Appraisal and Resignation!!

A newly joined trainee engineer asks his boss "what is the meaning of appraisal?"

Boss: "Do you know the meaning of resignation?"

Trainee: "Yes I do"

Boss: "So let me make you understand what a appraisal is by comparing it with resignation"

Comparison study : Appraisal and Resignation

In appraisal meeting they will speak only about your weakness, errors and failures.
In resignation meeting they will speak only about your strengths, past achievements and success .

In appraisal you may need to cry and beg for even 10% hike.
In resignation you can easily demand (or get even without asking) more than 50-60% hike.

During appraisal , they will deny promotion saying you didn't meet the expectation, you don't have leadership qualities, and you had several drawbacks in our objective/goal.
During resignation, they will say you are the core member of team; you are the vision of the company how can you go, you have to take the project in shoulder and lead your juniors to success.

There is 90% chance for not getting any significant incentives after appraisal .
There is 90% chance of getting immediate hike after you put the resignation.

The high cost of being Workaholic!!

In a nation of overachievers, hard work is a virtue. If you work hard, you'll achieve your goals. If you work even harder, you'll achieve even more. Right?

Perhaps not. There are, in fact, several downsides to working too hard. Being the office workaholic can cost you coveted promotions, hurt your home life, and even turn friends into enemies. Evaluate yourself with the following five questions.

1. Are you busy ... or disorganized?
Are you constantly staying late and coming in early yet producing the same output as others? If so, your boss may come to view you as inefficient and possibly disorganized. Dave Cheng, an executive coach with Athena Coaching, says, "There are some people, type A's, who get a lot of satisfaction from doing lots of work, but the quality isn't necessarily superior."

Focus on getting your work done in a reasonable time frame. If you have perfectionism or time-management issues, ask your supervisor to help you prioritize things and learn when to let go of a task. Cheng says, "Just because you're working longer doesn't mean you're working better."

2. Are you delegating ... or hoarding?
If you have any aspirations at all to move into management, you must learn to delegate work. Again, tasks need to be completed in a timely fashion; if you're having trouble finishing a project, you must delegate to other team members, even if you happen to relish the task you're giving away.

Cheng, who has more than 12 years of experience in corporate human resources, reveals, "Some workers feel like if they do everything and they're the only one who knows how to do it, they're making themselves irreplaceable. However, sharing information and teaching others around you is a valued skill as far as management is concerned."

Focus on completion and quality and be generous enough to let a colleague learn and shine. If you lack sufficient support, ask your boss about expanding your group.

3. Are you hungry ... or is your plate full?
Once you've solidified your reputation as the office workaholic, you may find that when your dream project comes through the door, you aren't asked to work on it. Why? Your boss probably thinks you don't have the bandwidth to take on anything else. Always keep a bit of room in your schedule to sink your teeth into new challenges and opportunities.

Cheng reminds professionals, "Your ability to say no to certain things gives you the freedom to say yes to others."

4. Do you have friends ... or 'frenemies'?
Your workaholic ways are likely alienating once-valued associates. Above and beyond the obvious grumblings of, "You're making the rest of us look bad," your colleagues may dread collaborating on a project with you.

Lose the overly methodical approach, don't expect folks to come in early or stay late for meetings, and focus on process and outcome.

5. Do you work to live ... or live to work?
The best workers are well-rounded professionals with full lives, in and out of the office. Each year, new studies abound about the importance of vacations, hobbies, and enjoying your leisure time. But are you listening?

Your friends and family will be in your life a lot longer than you'll hold most jobs. Also, pursuing leisure activities you're passionate about can lead to a second career.

Cheng concludes, "Work-life balance is a choice. If you reflexively say yes to taking on extra work, you may live to regret it."

Courtsey:Caroline Levchuck, Yahoo! HotJobs

Few Success Secrets!!

Inc. - Needham, MA
Hire great people, and give them the resources and training to be successful, Then get out of the way, and let them do their jobs.

Southampton Group LLC - Charlotte, NC
Integrity and ethics matter in everything we do. How we treat the people we work with is as important as how we treat our customers.

Martin Capital - Clayton, GA
Personal relationships are the most valuable asset in our business. Whether it's a customer or a strategic partner, we look beyond the single transaction to a long-term, win-win partnership.

Vision Technologies Inc. - Glen Burnie, MD
There is no magic formula. Create the right vision for your target market, hire the best people and execute at 100 percent, 100 percent of the time, and luck will find you.

Moments in Life!!

There are moments in life when you miss someone so much that you just want to pick them from your dreams and hug them for real!

