The simplest of all the self management tools and also the best of all of tips that I have practised and stuck on has been a plain paper and a pencil. There are no constraints involved, I can practically do this anywhere and anytime. And best of all that it can be easily folded and saved nicely in the wallet and then taken out again when needed.
Also I have realised that listing the tasks/activities are more important than priortization. Once the tasks have been listed and the most important ones identified, then only they should be compared against the time frame.
The most important ones take priorty and the rest can be categorised depending upon the time frame.
Once the most important ones or "must do" have been identified; I like to idenitfy the ones that can be delegated and eliminated. The handfuls that are left can now be adjusted to the availability of time.
I start my day with a fresh peice of paper and carry over the "left ones". With just a piece of paper and a simple pen, I have managed my all tasks very nicely and effeciently.
But most of the times I have really found myself struggling with the tasks that have been delegated.How do I keep a track of the activites that have been assigned to whom and with what deadline ? I have struggled hard to keep track of who is at what stage of that activity. My pen and paper failed me here. I needed a "time magician" - timemerlin. It was simply designed to get the day end status reports and timesheets.
Manage your employee timesheets, expense reports, appraisals, status reports and assets - anytime, anywhere.
Friday, July 30, 2010
Wednesday, July 28, 2010
Ramble On: The muddlehead..
Ramble On: The muddlehead..: "This is the translation of a Russian poem written by S. Marshak, a poem I read in school. Itremains one of my favorites. Its as funny as it ..."
Tuesday, July 13, 2010
Procastination
Procrastination
The technical meaning of procrastination doesn't sound innocuous; but it has deadly implications.
Procrastination is the intentional and habitual postponement of an important task. When we intentionally sit on a task it could have various reasons but if it is done very frequently and has "habitual" underlinings then it is disastrous. Excellent performers have actually not fared well in their appraisals or reviews just because of their habit of not being able to respond on time.
First and foremost important step to overcome the habit of procrastination is to accept that it is problem which needs to be solved. Once the resolution to identify the solution has been made then the further steps can be identified. The individual must take conscious steps to recognize the difference between a justified decision to delay and an irrational postponement without justification.
There are several strategies that I have picked up from my own experiences, from observation and from reading.
1. Always make a to-do list with priorities. Also list your unimportant tasks, keep them for your last part of your day.
2. Always complete small and simple tasks as they will quickly makes your to-do list smaller and you happier. Schedule them for early in the day.
4. Break large jobs into smaller, more manageable tasks. This will also help you stay focused.
5. Take expertise input whenever possible, don't delay just because you don't have clear understanding of the task or that you are not sure how it will turn out.Sometimes it helps to give yourself a deadline for making a decision and the criteria for making it.
6. I read it in Joseph Murphy's "The power of subconscious mind" that it always helps to develop a clear mental picture of the completed task and how you will feel at that time. Maintain a focus on the end result, not just the process. Remind yourself how good you’ll feel when you’re finished.
7. Keep your self physically fit and healthy. Long sittings can make you lethargic and lazy. Mind also becomes little inactive. So find time for physical training which will stimulate the brain with the oxygen and blood.
8. Reward yourself for accomplishments. Go out for special lunches when major projects are completed.
9. People delay because they want to get the project perfect. Maintain your high standards, but recognize that sometimes 80% for you may well be 100% for someone else. Don’t spend hours conducting a detailed cost breakdown when a rough estimate would suffice.
10. Sometimes losing concentration causes delays. Take every step to avoid distraction from work - no surfing on net, chat boxes, emails, face book or twitter.
The technical meaning of procrastination doesn't sound innocuous; but it has deadly implications.
Procrastination is the intentional and habitual postponement of an important task. When we intentionally sit on a task it could have various reasons but if it is done very frequently and has "habitual" underlinings then it is disastrous. Excellent performers have actually not fared well in their appraisals or reviews just because of their habit of not being able to respond on time.
First and foremost important step to overcome the habit of procrastination is to accept that it is problem which needs to be solved. Once the resolution to identify the solution has been made then the further steps can be identified. The individual must take conscious steps to recognize the difference between a justified decision to delay and an irrational postponement without justification.
There are several strategies that I have picked up from my own experiences, from observation and from reading.
