks 

     perks make your organization different from others, for example- organizing lunch for employees or free snacks or coffee every day. These small acts leave a great impact on employees and this lets them feel more connected and engaged with the organization.

    12) Wellness offerings

    Every organization must introduce employee wellness programs, this program is an important step in improving the health and productivity of employees, by introducing employee wellness programs there would be low health care costs and as well as the employees will feel happy and the environment will also turn into a positive one.

    13) Recognition and reward

    Employees must get recognition for their work. Every person wants to feel appreciated and get recognized for their work. Show them that they matter. For example- a gift card or a sincere mail or a day off also works great.

    14) Work-life balance

    There should be a balance between the employee’s personal life and professional life. Overburdening them with the work is just not the key, asking them to work for long hours after office time will also not only increase their stress level but will also decrease their productivity.

    15) Respect

     Every person deserves respect, then these employees are the biggest asset of your organization. They are working day and night for you therefore you should Create a healthy and respectful environment for each employee in the organization.

    Final Thoughts on Retention

    retain good team member
    1. Companies should revisit their retention strategies every year.
    2. Employees must get a fair Salary at least according to the market standard.
    3. There should be a great organizational culture
    4. The balance between life and work.
    5. Strong employee-employer relation
    6. Employees should get some perks and benefits.

    Clues that employees want to leave

    Things can be communicated by behavior or body language also it’s not necessary that it would be only communicated by words. Thus it is found that employees who are likely to leave the organization show or have certain changes in their behavior or body language or attitude.

    retain good team member

    Things that you can notice

    1. Less active, Do not participate actively in various activities.
    2. The decline in productivity of the employee
    3. Reluctant to participate in various activities
    4. Show less interest in working
    5. Less interaction with the management
    6. Reserved and quiet
    7. Less social interaction with the staff
    8. Do not share feedback 
    9. More Complain and arguments
    10. Weak Commitments
    11.  Offer fewer ideas or suggestions

    Must do for any Organization

    retain good team member

    Employees feedback is essential, when he/she is your employee, working in your organization you asked them for the valuable feedback you communicate with them on various issues related to the organization whether it is related to the organization culture or work stress or whether work-life balance.

    But ask yourself a question, do you ask these questions or communicate with the employees when they leave your organisation? Do you ever ask them for their feedback regarding various organisations for example why they are leaving, why they do not want to continue with you, or whether they have faced any problem in the organisation, how was their experience throughout the time which he/she spent in the organisation. Have you ever asked these questions to them, if NO then you should ask?

    Exit Interviews

    retain good team member

    Whenever an employee leaves your organization you should conduct an exit interview. But before that you should ask the employee and tell him about the purpose of doing this and also should inform you that this information will be kept confidential.

    Questions that can be asked to him/her

    1. why they are leaving, why they do not want to continue
    2. What problems they have faced in the organization
    3. How was their experience with them

    The feedback received by you from your exiting employee is beneficial for your organization, based on this feedback you can make necessary changes if required any, you will get to know more about your organization or we can say more about the employees that what problems they are facing if any, why the employees are leaving or why they are not satisfied. Based on this you can create a better culture in your organization.

    As rightly said by Angela Ahrendts (senior vice president of Apple)

    “Everyone talks about building relationships with customers. I think you should build one with your team first.”

    Conclusion

    Thus feedback received in Exit interviews are very valuable and possess a lot of information regarding your organisation working, culture and many more things.”

    As rightly said by Angela Ahrendts (senior vice president of Apple)

    “Everyone talks about building relationships with customers. I think you should build one with your team first.”

    Also You can Read Our Blog on Helping your people developing Emotional intelligence

    FAQ’s

  • Helping your people developing Emotional intelligence

    Helping your people developing Emotional intelligence

    What do you think when you think of the “right leader” or the “right person for your team”? You can imagine a person, no matter what problem he encounters, will not lose control of his character. You can also become a person like this by Helping your people developing Emotional intelligence. Or, you are thinking of someone who has confidence in employees, listens to their team, is easy to talk to, and always makes wise and prudent decisions as a leader to help people.

    And similarly who are the real good listeners. No matter what situation they are in, they always seem to know what to say and how to say it so that we will not be offended or frustrated. They are caring and considerate to help people. Although they may not find a solution to the problem, they usually leave with greater hope and optimism to help people.

    We may also know some people who are proficient in emotional management. Hence they will not get angry under stressful situations. Instead, they can examine problems and calmly find solutions to help people need. Hence they are excellent decision-makers, and they know when to trust their instincts. However, regardless of their strengths, they are usually willing to treat themselves honestly. Although, they accept criticism well and know when to use it to improve performance

    These are the characteristics of people with high emotional intelligence.

    WHAT’S IN IT

    Do you also want to be like this?

