How to Get Your Point Across the Right Way

How to Get Yur Point Across the Right WayHow to Get Your Point Across the Right WayWhen were trying to get a point across to someone else, we often think long and hard about what we want to say. That is the wrong way to go about it. Instead of focusing on what you want to say to get your point across, you should focus on communicating what you want the other person to hear. What Do I Want to Say? Whether you are giving instructions to an employee, ordering food at a drive-through, or writing a memo explaining the new dress code you want to be sure to get your point across. You want to say just the right thing, so the other person understands your point. Sometimes you practice what you are going to say. Often we write drafts of our memos and speeches to make sure we use the right words. All this is done to make sure we send the right message. Countless books and articles have been written that explain why sending the right message is so important they try to teach you how to send exactly the message you want to send. Their authors stress the importance of being concise, precise, and specific in choosing your words, regardless of whether you write them or speak them. They tell you that this is the best way to get your point across to your audience.???? Who Is My Audience? We all know how important our audience is in deciding what we are going to say and how we are going to say it. Explaining the value of a new phone system is different if you are speaking to the finance department than if you are addressing the telesales staff. The better you know your audience, the easier it is for you to tailor your message to them. The more your message is tailored to your audience, the more likely it is that you will get your point across. How Do I Reach Them? While the message you send is important, the message the receiver hears is even more important. If you know your audience, you usually have an idea of how they will interpret or filter what you say. You can use this to your advantage to make sure they receive the message you are trying to send. We all know, for instance, that if we are addressing a group of first-graders, we cant use big words because they wont get it. They wont understand our message. So we choose words they will understand. Rather than using big words that convey the message we want to send, we use words we think they will understand. That way they will hear our message and understand it. Dont try to explain technical concepts to accountants using technical terms. Dont use a financial analogy to get a point across to the Creative Department. If you want your service department to handle more calls per day, tell them that. Dont tell them they need to reduce the time interval between customer-interface opportunities. Manage This Issue To increase your chances of getting your point across, focus more on the receiver than on the sender. Tailor your message to your audience to improve their comprehension. Dont worry s o much about what you want to say as you do about what you want them to hear and understand.

6 Challenges to finding the best IT talent

6 Challenges to finding the best IT talent6 Challenges to finding the best IT talent6 Challenges to finding the best IT talent Dinnen, Contributing WriterOur economy is becoming ever more reliant on technology. Whatever job you do there is very little that is not impacted in some way by IT, whether its the way your organisation does business or the manner in which you complete your tasks.The recent Global menschenwrdig Capital Trends Report from Deloitte showed that Technology was one of the HR professions most urgent issues yet one that they felt least ready to deal with. For those needing to leverage new software to ease the lives of their workforce there is much to learn about features and functionality, whilst those teams responsible for recruiting technology face a whole different set of aufgabes.Any time there is talk of skill and talent shortages you can be sure that IT will always be one of the key sectors mentioned, and it is certainly one that seems to be having its fair sh are of difficulties in finding the right talent at the moment.Lets look at some of the main challengesToo many vacancies Its a problem in many sectors at the moment but IT seems to be suffering more than most with some recruiters reporting up to four vacancies for each available developer. It might be time to redraft the job spec or look again at the exact skills you need, either through re-apportioning duties or looking for people who may just be an intensive training course away from being fully conversant in a new coding language.Candidates are passiveThere are some good IT operators around but they tend not to actively look for a new role. Recruiters need a subtle approach to sourcing as technology employees rarely respond to a full on headhunting call. You need to understand where they skipiste out, which platforms they use, what would encourage them to move and build rapport slowly.Try talking tech to tech Lets be honest, most recruiters and most techies tend to be different types of people. They talk different languages. Recruiters are often confident, gregarious and happy to start any conversation whereas tech people quite often are more reserved and prefer to talk to other tech people. Maybe the answer is for recruiters to get their own IT people involved in the early stages.Social recruitment trainer and author Katrina Collier wrote recently about comparethemarket.com and their approach to getting the IT people involved in the recruitment processThey dont see it as an us versus them situation, instead they work closely with the in-house recruiters to identify potential candidates and then they make contact. The are finding this tech-to-tech approach fruitful in overcoming barriersLooking in the wrong places Unless you know the market really well you may not realise that outside of the main social and recruiting platforms there are specialist forums, discussion groups and networking sites that attract technology specialists who like to share inform ation and new discoveries, and help to solve each others problems. It may be the rolle youre looking for is currently active on these platforms.Talk to your own IT department, or other tech candidates, and find out which are the best platforms to connect with people who have the programming and coding skills that you need. Better still, get a techie to connect for youToo much sourcing technology Do recruiters really know where to start looking for specialist candidates? There are so many new free tools that it must be tempting to try one and if you cant find what youre looking for then try another Experienced talent hunters know that you need to have a strategy and carefully map out the skills and sector you are searching for if you are trying to find those with highly sought after, specialist skills. This could be one for a detective not a big game hunter.Rewards and opportunity Whilst were talking about highly sought after, specialist skills its important to remember that they c ome at a price. Whilst throwing money at a recruitment problem rarely succeeds, competitive compensation for those who have the right skills is a must.Its not only about money though. Many in IT move for greater challenge and opportunity, increased flexibility, a chance to work in an innovative culture that gives talented people the bandwidth to experiment, test and create, so it will also be key to have an environment conducive to the type of people you want to attract. Few businesses can thrive without the right technology skills so its vital to try as varied a range of recruiting tactics as you can. If youre having difficulty it might just be time to redefine the problem and get your tech team on the case too.Author BioMervyn Dinnen is an award winning blogger and a content social engagement strategist. He specialises in the Recruitment and HR sectors and is a regular speaker and panellist at industry conferences. Get more hiring tips from http//hiring.monster.co.uk

