How well do you know your colleagues? In order to make the work environment more conducive to productivity
How often do you ask yourself these questions – is my colleague married or single? What are his/her academic achievements? Where does he /she reside? Why did he leave his /her job in the pervious firms? Such questions often hover over heads especially at times when we experience a sense of complete with our colleagues from a social as well as an organization’s point of view. Knowing a colleague at work is advisable as it not only makes work more enjoyable but also fosters team spirit and a positive working environment.
Knowing a colleague makes the workplace enjoyable and thus, aids employee retention. Keeping this in mind we promote INTRO (our employees referral program) and almost 40 per cent of our hiring is handled through these internal referrals. While knowing one’s colleague help in a way, it also has its own pros and cons. The human being is a social animal and since we spend most of our time at work it helps us to know our colleagues well. It helps as you can share your thoughts and concerns with them, you can also vent out and express your feelings to them. On the other hand, too much of familiarity breeds contempt. An individual needs to know where to start and stop while having a dialogue with a co-worker.
To get the best out of your people, it is always good to know what makes tem respond to something positively or negatively. Knowing colleague well and understanding what drives his /her motivation make the work atmosphere conducive to productivity. The disadvantage is that if one gets too close personal relationships tend to override professional relationships. One needs to draw a clear line between the two.
In such a scenario what role can HR play towards fostering relationships between colleagues? HR has the most important role to play towards strengthening relationships between colleagues. As you spend most part of your day at work, team work is very important as it will help you achieve your goals. It’s pertinent that the HR department initiates various programs and activities wherein people come together and understand each other’s strengths and weaknesses like and dislike and other preferences. At Kale, we have a committee which organizes sessions in team building and team blending. Through such sessions we aim to sensitize each other w.r.t the strengths and capabilities of each individual.
When you quit a job, you rarely harbor a desire to return to the same (reading: exiting) organization, right? However, circumstances sometimes unfold in such a manner that you are compelled to return to your ex-employer
It is quite natural for people to quit organizations and move towards greener pastures. But as the saying goes the grass is always greener on the others side until realization strikes. After leaving one firm, we all start contemplating about the benefits we enjoyed while working with our previous firms. Many today are thinking about the possibilities of rejoining the pervious employer someday. Today, there are chances of making this desire come true, as firms are ready to recruit a former employee provided you had left them on good note. Employees who were good performers or people who have demonstrated huge potential in their roles are generally welcomed back by organizations, as these people could get back to being productive easily and could succeed faster. Rehiring ex-employees is a win–win situation for both the employee and employer.
For organizations he /she is a known person who could start work easily without much hand holding and for an employee, the workplace is a familiar terrain and if the employee was truly an asset before leaving the firm why wouldn’t the company welcome him /her back?