When the door of happiness closes, another opens; but often times we look so long at the closed door that we don't see the one, which has been opened for us.

Don't go for looks; they can deceive.Don't go for wealth; even that fades away.
Go for someone who makes you smile, because it takes only a smile to make a dark day seem bright.Find the one that makes your heart smile.

Dream what you want to dream;go where you want to go;be what you want to be,
because you have only one life and one chance to do all the things you want to do.

May you have enough happiness to make you sweet, enough trials to make you strong,
enough sorrow to keep you human and enough hope to make you happy.

The happiest of people don't necessarily have the best of everything;
they just make the most of everything that comes along their way.

The brightest future will always be based on a forgotten past;
you can't go forward in life until you let go of your past failures and heartaches.

When you were born, you were crying and everyone around you was smiling.
Live your life so at the end, you're the one who is smiling and everyone around you is crying.

Don't count the years - count the memories

5 Tips to be a best Boss!!

1) Develop
Peter Drucker once said, "If you have a star, step aside and let them pass you". In partnership, work together on a professional development plan during the annual review. If you can, balance the Division's goals with their aspirations. When possible, offer ownership and support their efforts.

2) Coach
Unlike praise, coaching provides feedback that allows the employee to reach their potential. Also, periodically coach the employee on the goals set mutually. The employee is kept in the loop and next year's performance review is not a surprise to them.

3) Delegate
The inability to delegate is a control issue. Allow your employee the opportunity to grow and see where development is necessary

4) Listen
Sounds simple. Listening is one of the greatest gifts we can give each other. Listening actively means we are not selective in what we want to hear but open to what we listen to. Listening with compassion allows you to open your heart to what the employee is feeling.

5) Show Empathy
The practice of sympathy is not pragmatic as it focuses on the problem. Empathy is understanding how the employee feels with the goal of working towards a solution.

How to negotiate your benefits?

Courtsey:Linda Jenkins, Salary.com

Did you know that you may be able to negotiate some of your benefits? Even though companies put fixed policies on most benefits, some benefits are negotiable -- and sometimes, all you have to do is ask.

The Most Common Variables

Signing bonus. If a company wants you badly enough or can't meet your salary demands, it might sweeten the deal by offering you a signing bonus, a one-time payment that doesn't increase the base salary on which everything else is calculated. A signing bonus is a good-faith demonstration that the company agrees you're worth more than the job pays.

You can even ask for a signing bonus during the salary negotiation. Word your question something like, "What's the signing bonus for this position?" rather than "Is there a signing bonus for this position?" But remember, signing bonuses are taxed as regular income, so that's something to keep in mind as you settle on a figure.

Vacation time. Sometimes you can get more than the standard time going into the job.

Extra time away (paid or unpaid). You can also request extra paid or unpaid leave for a preplanned trip, for artistic or volunteer work, or a reasonable personal reason. And of course, you should get time away for service in the Armed Forces and for jury duty.

The List Continues

At the end of your first interview, especially with an employment person, ask about benefits. Negotiate with the hiring manager. But the best place to get complete information about the benefits package is from the human resources (HR) person. In addition to health coverage and vacation time, traditional benefits could include sick time, short- and long-term disability, life insurance, AD&D (accidental death and dismemberment) insurance, survivor income, stock options, retirement plans, and more.

Don't be afraid to ask questions. You may want to know how long the waiting periods for various benefits are. How long before you can participate in the 401(k) or other retirement plan? What's the company match on the 401(k)? When are you fully vested? What kind of health care benefits are there (HMO, PPO, indemnity plan)? Watch out for pre-existing conditions. For example, if you have a child with diabetes, many plans won't cover the child for at least six months, if ever. If that's the case, you'd want to negotiate something else to cover the expenses.

You can also use a benefits calculator to get a good idea of the value of your benefits.

If having super health care benefits (dental, vision, prescription coverage, etc.) is important and the company doesn't have them, that could be a deal-breaker for you. On the other hand, some companies have "cafeteria plans," which let you choose what benefits to pay for. Maybe, for example, you can opt out of life insurance and pick up three extra days of vacation.

Wait, There's More!

What other benefits would seriously interest you? You should be able to participate in networking sessions and professional associations, attend conferences, and receive additional training and other opportunities for professional growth. Some companies offer subsidized daycare, emergency daycare, a fitness center, flexible hours with telecommuting, sabbaticals, or valet service for dry cleaning or groceries.

