Jargon refers to terms, expressions, or acronyms specific to a particular industry or professional group.
People enjoy complaining about jargon, saying it is hard to understand, pretentious, and unnecessary. Many industries and government leaders criticize it, but jargon continues to thrive in most professions despite these complaints.
Jargon fulfils a number of fundamental needs.
Jargon is used in place of more easily understood, less professional alternatives.
Office chit chat, whether real or virtual is essential for building good relations with colleagues and makes our mood better. It is a reminder that not everything is about work when an office colleague talks about his dog or some hot new Netflix show.
Due to the pandemic, many such small talks are happening via Slack or Google Chat and can seem daunting to initiate. A few handy tips can make your virtual work life a little less awkward.
When we initiate small talk, an instant response is expected, and that is because we are used to face-to-face conversations around the office water cooler.
Online conversations can have a different response time and the other person may respond after hours.
When asking for some favour, do not start with pleasantries, like ‘how are you?’. The chit chat should not be clubbed with favours or even for a required input from the colleague.
Make the small talk feel like a much-needed break, a mental work-free zone.
Small talk happening online can be made better using emoji or funny GIFs. There are many tools at our disposal that help with engagement.
One can try video conversations to liven up the moment with the colleague. A Zoom lunch is a great option too.
Not having a definitive goodbye is absolutely fine, so there is no reason to specifically ask to end the chat.
If the other person is not very well known to you, then the conversation can be formally ended with:
In an increasingly complex and competitive globalized environment, the growth curve of mental illness is a serious concern, with statistics showing that 800,000 people commit suicide per year, and about 4.4 per cent of the world’s population is under depression.
The consequences are also economic, as according to a study, India will lose about 1 trillion USD to mental illness in the next 10 years, and China 4.5 trillion USD.
Mental disorders that are unchecked and untreated in employees(and their family) often lead to reduced productivity, increase in workplace accidents, with a majority of the employees suffering from decreased concentration at work.
Treating mental health is not a big investment and employers can be the facilitators to reverse the grim scenario.
Identify the roles and expertise you want, and then find people who fit that description. This will help you ensure that the group you bring together is more diverse, bringing a range of different backgrounds and perspectives to the problem-solving task.
Prior to the pandemic, it was a hurdle for people with broad and diverse perspectives to be in the same room, physically together. With remote work, it is easier to bring in people having a range of different backgrounds and perspectives to sit together remotely and brainstorm on the task at hand.
It shows that, during part of the sessions that involves idea generation, individuals think differently about a problem if they work alone. But when you bring the group together to generate ideas, they tend to think alike, converging on a common solution.
So start your brainstorming process by having each person generate potential solutions on their own, or perhaps have them work in small groups to think about possibilities.
Distance, whether physical, time-oriented, or social, makes the human mind think in an abstract manner. This is known as the construal-level theory.
Being physically distant from the problem at hand makes our viewpoint abstract, which can help us provide a birds-eye view of the problem and associate it with our own area of expertise, forming useful analogies and connections.
Back-to-back video calls, all-day team chats combined with an expectation of immediate response is taking its toll on people trying to work from home.
In the quest to create a real-time interaction of the office, we are cutting the remote workers' ability to get things done.
Asynchronous communication is when we send a message (such as emails) without expecting an immediate response. The recipient can take hours to answer it.
Synchronous (or real-time) communication is when you and the other person are engaged in a face-to-face audio or video conversation, like a video call or a phone call. The information discussed is responded immediately.
Instant messaging tools like Slack or Teams are synchronous, and in some companies, email is also used as a real-time communication tool.
Team communication has increased by 50 percent in the last 20 years. We spend an average of three hours a day working on emails. On an average, Slack users send about 200 messages in a day.
This near constant communication hampers work productivity, with video calls, one-on-one meetings, e-mail and team chat leaving little room for actual work.
The overhead of real-time communication leads to:
This requires managers to:
While face-to-face connections are important, make sure that zoom meetings, phone calls and other real-time communication are not the rule, but an exception.
Personal and real-time interaction is good for team building, but we need to provide flexibility to the remote team in both work hours and location, and make it okay for them to disconnect when required.
There are mainly two ways to communicate within a company: synchronous and asynchronous communication. While the second type has always been widely practiced, as face-to-face meetings or any other in-person communication, the second type is just slowly being discovered.
In fact, asynchronous communication enables team members to respond to their colleagues whenever they can, without putting pressure on them that the answer should be provided immediately.
While real-time communication inside of a team might lead to solving faster some issues, it also has various disadvantages.
For instance, having your colleagues come to ask you questions to which you feel pressured to answer on the spot leads to you being continuously interrupted, which results in being less productive and feeling stressed or even getting a burnout, as you try to do everything in proper time.
When the employees are provided with control as to when they are willing to communicate with their co-workers, there are many advantages that emerge.
For instance, having the freedom to decide exactly how your working day should look like leads to more satisfied employees as well as to better communication within the team. Further benefits vary from feeling less stressed due to better planning to greater transparency and more efficient work.
While asynchronous communication has so many proven advantages, like happier employees, there is still a need for synchronous communication to be ensured within the team.
Each team member should have at least one monthly one-on-one with their leader, teams should participate in Zoom sessions where only non-work topics are discussed, there should be organized yearly team buildings or new members should be given the chance to spend some time with their mentor while working in-person with them.
Games release pent up stress that they have in the job or otherwise. A happy employee is a productive employee.
Games create an atmosphere of trust, leading to better talent acquisition and retention, as employees choose to stay where they feel comfortable.
Short breaks between learning or working, and working for brief periods with small breaks in-between can lead to a higher-quality output. This is known as the Pomodoro Technique.
Games at work make employees form a bond with their co-workers, establishing friendships that lead to better teamwork and improved communication among team members.
It is a general notion at an office that gaming activities at work are counterproductive, however, games can be an amazing tool to create a better work environment, increasing employee satisfaction and productivity.
Gaming at work bridges the gap between work and relaxation, making work feel more enjoyable and fun, making employees see their working hours in a positive, joyful way.
Individuals have the tendency to consider that what they do better are the things they have long been working on. However, if we take a second to think about it, each and every one of us has at least one talent that makes a certain task seem a piece of cake.
A true leader should not only be able to identify his team members’ talent but also to encourage them into making the most of their natural gifts.
There are a few techniques that enable leaders to name exactly the talents of each and every member of their team, such as finding out what annoys them the most, as often humans find it upsetting to see reflected their own strengths into the others’ weaknesses.
One sure way to identify your strengths is by paying attention to what you find as effortless in regards to whatever action you do, but the others tend to see it as a complex action.
That is right, it might seem a piece of cake to you because you were gifted with certain qualities that enable you to perform the task so easily. However, the task in question might not be at all that easy.
Whenever you notice that you have a tendency to think about a certain topic for hours to come, check it out by putting it into practice: it might be that your natural gift is on its way to being revealed.
After having discovered your team members’ talents, make sure that the entire team bears in mind what each of them has a natural gift. Moreover, an analysis of their skills should be welcomed at any point, as it makes them aware of your acknowledgment as well as of their own potential. This could result in successful teamwork, as trusting and using one’s strength can only lead to accomplishments for both the individual and the team.
Multicultural individuals commonly think, perceive, behave, and respond to global workplace issues in more complex ways than monocultural individuals.
Some multicultural individuals translate these differences into career success.
People can be categorized as multicultural by:
Multiculturalism within individuals can be defined as the degree to which they know, identify with, and internalize multiple cultures.
Multicultural people are not just confined to having parents from two different cultures. There can be other reasons like: