Beating the competition has become an essential part of modern day business environment. Discovering the methodology and strategy of competitors consume too much time and greatly influences the decision-making process of an executive or company.
To gather as much information as much as possible about competition is just, but it is never suggested that one party is to experience gain or profit at the expense of another. Rather, the focus should be to consistently focus in exercising wisdom and diligence in seeking what is best for personal or company endeavor. As the book of knowledge illustrates, “Do you not know that those who run in a race all run, but only one receives the prize? Run in such a way that you may obtain it. And everyone who competes for the prize is temperate in all things.”
The emphasis is not on overcoming or outsmarting competitors but on the development of own enthusiasm, perseverance and vision. The race is not against other contenders but against self. The measure of success is not the margin of victory over rivals, but comparing what have been done with what could have been done.
Competition is phenomenon worldwide. Competition exists in schools, sports, politics, business and personal relationships. But by firmly focusing attention to personal life or business welfare and making use of talents and skills, rich fulfillment can be achieved without conflict and stress that come from engaging in unnecessary competition.
Any individual can eventually succeed when work is embellished with excellence and commitment.
One of the challenges encountered by every manager is dealing with employees’ personal problems.
While the manager makes sure that the subordinate is capable of performing the assigned tasks, he must also avoid getting involved in any arguments or conflicts related to the personal life of the subordinates.
A manager can still manage to handle a troubled subordinate with sympathy and encouragement while making sure that the objectives and the company’s best interest will still be the focus.
Martin M. Broadwell, trainer and educator from Georgia suggest some approaches to managers on how to maintain balance in handling a scenario that will cause embarrassment to the employee or violate working relationship.
The first step the manager has to do is to specify the differences between the company working standards and the subordinate’s actual performance. Then ask what action should be initiated to improve performance.
This is the moment wherein the manager gives opportunity to the subordinate to disclose the problem, may it be personal or work related. The subordinate should feel the manager’s sincerity to listen without imposing.
As such, any employee who feels the sincerity of his manager’s concern and willingness to help may be encouraged to reveal the problem.
The next step is to determine the kind of problem the subordinate disclosed. If the problem is personal, it is best to refer the subordinate to experienced individuals who is an expert in handling the identified problem.
If the problem is about poor performance, a receptive manager can bring back the employee into performing based on standard through support and guidance.
Today, the value of human labor has become the most critical part of being a productive company. Businesses up today are standing on thick foundations mainly because their manpower resources are clinging on to dear life and of course want to make sure that they do their job to the T.
On the other hand, how do you keep them happy? Is compensation or money enough? Today, job security goes way beyond the usual pay. Benefits and of course assurance that they are not going to be cut off linger in their minds. But is that all?
Well for companies, here are some tips you may want to consider. Value your manpower since they can make or break business operations and play the difference between success and bankruptcy.
- Enable employees to balance work and personal life. Allow flexible starting and finishing times.
- Consider telecommuting when personal issues arise. As long as their work is getting done, trust them, don’t micromanage.
- Allow for casual attire when clients are not on site, particularly in the summer when it can be uncomfortable to wear formal business attire.
- Make the workplace a pleasant place to work with music, water bubblers, coffee/tea facilities, and complimentary snacks from time to time.
- Involve staff, whenever possible, in decisions that affect their jobs and the overall direction of the business or department. Keep them in the loop.
- Reward hard work, even small goals: there’s no point in waiting until the year-end bonus, it won’t keep anyone going for an entire year. People need short term rewards.
- Offer to help your staff when they feel overwhelmed. If you cannot help, just acknowledging their workload can go a long way.
- When you give constructive criticism, ask for it in return.
- Schedule weekly meetings that are held consistently in person. Allow for open dialogue and privacy to allow the employee to speak openly.
- Have offsite meals at least once a month for team building and to show appreciation.
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