Work Archives - MY EXPERIENCE | MY EXPERTISE
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MY EXPERIENCE | MY EXPERTISE

Category: Work

  • Why is AI not working for WFM?

    Why is AI not working for WFM?

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    I remember my first day as a phone agent twenty years ago. The floor was a sea of headsets and the smell of cheap coffee. Back then, Workforce Management (WFM) was just a guy with a very complex Excel sheet and a loud voice. Fast forward to today, and I am sitting in a director’s chair watching algorithms do the heavy lifting. But here is the cold truth that nobody wants to tell you: despite all the shiny new tech, many BPO leaders feel like they are losing control. We were promised that automation would solve everything, yet the stress on the floor is higher than ever. If you are an entry-level analyst or a middle manager, you are likely wondering if your job is about to vanish or if the machine is just broken.

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    The Myth of the Perfect Forecast

    Every WFM professional dreams of a perfect forecast. We want that beautiful line where our staffing meets the call volume exactly. Software companies sell us the dream of “AI-driven accuracy,” claiming their bots can predict the future better than any human. However, the reality of contact center operations is messy. Real life involves sudden weather events, viral social media complaints, and the simple fact that humans are unpredictable.

    In my two decades of experience, I have seen that AI often fails because it lacks context. A machine can look at three years of data, but it does not know that your biggest client just launched a faulty product update. It does not know that a local holiday is keeping your agents at home. When we rely too much on predictive analytics, we stop looking out the window. The impact of AI on the WFM role is not about replacing the “brain” but about giving the brain better tools to see the storm coming.

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    Why Your Schedule Still Sucks

    You might be using the latest workforce management software, yet your schedule adherence is still in the trash. Why? Because AI is great at math but terrible at empathy. A computer can create a “perfect” schedule that gives every agent a break at 10:17 AM. But when an agent’s child gets sick, or a team meeting runs long, that perfect schedule breaks.

    Middle management often gets caught in the middle of this. You are told to follow the AI’s plan, but you see the human burnout happening in real-time. We must move toward hybrid intelligence teams. This means using the speed of the machine to handle the heavy data crunching while keeping a human in the loop to handle the “gray areas.” Automation should be your assistant, not your boss.

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    The Shrinkage Trap

    One of the biggest headaches in a BPO is shrinkage. We account for breaks, coaching, and absenteeism, but AI often treats these as static numbers. In a modern BPO company, shrinkage is dynamic. An AI tool might tell you that you are overstaffed, leading to a “v-time” or voluntary time off offer. Then, ten minutes later, a system outage happens, and you are underwater.

    True operational efficiency comes from real-time agility. If you are an entry-level WFM analyst, your value is no longer in data entry. Your value is in thematic analysis—understanding the “why” behind the numbers. Why did the handle time spike? Why is the service level dropping even though the volume is low? AI can give you the “what,” but a seasoned pro provides the “why.”

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    Skills You Need to Survive the Machine

    If you want to stay relevant, you have to stop acting like a calculator. The automation of headcount optimization is already happening. If your only skill is moving boxes around in a grid, you are at risk. Instead, focus on these areas:

    • Data Interpretation: Learn to read the story behind the charts.
    • Strategic Planning: Think about where the business needs to be in six months, not just six hours.
    • Soft Skills: You need to negotiate with Operations. AI cannot walk onto the floor and convince a manager to release agents for training.
    • Tool Management: Become the person who knows how to “teach” the AI.

    The AI augmentation mandate is here. It is not a threat if you are the one holding the steering wheel. We are seeing a shift from “task execution” to “value creation.” Your job is to ensure that the technology serves the people, not the other way around.

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    The Future is Human-Centric

    To wrap this up, the rise of AI in the WFM world is a double-edged sword. It offers a level of resource utilization we could only dream of back in 2005. It cuts down the hours spent on manual logs and lets us focus on the big picture. But we cannot let the technology make us lazy.

    We must remember that at the end of every data point is a human being. Whether it is an agent trying to balance their work-life or a customer waiting for help, empathy is our greatest asset. AI can calculate the shortest path, but only a human knows if that path is worth taking.

    Stay curious, stay skeptical of “perfect” solutions, and keep your hands on the data. The robots are not taking over the WFM department; they are just finally giving us the time to do the strategic work we were always meant to do.

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    Summary of Key Points

    The impact of AI on Workforce Management in the BPO sector is a shift from manual data entry to strategic oversight. While automation promises higher accuracy in forecasting and scheduling, it often fails to account for real-world chaos and human needs. Success in this new era requires a balance between machine speed and human intuition.

    Middle management must focus on becoming “super-users” of technology rather than competitors against it. Developing skills in data interpretation, empathy-driven leadership, and real-time problem solving will be the key to career longevity. The goal is to move away from rigid, machine-made plans toward flexible, human-centric operations.