    Well, let me tell you it is not rocket science and you can also become a person like this. You need to be more Self- aware, motivated, and more socially aware.  Hence you have to control your emotions and manage them in the right way so that you can lead people more effectively.

    Well, nowadays emotional intelligence is very important for your professional success. Companies take separate psychometric tests to check your emotional intelligence level. No organization wants its employees to be low on EQ (Emotional Quotient). They want an optimistic, team player, and emotionally stable employee.

    We talk a lot about Emotional Intelligence but what is it exactly?

    Emotional intelligence or EI is your ability to understand and process your feelings and humans. People with high emotional intelligence know how they feel, what their feelings mean, and how these feelings affect others.

    A person high on EQ knows his emotional state and negative emotions (frustration, sadness, or other more subtle things) very well, and can recognize and deal with them. These people are particularly sensitive to the feelings of others.

    Emotional intelligence

    So how can these skills be improved or managed??

    Before going in depth-first let’s understand the characteristics of Emotional Intelligence, how it works, and what skills you need to have to call yourself an emotionally stable person.

    Characteristics of Emotional Intelligence and how it can be improved

    According to an American psychologist Daniel Goleman, who helped to popularize emotional intelligence, there are five key elements to it:

    While helping your people you need to introduce these concepts and their solutions to them. Encourage them to follow the skill set in increasing their emotional intelligence level. 

    Given below are five key characteristics of Emotional Intelligence

    Emotional intelligence

    1. Self-Awareness

     A person’s high emotional intelligence makes them confident. When people make important decisions in life, they can understand their feelings and control their emotions. Hence they will not control their emotional turbulence and are more likely to pay attention to their strengths and weaknesses. 

     So, what measures can you take to increase your self-confidence?

    • ·Keep a diary -Using a magazine can increase confidence. Side by side taking a few minutes each day to write down your thoughts can increase your confidence.
    •   Slow down– If you experience anger or other strong feelings, please slow down the inspection process. Remember, no matter what the situation is, you can always choose how to respond. 

    2. Self-regulation

    Emotional intelligence can help people control their emotions and impulses without making them aggressive and jealous. It prepares one to think before reacting to the situation. Hence Self-regulation makes people considerate, adaptable to change, honest, and attentive.

    So, how do you improve your ability to regulate?

     Know your values

    • do you know where you will not compromise? Do you know what values ​​are most important to you? Take the time to check your “ethics”. Hence if you know what is most important to you, you may not have to think twice when faced with ethical or moral decisions-you will make the right choice.

    Take responsibility

    • If you blame others, stop when things go wrong. Commit to accept your mistakes and bear the consequences, regardless of the consequences. Hence you may sleep better at night and quickly earn the respect of others.

     Practice keeping calm

    • next time you encounter difficulties, please pay attention to your behavior. Can you relieve stress by calling others? Perform deep breathing exercises to calm yourself. Try to write down any negative content you want to say, then tear them up and throw them away. It’s best to express these feelings on paper (don’t show them to anyone!) and speak out to your team. You can also challenge your answer to make sure it is appropriate!

    3. Motivation

     People who deal with high levels of emotional intelligence are motivated. They are happy to be able to deliver high-quality products immediately for long-term success. Also, they faced positive challenges and proved to be more productive and agile in the execution of their tasks.

    How can you improve motivation?

    Know where you are

    • Determine the motivation for leadership. Through our assessment of leadership motivation, you can see your motivation in your leadership role. If you need to improve your leadership skills, you will be taken to resources that can help you.

    Hope and do the right thing

    • Motivated managers are usually optimistic, no matter what problems they face. Adopting this way of thinking maybe a practice, but it is worth it.

    If you face challenges or failures, try to at least understand this situation. When we learn an important lesson, it may be a small thing, such as a new contact, or something that has a long-term impact. But when you look for it, there is almost always something positive.

    4. Empathy

     Another important part of emotional intelligence is compassion, which enables people to know the emotional aspects of others around them without being decisive or conservative. They can handle interpersonal relationships well by understanding the attitudes of others, even non-obvious feelings.

    How can you improve empathy?

    Put yourself on other people’s shoes

    • it’s easy to stand in your position. Ultimately, it’s up to you! But it takes time to look at the situation from the perspective of others. In the article about the conceptual post, you will find a useful way to do this.

    Pay attention to body language when

    • Listening to others, you can cross your arms, move your legs back and forth or orbit your lip. This body language tells others how you feel in a certain situation, and the message you convey is not positive! Learning body language can be a real asset in a leadership role because you can better determine how someone feels. Hence this allows you to answer appropriately.

    Respond to emotions

    • Ask your assistant to be late-do it again. As long as he agrees, you can hear his voice disappointing. Therefore, please reply to his feelings. Tell him that you appreciate his willingness to work overtime, and you will be disappointed when you are late. Hence if possible, find a way to reduce trouble late at night in the future (for example, release it on Monday morning). 