Startups, those caffeine havens, are fond of stocking the refrigerator with soft drinks and offering bottomless cups of coffee. Wednesday might even be pizza day. But you'll probably have to wait until your first hump day on the job to negotiate for extra cheese.

Stop the Gossip, Save Your Career!!

Getting ahead at work may hinge on resisting the urge to spread the latest news about your coworkers.

"You may think gossip is harmless, but you might just be shooting yourself in the foot as far as your credibility goes," said Rachel Weingarten, author of "Career and Corporate Cool: How to Look, Dress and Act the Part at Every Stage of Your Career." She continues, "Let your work speak for itself. You don't need to be the one making yourself look better by talking down someone else."

Consider the Damage

Sure, gossip can be almost too enticing to keep to ignore -- but consider these consequences:

You lose your reputation. "My reputation is my business," said Weingarten. "If someone says something bad about me, or I become known as a gossip, that could affect my entire career."

Coworkers avoid you. "If people view you as a gossip, they may stop sharing information with you," said April Callis, president of Gossip Stoppers, a program designed to create positive workplaces. "Then instead of being the one with all the power and information, you're out of the loop because no one trusts you."

Your work suffers. The negativity spread by gossip makes people hate their jobs. "They miss work, they get less done while they're there, and they feel unappreciated," says Callis. Suddenly, you're not giving your best, and your boss may notice.

There's a better way to deal with water cooler talk. First, and perhaps most obvious: Keep the information to yourself.

It's one thing to learn the office scoop -- it's another to share it. Even asking someone else at work to verify what you've just heard counts as gossip, said Callis. If it's something criminal, tell your boss. If not, let it drop.

Resist the Urge

Next, teach your coworkers not to gossip with you. Use these techniques:

Replace gossip. Sometimes gossip is the only thing you have in common with coworkers, said Weingarten. So find something to replace it. Do you both knit? Are you both sports fans? If you must gossip, do it about movie stars or soap operas, she said. Just leave the office out of it.

Set a timer. If a coworker or employee comes to you determined to gossip, set a timer for five minutes, and let the person spew. When the time's up, so is the gossip. You don't have to respond, said Callis. You can just listen.

Write it down. When a coworker runs to your desk with the latest juicy gossip, get out a pad and pen. Writing down the facts serves two purposes: It shows the gossip that everything she says is being documented. And it helps you focus on facts instead of feelings.

What you may find is that you and those around you feel happier as they gossip less, says Callis.

"When I walk into a positive workplace, people are engaged and they feel valued," she says. "They stay."

Finding a Good Boss!!

Courtsey:Marilyn Haight,Yahoo

Whether you get hired for a new job, promoted, or reassigned to a new position, you will most likely have a new boss. Each time that happens, you must develop a new professional relationship with the person you rely on for direction, development, and future advancement. You need to quickly determine if this new boss is a good match for you and your career goals. But how can you tell? Try these five questions.

1. Does your boss showcase your work? If you're not sure, you could ask him, "What leadership opportunities will I have in my job?" If he says something like, "There's only one leader here -- me," you may have what I call a "Suppressor Boss." A boss who replies, "We're all leaders here; you'll be in charge of projects that need your expertise," will have no problem appreciating your role and contribution.

2. Does your boss solve problems? Try asking, "How should I escalate problems to you when I think you need to get involved?" If she insists you must solve your issue alone, then she could be a "Confounder Boss" who ignores problems, which makes them worse. A good boss might say, "Give me detailed examples; I'll determine the cause and work with managers at my level to correct the issues."

3. Does your boss let you complete your work? When in doubt, try asking him or her when you can start handling tasks from start to finish. If the answer is, "I'm a hands-on manager; we do everything as a team," you've got trouble. This is a "Player Boss" who does parts of your job he likes and leaves problems for you. If you hear, "Tell me when you think you're ready; I'll give you guidelines and be available only when you need me," you'll know your boss trusts your skills.

4. Does your boss listen to your suggestions? If not, tell her that when she cuts you off you wonder if she values your opinion. A reply like, "I have the final word," could mean she's a "Manipulator Boss." A good boss will say something like, "I'm sorry, I wasn't aware I was doing that. Please bring it to my attention next time it happens." A good boss always listens attentively.

5. Does your boss treat you and your co-workers equally? If you notice preferential treatment among your co-workers, try asking your boss, "What measurements will you use to evaluate my job performance?" If he says, "Every case is different; I use my judgment," he could be a "Dumbfounder Boss" who uses the wrong measures to evaluate job performance. A better answer, like, "Your work will be evaluated according to the documented standards we've already agreed upon," will signal your boss's fairness.

