وبسایت حمیدرضا لاچین - فعال در حوزه‌ی منابع انسانی، رهبری و توسعه فردی

As social animals, we need connections with each other. Our happiness, well-being and success depend on the quality of our connections to a large extent. On the other hand, we are always looking for opportunities to make more and better connections.

Caring about others' happiness and well-being is actually caring about thyself happiness and well-being. But how? It's because of a chemical produced in our body named OXYTOCIN.

When oxytocin is produced, we feel happy, connected and loved. Caring about others causes our body produce oxytocin and makes a friendly and powerful connection. This cycle finally leads to more happiness and better well-being. Care more about others to experience a happy and healthy life.

#MicroHR

#wellbeing

 #happiness

 #oxytocin

 #together_is_better

We are getting more and more depressed generation by generation!

According to recent research, the Z generation are the most depressed people in the world. Then millennial, X generation, boomers and so on.

Couple of reasons are mentioned by scientists, but one is more noticeable: technology.

Using technology makes our body produce dopamine, a chemical responsible for our personal advancement. The problem is that dopamine is so addictive.

Technology access is developing continuously and our teenagers are getting more and more addicted to it. This has a negative impact on their stress-coping mechanism. When they encounter stress and challenge, instead of asking help from people they turn into technology. As a result, they lack meaningful connections with people which rises their level of depression.

In companies, HR departments can solve this problem to large extent. By creating an oxytocin-based environment, the Z and Y generations would have the opportunity to make more connections and find friends who care about them, help them and make them feel safe.

#MicroHR #circle_of_safety #dopamine #oxytocin #genZ #genY #depression #human resources #technology_addiction #connection 

American psychologist Frederick Herzberg’s Motivation-Hygiene Theory proposes that people are influenced by two factors: those that impact motivation and basic factors that influence job satisfaction.

Hygiene factors determine a person’s level of satisfaction with their job and strongly influence employee retention.  If they are not met, they lead to job dissatisfaction and cause employees to look for better opportunities elsewhere.

Motivation factors influence how a person performs on the job. When an employee is motivated, they invest more of themselves in their work and strive to do better.

To have engaged employees, organizations should invest on both employees’ satisfaction and motivation. High engagement should be organization’s top priority. Organizations with genuinely engaged employees have higher retention, productivity, customer satisfaction, innovation, and quality. They also require less training time, experience less illness, and have fewer accidents.

#employee_engagement

 #job_satisfaction

 #motivation

 #Herzberg_theory

 #productivity

Recently I had a presentation about successful team work. During last 4 months, I have been working on how to make a great & successful team. I studied several team building, development and appraisal methods, case studies and Patrick Lencioni’s books. I found that a team needs the four following traits basically to become successful:

1)     Culture: by culture I mean mission, vision and values. A team (mostly team leaders) should define its mission (why this team exist and is made?), vision (what do we want to achieve in future? How is the world going to be under the influence of our actions?) and values (what are our performance and behavioral standards and principles?)

2)     Diversity: there should be diversity in terms of gender, race, age, education, skills, talents, thinking style and so on. All these diversities help increase team achievements and must be aligned with team culture.

3)     Synergy: a successful team displays synergy. The whole is greater than sum of its parts. Team members amplify their strengths and skills and develop each other continuously.

4)     Collaboration: all the energy, time, focus and other resources of team members are align1ed in the direction of team’s goals and vision. Every team member is aware of his roles and responsibilities and cooperate with team members to bring success to whole team not indivuduals.

My presentation file is accessible for download from my SlideShare account.

https://www.slideshare.net/HamidrezaLachin/how-to-make-a-great-team

#MicroHR

#teamwork

#team_traits

#great_team

What is the most important employees’ driver for higher productivity, better performance and more satisfaction? Better payment? Promotion? As KPMG has found, meaning and a sense of purpose is the most important one.

KPMG, the audit, tax, and advisory firm, has enjoyed high employee morale for the last several years— about 80% of its 29,000 professionals say it is a great place to work. But the firm wanted to understand what was driving this sentiment. Analysis of its annual employee survey revealed one item as a particularly strong driver of employee engagement, retention, and pride: “I feel like my job has special meaning and is not just a job.”

According to the internal survey at KPMG, having leaders talk about purposeful work had a significant impact on their employees’ sense of company pride and work satisfaction.

Read Bruce N. Pfau’ article on HBR for more information.

#MicroHR 

#meaningul_work 

#purposeful_work 

#employee_satisfaction

“You don’t hire for skills; you hire for attitude. You can always teach skills.” (Herb Kelleher, Co-Founder of Southwest Airlines)

The days of merely hiring for skills are gone. Nowadays, great organizations have structured cultures and values which serve as the framework for hiring, onboarding, developing, promoting and offboarding people. People are more likely to operate at their best in the organizations to which they culturally fit. As Simon Sinek mentions in his book Start with Why: “We do better in cultures in which we are good fits.”

The following diagram gives us some hints on the correlation between performance and cultural fit. It emphasizes that lack of good performance can be compensated by training and coaching, but poor cultural fit should be considered as a potential dismissal.

#MicroHR #cultural_fit

.Ultra-productive people say "no" to almost everything. If something is not a ‘Hell Yeah!’ then it’s a no .Remember, you only have 1,440 minutes in a day. Don’t give them away easily

#MicroHR

hashtag#productivity

hashtag#say_no