    5. Social skills

    People have acquired considerable social and communication skills through a high degree of emotional intelligence. They do not grow up alone but will inspire others to grow, thus reflecting a strong team-building ability. Usually, he also focused on the art of crisis resolution with a broad vision and a proactive spirit.

    How do you develop social skills?

    Know how to resolve conflicts

    • Managers need to know how to resolve conflicts between team members, customers, or suppliers. If you want to succeed, then it is necessary to learn conflict resolution techniques.

    Improve your communication skills

    • How is your communication level? Our communication quiz will help you answer this question and provide useful feedback on how to improve yourself.

    Learn to praise others

    • As a leader, only by winning employees can you praise them, which can increase the loyalty of the team. Learning to praise others is good art, but it is worth it.

    Well, these are the methods or some of the solutions by which a person can improve emotional intelligence, and as a teammate or leader, one should motivate the people around you to use these methods in their skill-building to help people.

    But it’s not going to be very easy. When you have to help other people to be more confident, socially aware, and motivated

    So, what else can you do?

    • Help people discover their deep and very personal vision for their future,
    • Help them discover how their current work may require some work to make the future a reality.    These are the first two stages of Richard Boyztis deliberately changing the theory, and we have been testing with leaders for years.
    Emotional intelligence

    Ways to change complex skills

    People can initiate and support changes in complex skills related to emotional intelligence in the following ways:

    First, find the dream. When looking after employees, you first need to help figure out the important things in life to help people. Hence only in this way can you proceed with the work that is important to that person. Then help your employees develop a clear and compelling vision for the future, including building strong and positive relationships with family, friends, and colleagues to help people.

    Next, find out the actual situation: What is the current state of this person’s emotional intelligence? Just as a person has a powerful dream to draw strength, he is also strong enough to withstand pressure to find out the truth. If you are training him now, you have confidence that he will listen to you. However, this may not be enough to help people need. You want to find a way to get feedback from others through a 360-degree feedback tool (such as ESCI (emotional and social skills list)) or a self-study process for executives (as described in this book). Become an echo leader), where you can directly talk about your EI and other skills with trusted friends.

    Once you have dreams and reality, it’s time for interval analysis and learning plans. Please note that I did not say “performance management plan” or “development plan”. The difference in the learning plan is that it is a direct path from a personal point of view, and it requires gradual learning to reach the destination-to truly develop skills to help people.

    Conclusion

    Developing emotional intelligence can make a difference between success and failure in life and work. Moreover, if you are solely responsible for the contributions of people to the team and the organization, then you will try to help people who are challenged, incompetent, and dangerous. That’s your business.

    Also You can Read our Blog on Rewarding Your Team In 12 Powerful Ways | Challenges

     FAQ’s

  • Creating the right pay structure

    Creating the right pay structure

    The right pay structure helps in boosting the morale of the employees as well as develops loyalty towards the organization. Side by side, it helps in retaining talented employees by improving their skill expertise.

    Providing them compensation in the form of the right pay structure can help in the productivity of the organization.

    Before understanding what kind of stipend structure is suitable for the employees. We need to understand why does the right stipend structure matter?

    Pay evaluations can be founded on showcase costs or real pay rates, or a blend of the two strategies. For instance, you could utilize market information to build up the strategy to go for a compensation evaluation and utilize genuine pay rates to decide the midpoint in the range.

    To build up to pay grades dependent on real compensations. Make bunches dependent on levels in the authoritative chain of command. Hence, for instance, directors and VPs would be two separate compensation grades. For instance, various jobs with comparable hierarchical worth, necessities, and pay rates can be remembered for a similar gathering.

    The base and limit of a range can be determined from the midpoint or comparative with a lower and higher evaluation to shape a consistent movement.

    WHAT’S IN IT

    Why does Pay Structure Matter?

    1. Firstly, organizations need to ensure they are reliably paying their employees according to their talent. The stipend structure considers various factors to ascertain the compensation rewards. Hence, the best decision for your business will solely rely upon different divisions of the organization. Choosing the right compensation structure is very important in strengthening the organizational culture.
    • Secondly, the organizations need to take into consideration certain factors such as employee engagement and satisfaction to boost the morale of the employees indeed the defined goals and objectives can help the employees in providing a clear understanding of their work area.
    Pay structure

    Factors considered while creating the right pay structure

    Some of the factors which are taken into consideration while forming an equitable reward structure are as follows:

    Experience

    Occupation adverts ordinarily indicate how long of experience they need for the post and offer a relating pay. Usually, Indeed, even inside a compensation band, your offer will rely upon your experience level.

    Skills

    Although, Your compensation is straightforwardly corresponding to how much ability you bring to the activity. But, when in doubt, places that require talented workers or individuals with explicit capabilities will be paid more, while the broader positions, like organization, will draw in lesser compensation.