Listening skills, problem-solving, a sense of fairness, and an ability to trust are just some of the hallmarks of a good boss. A good employee will learn to spot and appreciate those attributes, and then move toward building a mutually successful relationship.

Humor Is Key for Good Managers!!

Courtsey:Tom Musbach, Yahoo.

When you think of the ideal boss, actress Carol Burnett and late-night TV host David Letterman probably don't come to mind. But those two celebrities have a quality that most workers say is essential to being a good boss: a sense of humor.

When asked in a recent poll how important it is for a manager to have a sense of humor, 65% of workers answered "very important," while 32% answered "somewhat important." The survey, conducted by staffing firm Robert Half International, also revealed that most of the workers (87%) rated their managers as having good senses of humor.

Max Messmer, chairman and chief executive of RHI, said the survey underscores that humor can make a boss seem more approachable, but it's not a license to be a clown.

"To be taken seriously, supervisors must balance their desire to keep the mood light with the need to accomplish business objectives, inspire great performance, and maintain professionalism," Messmer said.

When asked in a recent poll how important it is for a manager to have a sense of humor, 65% of workers answered "very important," while 32% answered "somewhat important." The survey, conducted by staffing firm Robert Half International, also revealed that most of the workers (87%) rated their managers as having good senses of humor.

Max Messmer, chairman and chief executive of RHI, said the survey underscores that humor can make a boss seem more approachable, but it's not a license to be a clown.

"To be taken seriously, supervisors must balance their desire to keep the mood light with the need to accomplish business objectives, inspire great performance, and maintain professionalism," Messmer said.

Humoring the Boss

What if you don't think your boss is very funny?

"Humoring a not-so-funny boss is OK," says Bywater. "Think of it as being kind and sensitive to the feelings of another human being. Don't, however, humor a boss who has gone over the line from funny to offensive."

Manage the Punch Lines

For bosses who want to flex their humor muscles more, Bywater suggests the following guidelines:

• Do not make jokes about anyone's physical appearance.
• Do not attempt humor that could be construed as sexist or racist, even if it's not intended as such.
• If you've got a direct report who is particularly sensitive or has no sense of humor, it's best to play it straight.
• Having a good sense of humor at work helps everyone, Mandel concludes.

"Both bosses and employees need to stay on track and be productive, but everything doesn't have to be heavyweight," she says. "Sometimes it's good to just have a big belly laugh, especially when things go wrong, and look forward to the next day to get back on track."

Open Door Policies!!

Many companies and executives, I expect, have open door policies. What about you? Do you have one? Does it work?

For me, the only open door policy that works is my policy of opening my door, getting off my keester, and heading out to see the shop floor or customers.

The old-fashioned idea (my door is always open; when you want to talk, c'mon in) was supposed to give people down the line access to you and your ears. The idea was that folks from layers below you would come and clue you in on what was really happening.

I don't think that ever worked for most of us. Most folks didn't have the courage to come in, so we only learned what was on the minds of the plucky few. We were in our environment, not theirs. We couldn't verify what we were hearing by looking, touching, and listening in the first person. And we got fat from all that sitting.

But there are good reasons to open your door and get out and about:

• Like the old policy, it will give you access to ideas you don't normally hear. It's a great way to listen to the periphery.
• It will give folks on the floor - and customers - access to you. Important difference from the traditional policy: you're in their environment where they are more likely to be comfortable talking with you.
• You get the chance to see for yourself what's really happening. If, that is, you take the time to stand still and observe.
• It facilitates "digging to bedrock" on an important issue. One of my most frustrating bosses also taught me one of my most useful lessons - with a critical issue, it often pays to dig, and dig, and dig, and dig - until you reach bedrock. It's tough to do that digging behind your desk.
• And it's good for your health! Check out what Mark Graban has to say on the subject.
• I find it a great stress reliever to get away from the phone and email and get out in the field. And it clears my head.

How I make it happen

• I schedule time in my calendar for getting out in the field, and then I do it.
• I often go out with a specific objective in mind - something to learn about. Norman Bodek (via Mark Graban) wrote this useful article on how to structure such a walk.
• Remember not to zoom through. Walk - and stand. When I was a 27 year old shift foreman, Joe Rashall taught me to wash up the basement floor for 30 minutes every shift. This wasn't because the floor needed to be cleaned. It was to force me to stand in one place for awhile and listen to the machinery. I got used to the usual sound, and could pick out a change that might signal trouble.
• Step back ten paces from the action and watch what's happening. How are people interacting? What gets in their way? Where are the hazards? Where is the waste?