Six ways to stay positive at work even on bad days

Maintaining a positive attitude has numerous benefits. An employee who displays good attitude, and couples this with optimism in the workplace, is more likely to be productive than those who mope and drag themselves throughout the work day. A positive attitude is reflected in the following habits:

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Start the day right; dress up and show up. The early hours of one’s day set the tone for the rest of the day. Upon rising, fixing one’s appearance to be pleasant in the workplace can make all the difference.

Be aware of the negativity in the surroundings. Knowing exactly what triggers negativity in the room helps one fight against it. Once the source is identified, an employee can make good choices in handling it.

Keep situations under control. An employee should make it their goal to nurture internal strength such that no event outside their control can affect their inner wellness without their permission. The difference between a good day and a bad day is a person’s attitude.

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Stay enthusiastic. Attitude is everything. Lack of enthusiasm breeds unhappiness and dissatisfaction. In the workplace, create something to look forward to with enthusiasm. This is the building block of happiness.

Praise and appreciate. An attitude of gratitude goes a long way, especially in a workplace bogged down by negativity. An employee should strive to be the person people will gravitate to, knowing they can be uplifted by your presence.

Say goodbye to toxic people. People who purposely make someone’s day at work miserable must be let go, if their attitude affects the workplace too much. A positive, accepting, correcting culture must be formed among team leaders and members.

Patrick Dwyer of Merrill Lynch believes that any barrier to the growth of any business venture can be eliminated with education. For more updates on knowledge building for business, visit this blog.

Eight effective ways to teach employees about productivity

Productivity is an issue faced by almost everyone. Behind a profitable business is a productive team. Managers and team leaders carry the responsibility to encourage people to be the best versions of themselves. If done right, everyone on the team will become more efficient and productive.

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Know each team member personally, and go past the usual work civility. Develop a culture of transparency and encourage open communication among team leaders and members. Most problems that arise during a project are a result of miscommunication among members. Leaders must know how to admit to their mistakes before expecting the same trait from their employees. Appreciate good work. Be attentive to the effort, growth, and output of the employees, allowing the leader to give good employees proper recognition.

Empower employees with the best technology by finding solutions that can automate or quicken monotonous tasks. Give team members autonomy and freedom and open opportunities for them to try their hand in leading. Doing so helps them create a momentum in the office. Be their source of encouragement to take risks. Help employees overcome work trials by letting them know they can do it and that the team is ready to assist them in the process.

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Institute flexible hours. The straightforward 9-to-5 workday is not the most effective schedule for most employees. Get rid of meetings; have huddles instead. Meetings take up much of one’s time and prove to be unproductive. Celebrate small victories with the team, and let everyone know they are needed by each one in the team.

Patrick Dwyer of Merrill Lynch believes that education is a key to building strong skills that are crucial to many aspects of life: personal values, business, social relationships. For more updates, head over to this blog.

Disengaged employees: How to deal with them

When it comes to disengaged employees, it’s always a battle between keeping them and firing them to cut an organization’s losses. But it’s undeniable that turnover is rather costly. Here are some small to big steps in addressing this kind of people in one’s team.

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Listen and investigate the problem: Let them say their piece and listen intently. Have them repeat what you think you heard to ensure clarity. Speak with each disengaged employee individually, skipping the small talk and letting each one know that you’re concerned about their situation and what to understand what’s happening and be of help.

Set goals together: If someone has already lost their focus in the workplace, it’s best to refocus their attention by introducing a deadline for a project and setting goals together. This way, you’ll gain buy-in and have something concrete to work toward.

Find out what they want: Ask what they really want out of their work and other areas of their life. Ask this question: if the problem you’re having would disappear tomorrow, would things be all right? This way you’ll understand the situation and what’s likely to happen between the employee and the organization in the future.

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Show them the big picture: Many times, employees become disengaged because they don’t know what’s going on above their heads. Remind them about the strategy and direction of the business, and let them know that they’re part of the overall objectives of the company.



Patrick Dwyer of Merrill Lynch is an advocate of both lifelong education and good business. He believes that any barrier to the growth of any business venture can be eliminated with education. For more articles like this, visit this page.

Get hired: The most in-demand skills in the market today

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In the digital age, the job market is becoming more competitive. Employers are not looking for experts in only one skill or field. These days, they have their sights set on multi-talented and multi-skilled professionals who can perform different tasks on top of their specialization. Check out these in-demand skills that will be advantageous to an applicant during the hiring process and beyond:

Project planning and management

Companies are looking for efficient employees who can handle important tasks that involve their leaders or co-workers. When it comes to planning and management, one must also be capable of handling the schedule, budget, and manpower in order to deliver the best results.

Digital marketing

Almost everything and everyone is online these days. Companies must have a steady online presence to cater to the needs of their buyers, clients, and all the people they want to reach. Digital marketing is an important skill that everyone can learn but not everyone can master. This requires technical skills, creativity, and online savvy.

Creative writing

Having good storytelling skills can be advantageous. As companies are trying to broaden their influence, they need employees who will help them create quality content. Companies might need the help of a good writer when it comes to explaining their services and products. This skill can also come in handy when it comes to letters, presentations, press releases, newsletters, and other materials.
 