    Education

    Your degree of instruction and its quality (for example the foundation you are from) likewise affects your pay. The executives move on from the IIMs, for example, will order a superior cost in the activity advertised than MBAs from different establishments.

    Geography

    Although, the area you are posted in has a great deal of effect on the amount you are paid. But, pay rates for a similar position will change across various towns and urban communities since they consider contrasts in the typical cost for basic items.

    Inflation

    Although, organizations must offer pay rates on a standard with industry norms. But, with the rise in inflation, the buying intensity of pay rates is on a consistent decay. To pull in new workers, organizations must guarantee that pay rates are balanced for expansion with the goal that buying power increments or if nothing else continues as before.

    Different Types of Pay Structure

    To begin with, there are wide varieties of pay structure followed across different organizations depending upon the criteria set by the management authorities.

    Individual Pay Rates

    It is generally considered to be one of the most recognized stipend structures across various organizations.

    But, It involves a fixed salary based on the employee’s roles and responsibilities in the organization. The salary is paid usually in a weekly and monthly duration.

    The benefit of this process is that it gives the organization an initial idea of the distribution of salaries in an efficient way meanwhile creating employee value in the organization.

    But this type of stipend structure is not volatile due to the payment of a fixed salary as there is no static growth in the reward structure. The only growth in their career is through promotions or transfers which takes a lot of time due to which employees get demotivated. Thus, It is most feasible for small organizations.

    The individual pay rate should not be confused with individual pay ranges as both are different forms of stipend structure where the latter focuses on a predefined scale rather than a fixed pay. Thus, this type of pay structure is most common in government firms.

    Narrow-Graded and Broad-Graded Pay Structure

    Although, in a narrow graded recompense structure, the grade range is usually made up of large grade ranges with various jobs distributed into the particular grade range respectively. Hence, this type of stipend  structure is usually followed in the public sectors

    Grade1st step2nd step3rd step4th step 5th step
    128000082000840008600088000
    117500076000774007800079400
    106000061300620006390064600
    95500056300576005830059300
    85000051200527005340054800
    74500046200475004800049600
    64000041600424004330044400
    53500036400372003890039800
    43000031200323003320034700
    32500026500272002830029400
    22000021600223002350024900
    11500016500172001840019500

    In a broad graded pay structure, the grade range is usually on the lower side as compared to the narrow-graded stipend structure. Hence the salary bandwidth is lower and hence, keeps the employee motivated as the pay scale jumps are quite high.

    GradeBottomMidTop
    5550005740059200
    4500005210054300
    3450004680048300
    2400004250044100
    1350003750039200

    Pay Spine

    In short, the pay spine follows a company-wide pay structure which is widely used to bring simplicity in the organization. However, the pay spine is said to cover all the grade pay salaries from a lower managerial position to a senior managerial position. Hence the recompense structure is said to be equitable as it usually covers the fixed salary as well as the incremental income.

    The pay progression is said to be not that huge in ranges but ceases to provide clarity to its employees building compatibility and trust towards the organization.

    Job Families

    To begin with, the job family reward structure provides some kind of harmony between the large number of compensation frameworks provided by the organization. So, it usually groups all the homogenous roles and separates the individual roles based on the information and supremacy. Job families are usually created for multiple departments specifically to combine all the facts about knowledge and experience.

    This type of pay structure usually works well due to the cost control factor. Furthermore, management can easily work upon and examine the salary structure on an interval basis and can rectify it for the same. Thus, The structure is versatile and is very much recommended for progressive recompense structure.

    What is the right pay structure for your organization?

    It is one of the extreme situations a company faces while selecting which type of pay structure should be followed in the organization. Selecting the right reward structure can motivate the employees to work hard on their roles whereas a wrong recompense structure can demotivate the employee and ultimately low productivity in the organization.

    Few of the things to consider while selecting the right recompense structure are:

    • So, If you are a developing organization, and there is no decent evaluation pay structure, the activity of building a new reward structure can help to resolve the problem of achieving the advancement of the organization. It assists set with increasing a framework for pay so you can settle on recruiting choices rapidly. It guarantees that you will manufacture your developing association on a framework that is reasonable and agreeable. Furthermore, perhaps above all, while setting up an evaluation structure, your association will be compelled to settle on hard decisions about how you need to organize pay. Hence, A right pay structure paves the path to remove the blocks from the deconstructive roads.
    • If there is any unique objective that needs to stand out from the competitor’s areas such as technology, medical, sales, and other ground reality work can follow the hybrid pay structure i.e. compilation of different types of reward structure to create a new structure suitable for the respective organization.
    • To begin with, setting up job-based ranges is a decent stage for having some reasonable rules for pay. At that point, you can start to explain how representatives go into and travel through and between ranges.

