Managing a Crisis in 6 Steps - MultiCall

  Succeeding in an economy today comes down not just to USPs of products in a given sector, but also the optimum expertise and thinking from around the globe. Like a Swiss army knife, multiple people are brought together from myriad cultures, work experiences, purposes and perspectives on the  challenges that the company faces.   In the process, companies end up creating strong management teams that passionately discuss and debate options, challenge one another’s thinking, and find the optimal measures to be accounted for in the zone of probable agreement between both sides of the issues.   Ensuring such debates in the workplace remain healthy and not dysfunctional comes down to the trust, emotional intelligence, and courage involved. It also involves ensuring a 3 part approach to certain ground rules.   Healthy debates are those that focus on the central issue or the behaviours surrounding it ; not the people themselves. Coupled with the right collaborative too...

  Per a global survey by ADP Research Institute, engagement at work ranks highest among employees in India than in other countries. The survey additionally revealed that between 2015 and 2018, India had shown a five per cent increase  in the number of employees who were fully engaged. For the record, that’s the highest shown in the world! Yet despite this, most Indian workers actually remain far from fully engaged. In fact, only 22 per cent of the workers surveyed seemed to be fully engaged! But then, why is engagement so important? The top issues of today’s management teams are to attract and retain a workforce. Low employee engagement can put all of this at risk. Disengagement can swallow up a manager’s time, creating a multitude of distractions for the rest of the team. Consequently it will be progressively difficult to tend to customer needs, innovate on existing products and practices, or even standard problem-solving! Coach disengaged teams is key to augmenting the ...

  It’s not farfetched to say that teams which are connected stand as a powerhouse; a cutting-edge impetus any business can have. It does require regular work and clear allocation of tasks and resources, but is not difficult to achieve. But its quintessence comes down to primarily understanding how workers (employers, employees, superiors, subordinates, you name it!). By connecting with one another, managers can help form team connectivity that thrives and lasts. But then, what does “good” connectivity mean? Is it simply when people within and between teams having good chemistry? Is it enhanced office communication, leading to efficiency or something entirely different? The modern workplace is a vast, intricate network of teams. No department is more important than another. Good connectivity comes down to each company having their suitable answer to the question: How to streamline people, and ensure properly that they are listening to one another, discussing, and sharing collective ...