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Posts Tagged ‘reason’

In this era of lean and mean effective focus on the bottom line, the concept of “office games” may seem like a relic of the dotcom era picturesque. Based on my experience as a small business in the early to mid 2000 when the office contests were treated with reverence and passion usually reserved for the Olympics, I say it’s time to bring games back office (within reason).

What began as a race-profit, to see who may have one or two penguins hit the longest distance with a rubber ball quickly into official tournaments “Penguin Ball,” a contest of skill and strength that is marked as a combination of bowling and football. penguin ball spread through the office faster and wider than the hole in the ozone layer in Antarctica, making interdepartmental relations in a company plagued by turf wars and factions to build. Time spent at the end of Friday to place on small Paris that could knock over most of the penguins in a battle of 10 rounds penguin ball Royale helped put the tone for more civil interaction Monday morning. Youse guys want Star Play Ball?

Like all good things, penguin ball ended. The small group of employees who had invented penguin ball took their frustrations in a new game called Star Ball, which was played like Stickball, but the parking lot of the office with a Wiffle ball bat and a piece of candy wrapped in Starburst fruit as the ball. Star Ball, you could experience the thrill of a shameful 10 years, with bonus points for winning a Starburst on the roof of the nearby post office and at least one copy of a candy rattling the windows of the building offices across the street and a suit 20 – and 30-something players as a diffusion rage resident leaned his head out the window screaming. Ball was never a star sensation Inter, but offer an outlet for stress required to select players.

Bosses, managers and team leaders, as their employees, have areas where there is room for improvement. Paradoxically, the elderly in most cases, very receptive and grateful for feedback diplomatically by its employees. You can offer a clear appreciation of these fronts, reducing the walls of resistance possible. Flattery is a powerful tool, and rarely fails. The idea is to get your boss or a manager feel that your comment was fair, as opposed to overly critical.

Know your limits
Your manager was promoted to his role by demonstrating the skills needed to succeed in this role. For this reason, comments focus more on aspects of the team or work assignments that you are qualified to discuss. This is not your place to the strategic direction of the team or long term planning to criticize. These are areas that are better addressed by the manager of your manager. Raise these questions only if you

Have very serious concerns, and Present possible solutions for
The idea is to project your interest in improving the performance of the team, not your boss. Make sure your comments are not the elements of a personal complaint – focus on facts, not emotions.
It is important to offer ideas and strategies that can make your team stronger in the future. Visit the blog of human resources for more ideas and articles on human resource development.
Jappreet restructured a number of business processes to increase efficiency and reduce downtime. He brings a strong business partnerships and project management skills to the table. It is also well trained in group dynamics and leadership development using the behavioral laboratory.