    Conclusion

    Finally whichever structure you choose, recall that the most significant action is to communicate with the employees. So, tell them what you choose about how to adjust your compensation to your hierarchical objectives. Further, it’s insufficient to simply pay the individuals, you’ll need to convey your method of reasoning for pay practices to help connect with and spur your top representatives. Hence, towards the day’s end, the pay is about individuals and results, and we need to get both rights in our associations.

    Also you can read our blog on Motivating Employees without bonuses in Top 15 ways

    FAQ’s

  • Equity Theory of Motivation

    Equity Theory of Motivation

    Equity theory exists in the real world, and with the help of social media, this is rising. In organizations, we can feel that people are suffering from this theory, and that’s why they are lacking motivation. Now without further delay, let us understand this theory in detail. And let us first start with a real-life incident I faced.

    WHAT’S IN IT

    Example of equity theory of motivation

    This incident will help you in understanding how the problem arises. 

    One of my friends got placed from campus at an excellent salary package in a multinational company. After joining, he was delighted as the salary was high, he was getting it on time, and the job was challenging as well as exciting. After a few months, he called me, and he was sounding like really low. So I asked him what happened, you were delighted when you joined. Then he replied and told an exciting thing. He said that this company hires from IIT(Indian Institute of Technology) as well as from NIT(National Institute of Technology).

    My friend was from NIT. In that situation he said that there is a huge difference in salaries, he was getting a very much lower wage than from IIT guys, almost half from them. And one important thing he said was that the designation, job profile, job nature everything was the same; the only difference is in terms of salary. In some positions, freshers from IIT have been positioned on senior posts than him. This all made him demotivated in the situation. 

    If you observe this situation, my friend is comparing himself with others. Our society has got this notion; we keep on comparing things, jobs, children, etc. This must be happening with you also. 

    So, my friend was unhappy due to a comparison of his salary and salary of IIT students. He is suffering from equity distress.

    EQUITY THEORY

    John Stacy Adams proposed equity theory in 1963. The theory says that employees tend to compare their job inputs with job outputs relative to others. But now this theory is not only limited to employees; every person feels it. 

    The inputs are– effort, experience, educational qualifications, and competence ( skills). We take all four things as inputs that we are putting efforts into; we have the best experience, we come from an excellent educational background, and we have the best skills.

    The outputs are – salary levels, appraisals, recognition. We usually take these three things as outputs that how much salary we are getting, what promotions or evaluations are we getting at year-end and how are we recognized in the company.

    Research shows both males and females make comparisons, one engaging thing in the study is that they both prefer same-sex analogy; a male would likely to compare with another male and a female will probably compare with another female.

    But, the way women empowerment is on the rise, this same-sex comparision part of theory will get failed. It will be more common in the future that males and females will be compared with each other, which is already started. 

    EQUITY THEORY OF MOTIVATION

    After Comparison, there are three situations which can be generated, let’s talk about those situations:

    SITUATIONS OF EQUITY THEORY

    1. the ratio of output to the input of an employee is equal to the ratio of output to the input of another employee ( referent). In this condition, you feel equality, fairness, and organization are very good. Here equity exists, and this is the ideal condition that rarely exists.

    2. The ratio of output to the input of an employee is more than the ratio of output to the input of another employee ( referent). In this condition, there is inequity due to overrewarded. It feels suitable for a few days for being the employee in this situation. But  Sometimes, this also creates a problem because when you think overrewarded than anyone else who has done the same hard work as you; you start developing a feeling of guilt. 

    3. In this condition, the ratio of output to the input of an employee is less than the proportion of output to the input of another employee ( referent). This is the most common situation, and here also inequity exists due to being under-rewarded. Most employees find themselves in this situation that their organization is not recognizing their hard work well.

    EQUITY THEORY OF MOTIVATION

    WITH WHOM EMPLOYEES COMPARE

    1. Co-workers– This is the person with whom we compare the most.

    2. Neighbours–  We compare our houses, cars, living standards, etc. with them. Sometimes we also compare our children.

    3. Friends- We have a regular comparison with friends also in terms of education, hard work, money, etc.

    4. Present Job with Past job– Sometimes if you do not compare with the above three ones then you compare your past career with the present one. 

    Comparision has become our natural trait, every time we keep comparing. Nobody is immune to it particularly more due to social media. 

    These comparisons create four types of referent comparisons.

    TYPES OF REFERENT COMPARISONS IN EQUITY THEORY

    1. Self Inside

     It means we compare the personal experience in different positions in the current organization. Sometimes we work at different positions in the same organization, then we start comparing those positions. For example, – I was working in marketing. Still, I was shifted in HR ( Human Resource), Now will think that I used to get more incentives in marketing jobs or I was not getting a sitting position in marketing, but I am getting a sitting job in HR.

