Get your colleagues to put down their phones in meetings

If you’ve ever wondered whether you have a colleague’s full attention while they’re staring at their phone, stop wondering. You don’t. But instead of getting frustrated that co-workers constantly check their devices during meetings, take action. You might start by sharing research that shows even the mere presence of a cell phone — much less its glowing screen and constant buzzing — is bad for productivity. Then talk with your team about the upsides and downsides of using devices during meetings. Propose ground rules like “Be totally present” and “Keep the phone in your pocket.” The team could also agree to use a simple phrase like “Tech-check” as a friendly way of reminding someone to put their phone away. Once a few rules are in place, stick to them — and point out when a colleague doesn’t. You might get some annoyed looks at first, but over time the team will set a new norm.

(Adapted from “How to Get Someone to Put Away Their Phone and Actually Listen,” by Joseph Grenny and Kelly Andrews.)

Working parents don’t have to give up on networking

Working parents can struggle to find time for networking, especially since it often happens during after-work drinks or faraway conferences. But there are ways to fit networking into your busy life. The first thing to remember is that it isn’t always about meeting new people; it’s also about maintaining connections. Find people you’ve lost touch with, and look at their social media profiles for updates on their lives. Did someone get married recently, move, or get a promotion? These are all perfect reasons to reach out. Another way to strengthen your existing network is to introduce contacts who would benefit from knowing each other (just make sure they both know an introduction is coming). And if you’re looking to expand your circle, think beyond the coffee or lunch date. Use video conferencing to meet new people “face to face” without leaving the house or office. The great thing about these strategies is you can do them from almost anywhere, and whenever works best for you.

(Adapted from “Making Time for Networking as a Working Parent,” by David Burkus.)

Recognise an employee’s good work by asking how they pulled it off

Employees want to feel appreciated, but a simple “Great job!” isn’t always motivating — especially if you say it all the time. When you want to praise someone for their work on a project, try being curious about how they pulled it off. You might say something like, “That was really impressive. Will you tell me how you did it?” By showing interest in the story behind the accomplishment, you honour the results as well as the person who reached them. You also get a view into how the person solves problems, what parts of the work they love and what makes them feel proud — insights that can be helpful when making assignments. And if the employee suffered any personal costs during the work, acknowledge the toll it took. Whether they gave up time with family or bore the political risks of a highly visible project, talking about the costs will encourage the person to be honest with you in the future.

(Adapted from “What Not to Do When You’re Trying to Motivate Your Team,” by Ron Carucci.)

Help a direct report who doesn’t have clear career goals

As a manager, helping your direct reports achieve their career goals is part of your job. But what do you do if they aren’t sure what those goals are? First, tell the person that it’s OK — and sometimes even preferable — not to have a concrete career path in mind. Being overly attached to a specific plan can cause people to miss opportunities that aren’t on the prescribed route. Next, ask questions to understand what drives the employee, such as, “What problems excite you?” and “What types of work do you want to do less of and more of?” From there, encourage them to think about the skills they’ll need in the future, focusing on those that will be transferrable to other jobs or roles. Then suggest they try small experiments to learn more about what they like to do and where they need to develop.

(Adapted from “How to Mentor Someone Who Doesn’t Know What Their Career Goals Should Be,” by Tania Luna and Jordan Cohen.)

Published in Dawn, The Business and Finance Weekly, October 15th, 2018