Absenteeism Is When Employees Dont Come to Work

Absenteeism Is When Employees Dont Come to WorkAbsenteeism Is When Employees Dont Come to WorkAbsenteeism is the state of chronicabsencefrom work. Absenteeism is usually addressed through progressively stricterdisciplinary measuresthat can result in theterminationof the individuals employment. This is generally governed by the organizationsattendance policy. The employee handbook frequently documents expected attendance and the consequences an employee will experience for absenteeism. Unscheduled Absence An unscheduled absence occurs when an employee is elend present at work during a normally scheduled work period. Absences are generally compensated when their frequency and rationale fall within the guidelines established in the organizations attendance policy. These compensated absences may depend upon certain required employee actions such as seeking permission for scheduled absences from work in advance or calling in to report an unscheduled absence within organization timelin es and expectations. Some organizations also require a doctors note when an employee unexpectedly misses work. For medical privacy, all the note needs to say is that the doctor saw the employee. Doctors notes can cause unnecessary expense for an employee who is too sick to come to work but not sick enough to visit a doctor. Too many unscheduled absences can result in the termination of an employeesemployment. This is generally governed by the organizationsattendance policy. Scheduled Absence The scheduled time off from work that occurs when an employee is not present at work during a normally scheduled work period is also an absence. But a scheduled absence is more acceptable than an unscheduled absence for which employers cant prepare. Excused absences are scheduled in advance for such events asvacation, medical appointments, military service, family activities, surgery,jury duty,funeralsand more that employees cannot schedule outside of regular work hours. Absences are general ly compensated when their frequency and rationale fall within the guidelines established in the organizationsattendance policy. These compensated absences may depend upon certain required employee actions such as seeking permission for scheduled absences from work in advance or calling in to report an unscheduled absence within the organizations timelines and expectations. Absenteeism Policy An absenteeism policy provides guidance within an organization about how to manage the state of employees who are chronically absence from work. Absenteeism is usually addressed through progressively stricter disciplinary measures that can result in the termination of the individualsemployment. This is generally governed by the organizationsattendance policy. The Employers Challenge Employee attendance is a challenge for employers especially in industries and work settings where a customer facing person is essential. Absences can shut down assembly lines if employees scheduled to work fa il to show up to man their work station. Patient care is hampered in settings where nursing and other patient services are needed. In retail stores, customers are forced to wait if employees fail to come to work. Since the effects of absenteeism are substantial, employers have long sought ways to encourage employees to come to work. Methods have ranged from no-fault attendance policies to strict point systems that have employment termination as the final disciplinary step. The punitive approach has supporters who are usually in work settings where employee attendance is essential. Other employers support a strict attendance policy but also offer rewards when employees attend such as bonuses and gifts. We prefer a combination approach in a work setting that requires employee attendance. Yes, disciplinary consequences must exist when employees miss a certain amount of work, but recognition and rewards sweeten the deal for employees who show up for work. Disclaimer Susan Heathfield makes every effort to offer accurate, common-sense, ethical Human Resources management, employer, and workplace advice both on this website, and linked to from this website, but she is not an attorney, and the content on the site, while authoritative, is not guaranteed for accuracy and legality, and is not to be construed as legal advice. The site has a world-wide audience and employment laws and regulations vary from state to state and country to country, so the site cannot be definitive on all of them for your workplace. When in doubt, always seek legal counsel or assistance from State, Federal, or International governmental resources, to make certain your legal interpretation and decisions are correct. The information on this site is for guidance, ideas, and assistance only.