    2. Self Outside

    Here, we compare personal experience in a situation or position outside the organization. In another organization, either our friend is working or our roommate who is in the same position with whom we share our experiences.  Now we start comparing our position with the same position but in another organization. 

    3. Other’s inside

     here, we start comparing other individuals or groups inside the organization.

    This is the most common one.

    4. Other’s outside

     here, we start comparing other individuals or groups outside the organization. 

    How Employees deal with Inequity experience

    Investigating Workplace Bullying Allegations: 10 Tips for Success | i-Sight

    1. Change the Input

    The day you feel that whatever hard work you do, nothing happens and the company prefers someone else; the same day you change your input. And you think why I should be hard for the company when I know someone else will be rewarded.

    We can compare this with our school life when the teacher used to favor another student, and on the same day, we stop giving responses to teachers.

    2. Change the output

    When an employee observes his talent is not appreciated, he starts focusing on quantity more than quality. He tries to increase his production because his class is not being measured. If a company does not take care of employees’ self-respect, then why will employees take care of the company’s reputation for quality.

    3. Choose a different referent

    This is a good trick. If you compare yourself with others and you feel frustrated with it, then change the referents. You should see yourself ahead of those who are behind you, rather than thinking yourself behind of those who are ahead of you. For example, when I used to rank 10th in school exams, then I used to think that I am ahead of 30 students rather than I am behind 9 students.

    4. Quit the Job

     If you feel that this inequity tension has increased so much that it is unbearable, then simply you quit the job. But when you join another organization then the same process starts happening there also.

    5. Change the self-perception

     you start thinking that the input I am giving is not sufficient for getting the desired results. You start pushing yourself.

    6. Change the perception of others

    Here you start thinking that the job of others is more important than yours, that’s why they are getting more rewards.

    Although in the first place, people should not make comparisons, they follow the above-told strategies because it somewhere it gives them relief from inquiry distress.

    Conclusion

    Adam’s Equity Theory of motivation states that a higher level of motivation and positive results can be expected only when employees feel their treatment is fair. The situations of equity theory depend on the ratio of output to input. The people with whom employees compare themselves are co-workers, neighbors, friends, and themselves. The people develop inquiry stress within themselves due to these comparisons, and they deal in different ways, as discussed above.

    Also you can read our blog on Role Of Brikshaw four-dimensional model

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  • Motivating Employees without bonuses in Top 15 ways

    Motivating Employees without bonuses in Top 15 ways

    If you ever think about how to attract and retain the best team ever, you possibly can, and especially if big salaries and huge bonuses are just not an option for you, then you should know how Motivating Employees Without Bonuses. 

    As you know that getting and keeping the right people on board is vital to your success, especially in today’s time of low employee engagement and high turnover. But even more significant than that is getting the right people in the company which makes going to work more fun and something you can look forward to. 

    Recent studies of employees show that creating a positive impact is the most essential estimate of employee success. Then, Followed by in this order: doing work you love, excellent work/life balance, and of course the pay.

    First, let us know that why Motivating Employees Without Bonuses is essential?

    The way you will make your employee feel, the same way he will make feel to the customer. Remember that an effort that is appreciated gets repeated. If your employees are motivated, then your customers are motivated.

    Motivating Emplyees Without Bonuses

    WHAT’S IN IT

    Tips for motivating employees without bonuses

    1. Celebrate every small success.

    You should celebrate the small success and milestones of your employees with a standing ovation. Keep the workplace vibrant, whenever something good happens to give high fives, pat the backs of team members, laugh loudly, make clapping’s, etc. celebration makes a change in physiology which changes psychology because action changes perception. Being vibrant attracts motivation.

    2. Create a well-defined growth path

    If an employee observes in a company that he is going to have good growth here, he will stay there and work. Show employees a well-defined career growth path. For example- If he is today’s manager then tomorrow he can be a general manager and can go further ahead.

    3. Potluck

     You should do something that makes your employees feel; office environment the same as the family environment. To do this, organize a weekly potluck activity. In this activity, on a day, every employee should bring extra food from his home, and all team members will sit together and enjoy the food like a family. Remember, a family that eats together always stay together.

    4. Free food for extra time workers

    If an employee arrives office before working hours, then you should arrange breakfast for him.

    If an employee works for late hours after working hours, you should arrange dinner for him. By doing this, employees will not feel a problem for staying more than working hours. These supporting conveniences help.

    5. Encourage good health

    We can have many small ideas for this, which does not require much money, but the benefit is much more significant. Conduct activities like Zumba dance, Power yoga, Aerobics, GYM, laughter, yoga, etc.

    You can give gym subscriptions to the whole team at the same place so that they all can go there together and feel motivated.