1. Always make a to-do list with priorities. Also list your unimportant tasks, keep them for your last part of your day.
2. Always complete small and simple tasks as they will quickly makes your to-do list smaller and you happier. Schedule them for early in the day.
4. Break large jobs into smaller, more manageable tasks. This will also help you stay focused.
5. Take expertise input whenever possible, don't delay just because you don't have clear understanding of the task or that you are not sure how it will turn out.Sometimes it helps to give yourself a deadline for making a decision and the criteria for making it.
6. I read it in Joseph Murphy's "The power of subconscious mind" that it always helps to develop a clear mental picture of the completed task and how you will feel at that time. Maintain a focus on the end result, not just the process. Remind yourself how good you’ll feel when you’re finished.
7. Keep your self physically fit and healthy. Long sittings can make you lethargic and lazy. Mind also becomes little inactive. So find time for physical training which will stimulate the brain with the oxygen and blood.
8. Reward yourself for accomplishments. Go out for special lunches when major projects are completed.
9. People delay because they want to get the project perfect. Maintain your high standards, but recognize that sometimes 80% for you may well be 100% for someone else. Don’t spend hours conducting a detailed cost breakdown when a rough estimate would suffice.
10. Sometimes losing concentration causes delays. Take every step to avoid distraction from work - no surfing on net, chat boxes, emails, face book or twitter.
Thursday, July 8, 2010
Monday, July 5, 2010
Appraisal process
What is the importance of appraisal process in an organization especially in service oriented industry? The expectations in service oriented industry are very high and cruel! The levels of expectations rise higher and higher with every delivery which in turm means that an organization is able to provide high quality output to meet the service needs of the customers. This clearly implies for the establishment of the process to recognise the employees of high calibre and competence wich in turn calls for performace appraisal process.
While many people view the performance appraisal process as beginning after 6 or 12 months of employment and view it as a review of how the employee has performed for the previous period, a successful performance management process should begin during the hiring process. It continues as an ongoing cycle from recruitment, through hiring, orientation, and goal setting and on to performance appraisal and evaluation.
In the initial stages, all employees must identify the short-term and long-term goals for the year ahead. They must sit with their mentor or supervisers and try to match the expectations of the organization with their skill sets. The byproduct of this process will be also self-recognition of the limitations or the weaknesses. This process should hence be identified as a collaborative tool to bridge the gap between a employee role and profile as against his capabilities. Approrpriate induction and orientation will also guide them to focus their energies and identfication of the core valus of their job profiles.
The annual performance appraisal can be done in two steps. First, an employee completes a self assessment and then the secondly their mentor/manager/supervisor completes the performance appraisal form.Once this process is over both the parties invovled should compare the assessment forms. The baseline in these assessment forms should be the first assessment form filled by the employee. All the short-term and long-term goals identified by the employee at the time of joining should be reviewed together by the employee and the manager.
The appraisal form, used by the employee and the manager, consists of performance standards and criteria that are used to judge and evaluate employee's performance. The items comprising of employee's job description are usually the performance standards that are used in their annual appraisal.
While many people view the performance appraisal process as beginning after 6 or 12 months of employment and view it as a review of how the employee has performed for the previous period, a successful performance management process should begin during the hiring process. It continues as an ongoing cycle from recruitment, through hiring, orientation, and goal setting and on to performance appraisal and evaluation.
In the initial stages, all employees must identify the short-term and long-term goals for the year ahead. They must sit with their mentor or supervisers and try to match the expectations of the organization with their skill sets. The byproduct of this process will be also self-recognition of the limitations or the weaknesses. This process should hence be identified as a collaborative tool to bridge the gap between a employee role and profile as against his capabilities. Approrpriate induction and orientation will also guide them to focus their energies and identfication of the core valus of their job profiles.
The annual performance appraisal can be done in two steps. First, an employee completes a self assessment and then the secondly their mentor/manager/supervisor completes the performance appraisal form.Once this process is over both the parties invovled should compare the assessment forms. The baseline in these assessment forms should be the first assessment form filled by the employee. All the short-term and long-term goals identified by the employee at the time of joining should be reviewed together by the employee and the manager.
The appraisal form, used by the employee and the manager, consists of performance standards and criteria that are used to judge and evaluate employee's performance. The items comprising of employee's job description are usually the performance standards that are used in their annual appraisal.
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