The COVID-19 pandemic has forced even the most “My door is always open,” hands-on manager to shut the literal door. Working from home is challenging for most, and managing your team when they are transformed into a bunch of faces and voices on your laptop screen comes with its new challenges.
The post-pandemic future isn’t looking too bright for several people, but the ones truly suffering are the managers. Caught between providing for their people and meeting business goals, we think they’re this close to a mental breakdown.
Let's look at the best ways to manage teams and ensure timely delivery.
Most metrics for measuring employee performance are meant for 9-5, traditional office workspaces. With the coronavirus pandemic, the already-begun work-from-home (WFH) trend accelerated like never before.
Some firms are even contemplating asking huge portions of their workforce to permanently WFH.
So how are we going measure performance across a video screen?
The road back to normal after the coronavirus lockdown has passed is likely to be a tricky one. For one thing, a pandemic of this scale is unprecedented in modern times. Millions of people have been suddenly forced to work from home, even those who had never been in this situation before.
The ongoing coronavirus pandemic has pulled the brakes on work and life as we know it. Organisations of every size and type have had to shift to working remotely at extremely short notice, whether they were ready for it or not.
While the ongoing coronavirus crisis has shuttered a lot of small businesses, others like the neighbourhood kirana (grocery) stores and chemists are having their moment in the spotlight.
What can you do as a small business to first survive and then thrive?
The novel coronavirus crisis has put a whole new spin on “think global, act local.” There is a lot to be learned from how companies around the globe are reacting with respect to people, processes and business.
Some crises are sudden and explosive, and some can be seen materialising from a distance, yet can’t be stopped for various reasons. No series on crisis management is complete without at least a word on the most effective way to manage a crisis: prevent it from happening in the first place.
Running a business is not easy. There are a number of variables floating around on any given day that can affect how things flow. Having policies, procedures and rules in place, and hiring smartly helps the business grow with lesser snafus. Yet, there are ticking timebombs!
No climb up the corporate ladder is without innumerable assessments and feedback sessions. Now that you’ve made it to the upper rungs, you may find that less feedback and criticism is coming your way. One of the perks of being the top boss, right? Or is it?
This is a post inspired by our new favourite read: "Radical Candor" by Kim Scott, a NY Times bestseller.
Kim Scott brings her vast experience building teams at Apple and Google to segment the different kinds of bosses and pin down exactly the kind of boss one should aspire to be.
This December, RainKraft turned four.
Four years of doing meaningful work, supporting individuals and companies alike with learning strategies, content, coaching and consulting... the heart is full. This year also marks the completion of two years since we started the RainKraft blog. We love digging deep into one idea, looking at it from different perspectives and keeping it simple for you.
It happens to the best of managers- we hire the person who seems best fit for a job, only to realise later just how wrong we really were. This is also a tricky problem to solve because no one sets out to hire the wrong candidate. So we are left with a range of emotions and a real mess.
If we told you that stress is subjective, you’d probably start calling us names. But come to think of it, stress and time aren’t as closely related as we think. Most resident doctors today work over eighty hours a week, and some entrepreneurs manage to top that number as well.
And yet, there are people who do it for years, decades even, and seem not to crack under the pressure. What, then, drives some people to be more unhappy with work than the others?
When we worked on our #FirstTimeManager series last year, there was something that we said we would come to as a series by itself. Over a year later and enriched with multiple conversations on challenges managers face, we look at performance anxiety and stress, which peak in managers, leaders and founders.
A few years ago, one of Facebook’s core employees put out a post that went viral- work, home, exercise, sleep, friends: if you could only have three of these things, which one would you choose?
Ask yourself now and see how easy or difficult it was to choose just three. And the temptation to ask, why can't I want all? Do you have the time? Maybe. Do you have the energy??
Today, several organizations, big and small, take about a shared vision and the need for a collective driving force. It is interesting to note, however, that the concept of shared vision as developed by Peter Senge was first studied, theorized, and implemented at schools.
It is quite paradoxical that schools, which are considered temples of learning, are also often plagued by the same organizational issues as their corporate counterparts. Senge came upon something universal.
We have a favorite saying - “Starting up is an inside job, but scaling up needs a village.” As simplistic as that sounds, there comes the point in every leader’s journey where they discover that they simply cannot go at it alone. How do they take the village along and show everyone the greatness that must emerge from the shadows?
As an executive and a leader, it is everyone’s dream to achieve the impossible. Let’s just think about the start of services like Airbnb and Uber. What’s more surprising than their meteoric growth is the fact that no one had managed to come up with these exquisitely simple ideas before. What about visions that just aren't seeing the light of day?
Before the summer of 2015, it was very rare for C-suite executives to openly talk about personal loss and tragedy and how they recovered from it. And yet, when Sheryl Sandberg lost her husband, she found support on the very platform she works to market- Facebook.
Have you ever been part of a meeting where everyone comes out feeling good about the way forward? If you haven’t, we don’t blame you. From pitch presentations to negotiations, boardrooms across the world are famous for the pace, or lack of it, within those spaces. But, if you pause to think about it, do people get into meetings with the specific intent of being unproductive? No! Yet...
Ever been in an interview where you didn’t quite know what you were supposed to do? Have you ever conducted an interview only to realise later that you’d chosen the wrong cohort of people to talk to?
There is a huge cost to hiring wrong or joining a workplace that doesn't suit you.
For a process as focused upon the individual as coaching, we wouldn’t usually think of organizational coaching. However, corporate coaching is possible, and it works the same way as individual coaching- within the company setting, a small group of individuals within a team or key people in management roles can undergo coaching.
Wherever we look this week, people have one thing to say about the year that went by- that it has been eventful. It seems as though no one has had a dull 2018!
At RainKraft, we’re celebrating the many transformations, new opportunities and business lessons that the year brought us.
Much like that morning coffee, a pick-me-up needs to be an everyday affair. You cannot have a grande Starbucks latte today and hope it powers you through for the entire week. No, we’re not done with the coffee analogy just yet.
Just as it makes its way through the system, gives us a momentary high and vanishes into thin air, appreciation too wanes off after a while. We move on to other deliverables and never get another chance to look back at what we successfully accomplished. The wow moment is lost.