    Ultimately, AI is a tool that improves efficiency but cannot replace the critical thinking required to manage a complex workforce. By embracing hybrid intelligence and focusing on high-value strategic tasks, WFM professionals can ensure they remain an essential part of the BPO ecosystem. The future belongs to those who can bridge the gap between the algorithm and the agent.

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    References and Further Reading:

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  • Leading by Example | Walk The Talk

    Leading by Example | Walk The Talk

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    Leading by example or walking the talk is not just a phrase; it’s a commitment to align our actions with our words, ensuring that there is consistency in what we say and what we do. This integrity is the cornerstone of trust and respect in any relationship, whether personal or professional.

    However, achieving this consistency is easier said than done. We are all subject to the whims of life’s daily fluctuations, which can sometimes make it challenging to maintain a steady course. The pressures of work, the demands of family, and the unexpected turns of events can all influence our behavior and decisions. Yet, it is in these moments that our true character is tested. Do we bend our values to fit the situation, or do we stand firm, even when it’s difficult?

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    The key is not to pretend. Pretense can only take us so far before the facade crumbles, revealing the dissonance between our proclaimed values and our actual behavior. Instead, we must strive for authenticity. Being authentic means acknowledging our limitations and working towards improvement. It means being honest with ourselves and others about our capabilities and intentions.

    Moreover, walking the talk is about taking responsibility for our actions. It’s about making conscious choices that reflect our beliefs and values. When we make a promise, we should do everything in our power to keep it. When we set goals, we should actively work towards achieving them. And when we advocate for a cause, we should be the first to take action in support of it.

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    In essence, walking the talk is about living a life of integrity. It’s about being a living example of the principles we hold dear. By doing so, we not only gain the respect of those around us but also contribute to a more honest and principled society. So let us not just speak of values, let us live them. Let us not just dream of a better world, let us be the agents of change that create it. And let us do so with the understanding that while life may be unpredictable, our commitment to our principles should remain unwavering.

    Being an example

    Leadership is not just about holding a position of power; it’s about setting a standard for others to emulate. When we lead, whether it’s a small team or a large organization, we become the focal point of attention. Our actions are observed and judged both by those we lead and by external onlookers. It’s our responsibility to ‘walk the talk,’ to act in ways that are consistent with the values and principles we espouse.

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    To ‘walk the talk’ as a leader means to be the embodiment of the behaviors and attitudes we want to see in our team. It’s about being proactive, not just reactive. It’s about showing commitment, not just giving directives. When we lead by example, we inspire trust and confidence in our leadership. We demonstrate that we are not above the tasks we ask of others, and we are willing to roll up our sleeves and get involved.

    Being an example is a powerful way to influence others. It’s not about coercion or force; it’s about persuasion through action. We want our team to buy into our vision and work towards the collective goals of the organization. By demonstrating the values we want to instill, we make it easier for others to see the benefits of following our lead. This approach fosters a culture of mutual respect and collaboration, where every team member feels valued and empowered to contribute.

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    Leading by example is about integrity. It’s about making promises we can keep and setting goals that are achievable. It’s about being transparent with our intentions and honest in our dealings. When we are consistent in our actions and words, we build a reputation of reliability and trustworthiness.

    Leadership is a privilege that comes with significant responsibility. To be effective leaders, we must be mindful of the impact of our actions on those we lead. We must strive to be the change we wish to see, to be the standard-bearers of excellence. By walking the talk, we not only guide our teams toward success but also contribute to the creation of a positive and productive work environment. Let us embrace this challenge with enthusiasm and dedication, knowing that our actions speak louder than our words. Let’s not just lead; let’s lead well.

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    Personal interest and teams’ benefits

    Leadership is often romanticized as a role filled with grand speeches and decisive actions, but the reality is far more nuanced. True leadership is about the delicate balance between personal ambitions and the collective good. It’s about navigating the complex interplay of our own goals, the diverse situations we encounter, and the behaviors we exhibit. These elements may not always align seamlessly with the image we wish to project to inspire others to follow.

    Indeed, the adage that we must be composed, disciplined, and unwavering in our commitment is easier said than done. The mantle of leadership comes with the responsibility of guiding others, yet our personal circumstances often challenge this ideal. The trials we face, the emotions we grapple with, and the myriad of reasons that shape our decisions can alter our conduct. In these moments, our priorities may shift, and self-interest can overshadow the team’s needs.

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    However, it is precisely in these moments that leadership is most critical. A leader must recognize that their actions set the tone for the entire team. When personal and team interests clash, the leader’s role is to find a path that honors both without compromising the integrity of either. This requires a deep understanding of the team’s dynamics, clear communication, and a commitment to fairness.

    Moreover, leadership is not about perfection. It’s about striving for consistency and being transparent when our personal and professional lives are at odds. It’s about showing vulnerability and admitting when we are struggling, thereby fostering an environment where team members feel safe to do the same. This authenticity can build stronger bonds within the team and lead to more robust, united efforts towards common goals.