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Web development

This is especially an advantage for those who are not working in IT companies. Whether it's front-end or back-end, building and maintaining a website can help the company reach more people. It can also mobilize and inform the internal network. These days, everyone is online and companies need to have an efficient and user-friendly website to thrive.

Those who want to have dreams of climbing the corporate ladder must continue to equip themselves with relevant skills and knowledge that will make them an asset to companies. In the information age, continuous learning is now accessible.

An advocate of lifelong learning, Patrick Dwyer of Merrill Lynch believes that education and hard work are the keys to success in the ever-changing world of business. For more reads on leadership, visit this page.

How to build resilience in young adults

Resilience is the ability to cope or bounce back after a negative event, difficult situation, or challenge.  This concept widely occupies the vocabulary of entrepreneurs and the business environment.  In fact, many experts have highlighted the need to develop this trait as early as possible, such that young people are equipped with it once they join the workplace.

 Many definitions of resilience are out there, one of them being a set of qualities helping a person withstand the effects of adversity.  Resilience is often thought to be a mix of nature and nurture.  Some children are born with it while others are born under circumstances of greater vulnerability to adversity and less predisposition to resilience.

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 Qualities often linked to resilience develop throughout childhood and via life experiences.  These are self-esteem, optimism, faith, and trust, to name a few.  Feelings of security, too, come from a dependable relationship, thus helping someone feel more assured and bounce back from unfortunate situations.

 Building resilience in school means partnering with the school and families, and leading related activities across the school and the community at large to mount a comprehensive approach.  It involves teaching social and emotional skills, as well as supporting young learners with special needs and requiring additional assistance.

 Apart from the school getting together and teaching this life skill in the classroom and outside, it’s important to give way to self-expression.  Tragedy can give rise to different conflicting emotions, and sometimes it’s hard for young people who talk to someone about what they’re going through.  If talking doesn’t cut it, there should be other avenues of expression, from journaling to art therapy.

 Self-care is just as crucial.  Create a “hassle-free zone” such as a home that’s free from stress and anxiety of school work.  Young people should be taught to take care of themselves physically, mentally, and spiritually, and they should know they can take control through small goals, one at a time, in the face of tragedy.

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Patrick Dwyer of Merrill Lynch considers education as tied to success in the world of business. Read more articles on education on this page.

Tips to retain top talents in the organization

Loyalty to organizations isn’t what it used to be with the millennial generation known to move from one job to another in search of stability and satisfaction, to name a few considerations. But in the age of digital disruption, it’s still possible to retain top talent for a long time. Here are some tips for decision-makers and human resource professionals can consider. 

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Promote mobility and flexibility 

Workers aren’t attracted to the idea of a strict 9-to-5 job anymore. People appreciate the option to work remotely, having flexible hours, and being subjected to fluid organizational policies. They’re likely to stick around for a longer time when they’re happier, more productive, and given these considerations that are fit for the times. 

Let them grow and learn 

Offer an environment that’s conducive to learning and advancing in their career. Provide continuing education classes, on-the-job training, and every opportunity that spells career development. 

Recognize and reward 

It’s not just financial rewards and bonuses that count, but also sincere recognition for a job well done. In performance evaluation sessions, specify what the commendation is for, and make the person feel appreciated for the hard work, creativity, and other skills that made the success possible. Make them feel that their contributions to the business are important. 

Create a culture of inclusiveness and engagement 

Work on your business culture and create a culture of inclusiveness. Have this documented and made known to senior management, and practiced on the ground every day. Constantly engage talent and increase their responsibility, versus preaching and just telling them what to do. 

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Patrick Dwyer of Merrill Lynch believes that any barrier to the growth of any business venture can be eliminated with education. For similar reads, visit this page.

How To Manage Your Workforce Amid Economic Downturn

The United States and the world have gone through different economic recessions, from the Asian financial crisis in 1997 to the collapse of the U.S. financial markets in 2008. In business organizations, survival became the name of the game. But how should senior executives and leaders lead their organizations during these trying times? Here are some tips to adapt, become agile, and make winning teams out of unfortunate circumstances.

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Prepare a contingency plan

Create action steps based on corporate function and operating unit such that the steps are clear and everyone knows what to do. This plan involves headcount and hiring changes; compensation, benefits, and incentive plan adjustments; and asset divestitures. It also includes expense cutbacks, hierarchy for cost-saving initiatives, as well as considering other options, such as outsourcing non-core activities that aren’t strategic to the business.

Keep your people motivated

During financial difficulty, employees will naturally be worried about job security, especially in the private sector. Help keep them calm and put their psychologies at ease without sugarcoating the situation. This starts by communicating with them regularly, encouraging them to open up to their managers and continue to participate in company activities and learning initiatives.

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See it as a teaching moment

Uncertainty naturally breeds anxiety – but it can also be an opportunity to learn, engage workers better, and make them stay laser-focused on the job at hand. Urge everyone to better contribute and see how their job fits into the business strategy and its mission to survive amid the hard times. If there’s agility, people will solve problems instead of mourn over them, and they will innovate for the years to come.

Patrick Dwyer of Merrill Lynch vouches for education’s effectiveness as a tool to achieving success in business. Learn more on this page.