    6. Employee to Employee engagement

    Make a Gratitude board, keep a sticky notepad and pen near it. Whenever any employee will do something for another employee, then another employee will write a thankyou note for him. It will be visible to the whole office, and everyone will praise that person. And the helping culture will be repeated because the work which is appreciated gets repeated. 

    Also You can Read our Blog on 7 Ways To Maximise Employee Engagement In Team Learning

    7. The employee of the week

    Motivating Emplyees Without Bonuses

    Make a routine of giving gifts, awards, certificates, etc. every week to an employee of the week. Employees will get eager and excited to get that recognition. Although business running is logical, people are emotional, that’s why you should handle people emotionally so that they can run business logically.  You can have the same model for employee of the month or year.

    8. Employee stock option

    If your company is not big enough and you want to hire the best people, then consider this option for the offering. For this, you have to be a private limited company. Before offering SME IPO ( small and medium enterprises initial public offering ), you can launch Esop ( Employee stock option ). These are kind of little equity or revenue sharing. If an employee sees the growth of the company is directly proportional to his growth, then he will be ready to join work at even lower wages. 

    9. Flexibility

    These are the things for which very human crave more of; we crave more control over our schedule because in life things happen both special events that you just don’t want to miss and people get sick—plus putting the emphasis more on results rather than who is at their desk at what time gives people more control over their day and makes them feel trusted, which is very important.

    Now, of course, there are jobs where you do need to be at your office desk at a specific time, but in those cases, you might want to consider having people cross-trained or consider having a few part-timers instead of one full-timer.

    10.Time off

    What’s one thing all people want more of? Of course, it’s more time. Give your employees regular paid holidays and flair days. Flair days are spent time off that you can take to do something inspiring and fun. Like go to the museum or head to the water park or learn any new skill.

    11.The best tech

     This one is going to cost you some money. You have to fasten your team and make sure they have the best-updated software and other machines. Now, of course, you don’t have to update every time something latest comes out. But the best tech not only helps the team be more productive but also builds company pride because you know this nothing is more demoralizing than trying to get something done and being hindered by the pinwheel of tech.

    12.Challenge them to grow

    You need to anticipate a lot from your people and challenge them to gain new skills because if they are not going to see a growth path ahead, they are not going to stay. It helps in motivating employees without bonuses.

    13.Acknowledgment and appreciation

    This is one of the most important things you can do to attract and retain talent, and it’s one of the most underrated. You have to make it a part of your company culture to celebrate, appreciate, and publicly acknowledge people for their hard work. For example, when someone in a company hits a milestone, hits some major on a project, or when a team gets something gigantic done; you should pour on sincere and specific recognition for each person.

    Motivating Emplyees Without Bonuses

    14.Engage your employees within the process

    If you are not able to find out what will motivate your team, then don’t feel afraid to ask them. You can ask them what kind of rewards and incentives they want through surveys, brainstorming sessions, or a suggestion box.

    Once you have got the employee feedback, you can create goals for them to achieve.

    15. Know them personally

    Your business is your second family. That’s why you should recognize employees’ personal level, such as knowing about their families, hobbies, favorite food, etc. Identify if any problem is stopping them from working more. For example, if an employee has a dog at home and because of it, he can’t stay long in the office then allow him to bring the dog in the office.

    CONCLUSION

    Motivation is essential for employees because they are humans and humans run on emotions. To boost feelings, motivation is necessary. The best-proven ways to motivate your employees without money are discussed above, and you have to choose which one of them will work for your team because factors of motivation vary from person to person.

    To truly motivate your team and other people, you have to inspire their internal interest. And that’s something that money cannot buy.

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  • Rewarding Your Team In 12 Powerful Ways | Challenges

    Rewarding Your Team In 12 Powerful Ways | Challenges

    Being an employer, you need to find new and different ways to reward your team. For making a sound reward system at your workplace; you have to do some strategic and creative thinking. However, many companies do not do such things which make their employees uncomfortable.

    You will see an excellent rewarding system in every big company in the world.

    Many companies avoid this because they think this is time-consuming and costly for the company. Such companies do not see the more significant benefits of rewarding their team.

    But being an employer, you not only have to reward your team but also give them appreciation and recognition.

    There are many good reasons why companies and employers should reward their team and employees. This includes better office culture, better engagement, and productivity of the group. Here are the best ways to reward your team, which shows that you care for them.

    Rewarding your team

    WHAT’S IN IT

    12 WAYS TO REWARD YOUR TEAM

    Handwritten Appreciation

    When a boss gives a handwritten recognition to his employee, it can go a long way. In this method, there is no high cost of money and time. Writing a handwritten note for the appreciation of his performance, for wishing him his birthday, or for any festival makes him feel that you acknowledge the person and shows care for him. It shows that you have time for them also. This action speaks Louder Than words.

