Help an Employee Return Smoothly from Medical Leave

Help an Employee Return Smoothly from Medical Leave

When an employee returns from a medical leave, it’s their manager’s job to help them ease back into work. The process starts during the leave: The manager should check in with the employee a few times so that they don't feel cut off from the office. When they’re ready to return, reach out to come up with a transition plan, and think through the precise details. For example, ask the employee how they want their return announced, and talk about any schedule changes they need. Make sure the transition plan is phased, since the person may not be ready to return to 100% capacity right away. And consider how you can create a welcoming experience for their first day back, whether it’s meeting them at the door or having flowers and a card waiting for them at their desk. Once they're back, check in with them more frequently than you normally would, to make sure they feel supported.

Adapted from “How to Welcome an Employee Back from Medical Leave,” by Anne Sugar

Don’t Let a Toxic Peer Take Down Your Team

Don’t Let a Toxic Peer Take Down Your Team

One toxic person is all it takes to destroy a high-performing team. If you’re the team leader, dealing with a toxic employee is (relatively) straightforward: 
Acknowledge the effect their behavior is having and hold them to a higher standard. But what if the person is your peer? 
First, have a candid conversation with them. Explain the effect the behavior is having on you and on the group.
 Next, be a role model for how you want the team to act. Make collaboration and open dialogue the standards for the group.
 And finally, talk to your boss. 

Suggest that the team hold a meeting to address challenging behaviors and conflicts. This session should not be a ruse for taking the toxic team member to task. It should be an authentic interaction in which team members discuss one another’s perspectives and increase accountability around behavior.

Adapted from “4 Ways to Deal With a Toxic Coworker,” by Abby Curnow-Chavez

Choose to Be Kind to Someone Who Annoys You

July 19, 2018
Choose to Be Kind to Someone Who Annoys You
When someone you work with annoys you all the time, chances are you assume the worst about them — and that mindset shows up in your behavior. But it’s important to be civil, and even compassionate, to colleagues, both because so much work is collaborative and because that coworker probably isn’t annoying you on purpose. Try to short-circuit your reactions toward them by making yourself do or say something nice. For example, you could compliment them on an idea they raised in a meeting, or offer to help out with a project. Or say your colleague arrives late — yet again — to the weekly team standup. Don't complain or roll your eyes, and don’t be passive-aggressive with a comment like, “Nice of you to join us.” (That may be your instinct, but fight it.) Instead, say something like, “Welcome. Grab a cup of coffee and we’ll get you up to speed.” This type of generosity of spirit is good for you and your colleague.

Adapted from “How to Develop Empathy for Someone Who Annoys You,” by Rebecca Knight

Can You Explain (in Simple Terms) Your Startup’s Great Idea?

Can You Explain (in Simple Terms) Your Startup’s Great Idea?

Startup and technical business leaders often don’t tell their innovation stories well. They rely too much on industry jargon and complex detail to get their points across. This is a huge missed opportunity !! 
 When you’re doing good work, you want people to know about it !! 
 So whether you’re drafting website copy, a marketing brochure, or a press release, follow a few rules.
 (1) Use simple language to communicate your message. Jargon and complex terminology will only confuse the reader; clear, straightforward writing will draw in a broader audience. 
(2) Don’t cram many ideas into one story or release. Keep it simple, and build your narrative one idea at a time. 
(3) Consider hiring professional storytellers. Seek out writers who have crafted op-eds or articles for a variety of publications. 
It’s not easy to tell stories about complicated topics, but doing so is essential if you want your company’s work to be recognized. 

Courtesy : Harvard Business Review 

To Get Help from a Colleague, Emphasize What You Have in Common

Jul 17, 2018
To Get Help from a Colleague, Emphasize What You Have in Common

Few of us enjoy asking for help, and yet we all need it. To encourage someone to respond positively the next time you ask, make them feel that they’d be helping because they want to, not because they HAVE to. 

Try tapping into the person’s innate human need to belong by emphasizing the importance of the team. 
Use the word “together” in your request, or cite a common goal, enemy, or trait, such as the desire to exceed your team’s sales targets, a rivalry with a competitor in your industry, or a love of superhero movies. 
Highlighting these shared experiences positions you as part of the person’s in-group. 

And avoid any language suggesting that they are being instructed to help or have no choice but to say yes. This includes phrases such as “May I ask you for a favor?” (which makes people feel trapped) and “I feel terrible asking you for this” (which sounds apologetic). Adapted from “How to Get the Help You Need,” by Heidi Grant

Recover from a Cultural Faux Pas

July 11, 2018
Recover from a Cultural Faux Pas

A social mistake in another culture isn’t easy to recover from. Maybe it was a joke that misfired, an unintentional violation of personal space, or a misreading of the context that resulted in someone losing face. Before working in another culture, make an effort to understand the etiquette for apologizing. Find out what verbal and body language people use when faux pas occur. 

For example, do they say, “Excuse me” or “I’m sorry,” or even smile, laugh, bow, or look away? Do they show contrition or humility, address it publicly or discreetly, simply ignore it? Keep in mind that most cultures don’t have one-size-fits-all rules for reacting to mistakes, and context is key. Observe how people in the culture behave, and talk to those with whom you are building relationships. You could also consider working with a cultural coach so that you’ll be prepared the next time you realize you’ve made a mistake.

Adapted from “How to Recover from a Cultural Faux Pas,” by Melissa Hahn and Andy Molinsky