    Give parties

    When you celebrate for project completion of any festival throwing an office party is always a good idea as a reward. Office parties are good because it allows employees to feel more connected and comfortable. It might cost more than a handwritten note, but your team will thank you for it.

    Money

    Everyone works for money and loves it. However, it does not create a long motivation effect. But there are exceptions when you change the purpose of giving it. Getting money is in the form of a bonus when you work extra hard is more appealing than just getting handed money. This works for many people as they feel, they deserved it. This works best at the time of festivals when people have extra expenses.

    Holidays

    Giving an off for a few days to an employee who is giving better results is suitable for both him and his team members. Give extra holidays during festivals so that he can spend time with his family or can go back to his hometown for the celebration. Giving these holidays without cutting them from their annual leaves will be a heartwarming gesture.

    Magazine subscription

    Reward your team with magazine subscriptions. Magazines should be the ones who talk about productivity, health, personality improvement, financial knowledge, etc. Such magazines will help your team members grow on a personal level, and resultingly it will be beneficial for the company at the end. Give them options for such magazines and let them choose. This will make you a good boss who cares about the improvement of his employees.

    Book the tickets

    The whole team can go for a movie or a cricket match. From concerts to sports many events are happening all around the year. Going to such activities as a team will be fun.

    While working, everyone works as a team, so while enjoying the whole squad should make fun.

    Go for a trip

    Rewarding your team

    You can go on an adventurous trip with your team. You can go for a picnic or an exhibition visit. Rewarding your team with such visits will be a good idea. And make sure to make such trips regularly in a year or two.

    Meeting Location

    Do not always keep meetings at the same office; it feels boring. You can have a meeting out somewhere nice. For example, many people have their meetings at coffee shops. There you can give a treat to your team as well as perform the session. Moving to a new place for meetings is always a productive and rewarding activity.

    Everyone gets more creative while working at a new place with the same people. Hence you can have a great brainstorming session. Many leaders use this as a productivity hack.

    Sometimes you can also invite their families to make them happy and celebrate.

    Give flexible working locations

    Earlier companies used to give the second Saturday holiday to make employees happy. Then it became common. Now many companies offer flexible dress codes, and startups do not care much about them.

    Now in today’s world, although work from home is typical due to COVID-19 pandemic after that, also companies should give the option to work from home. Working from your place provides more flexibility to employees, and hence productivity increases.

    Show Personal touch

    Always being in professional mode adds boringness in the office. So, mixing a personal touch is good. It will be fun and make your team feel connected. Small actions such as giving them high fives, patting on back, praising them in front of everyone, etc. make a big difference.

    You can give rewards like becoming a boss for a day, going for lunch with the boss.

    Whenever you get public recognition for any project, always praise the efforts of your team by calling out their names. Remember, Nothing sounds sweeter than listening to your name.

    Provide free training

    Most new generation employees consider development opportunities and career growth as an essential part of the job. As a leader, you need to provide them with practical and competitive knowledge. You can teach them the skills by yourself or by hiring a professional.

    Remember, the new workforce coming into the industry is hungry for knowledge. They know learning is priceless. Hence this could be the best priceless reward you can offer.

    Healthy food and gym subscription

    Busy and hard-working people usually do not pay much attention to their health and fitness. You can offer your team a gym subscription nearby office so that they can collectively go and support each other.

    You can also offer a high nutrition diet from office canteen. It will improve their health so that they don’t get ill and they respect you.

    Rewarding your team

    CHALLENGES WHILE REWARDING YOUR TEAM

    Although rewarding your team may generate great teamwork and great results. But, it can also destroy groups and fail projects.

    1. You should reward the behavior you want to see. Paying the team just for the sake of doing it, irrespective of observing your team’s behavior may destroy the team’s seriousness.
    2. You should reward the team for working as a team. It takes a team to work as a team. There are many people in the group those have different areas of expertise, skills, training, etc. It is hard to bond together with people of various kinds.
    3. Do not only reward a single person of the team. It will cause jealousness among other team members for that person as well as for you. Just like in the sports team, a single-player cant makes the team win, same in business a single person cant help in doing the whole thing.
    4. When a team includes persons from different backgrounds and cultures, then you have to take extra care. For example- a few members of your team are vegetarian, and you throw a non-veg party, it may not be received very well. If you do something according to a culture that has no meaning for people of other cultures, then you are not rewarding that group.

    Conclusion

    In short, you should always remain smart while rewarding your team. After reading the above tips, you would have realized that these rewarding activities may sometime cost you money, but in the end, it improves your team in every aspect. You should never consider this task as a regular chore. But you should do it by your heart because it’s your team that makes you a leader. Without a team, you cant be a leader. Treat them as a family who helps you in running your business.

    Each of the rewards told above will convey your recognition and appreciation for the hard work and dedication of your team.

    Also You can read our Blog on Team Management Skills building in 22 ways

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