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    Leadership is a journey fraught with challenges and contradictions. It demands a continuous effort to align our actions with our words, even when it’s uncomfortable or inconvenient. By acknowledging the complexities of leading and embracing the responsibility that comes with it, we can create a culture of trust and collaboration. Let’s strive to be leaders who not only talk the talk but also walk the walk, even when the path is uncertain. Let’s lead with empathy, resilience, and a steadfast commitment to the collective success of our teams.

    Reality vs expectations

    In the intricate dance of life, where authenticity and pretense often tangle, the simplest yet most profound thing we can do is to know ourselves. To understand our core, our desires, and our limitations is to navigate life with a compass that rarely steers us wrong. When our self-interest aligns with the team’s benefit, it’s a harmonious convergence that propels everyone forward. But when there’s a dissonance, when what’s good for us isn’t necessarily good for the collective, the path becomes thorny.

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    The essence of leadership is not in the title or the accolades but in the authenticity of our actions. To lead is to stand firm in our beliefs, to pursue our goals with the passion of a thousand suns, and to remain true to ourselves even when the world demands conformity. It’s about inspiring others by the sheer force of our conviction, not by the hollow echo of expectation. For when we don the mask of pretense, we may fool others temporarily, but the one who suffers most is the person behind the mask.

    To lead by example is to act not as others expect, but as our true selves dictate. It’s to recognize that the most sustainable form of leadership springs from the well of genuine intent, not from the brittle facade of obligation. When we lead with authenticity, we create a space where others are encouraged to do the same, fostering an environment of growth, trust, and mutual respect.

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    Yet, this path is not without its pitfalls. The challenge lies in balancing our personal aspirations with the needs of the team. It’s a delicate equilibrium, where the scales can tip with the slightest of pressures. But it’s also an opportunity—an opportunity to demonstrate that leadership is not about sacrificing our identity at the altar of expectation but about integrating our individuality into the tapestry of the team’s vision.

    In conclusion, to lead is to be unapologetically ourselves, to embrace our uniqueness, and to channel it towards the upliftment of those we lead. It’s about being the beacon that guides, not the force that compels. Let us then cast aside the shackles of pretense and don the mantle of authenticity. For in the end, it is not the leader who wears the crown of deception that is remembered, but the one who leads with the heart of truth. And it is this truth that ultimately nurtures both the leader and the led.

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  • Trustworthy | Doing The Necessary vs Being Told

    Trustworthy | Doing The Necessary vs Being Told

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    Being trustworthy all depends on the actual actions we do. If our choices are consistently aligned with achieving the desired outcome, we not only progress toward our goals but also cultivate the confidence and trust of the people around us. Harnessing the power of deliberate decision-making, we pave the way for a sense of reliability and integrity that resonates with those in our sphere of influence. As we demonstrate our commitment to positive results, we build a reputation founded on purposeful actions and a clear direction, garnering the support and respect of others. This reciprocal relationship reinforces the significance of thoughtful choices and the impact they have on our relationships and endeavors.

    Annoyed when asked repeatedly

    The feeling of annoyance that arises when we are constantly instructed on what to do is something that many of us can relate to. Being told what to do often triggers a sense of resistance within us as if our autonomy is being disregarded, and it can be quite exasperating. In such moments, we feel a strong urge to assert our independence and competence, as if to say, “I know what needs to be done, so please refrain from dictating the course of action.” It’s a natural response to seek autonomy and make our own decisions, unmolested by unwanted input.

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    When navigating these complex scenarios, it becomes evident how crucial it is to strike a balanced approach between asserting our autonomy and remaining receptive to constructive guidance. Despite the inherent frustration that may accompany unsolicited advice, instances arise when embracing guidance can provide invaluable perspectives and insights that might have eluded us. Simultaneously, it remains essential to honor each individual’s autonomy and unique skill set, thereby cultivating an environment where individuals are empowered to make autonomous decisions and take ownership of their obligations. The ability to strike this delicate equilibrium holds the key to fostering healthy and respectful relationships, be it within personal or professional spheres.

    I am talking about what happens in the workplace. We all have encountered, at least once, those people who will tell us every specific thing to do. While that could probably work if we are teaching a process or procedure (although, processes and procedures are created to ensure the standard of quality), in the long run, I do not think it helps anyone.

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    Micromanaged when not trustworthy

    In many workplaces, there can be a tendency for certain individuals to micromanage others. This micromanagement can lead to decreased morale, creativity, and productivity among the team members. When employees feel that they are constantly being scrutinized and controlled in every aspect of their work, it can create a sense of suffocation and hinder their ability to think independently and make decisions. Additionally, excessive micromanagement can erode trust between managers and their team members, ultimately leading to a toxic work environment.

    On the other hand, providing employees with autonomy and the freedom to make their own decisions within a clearly defined framework can lead to increased job satisfaction and innovation. When individuals feel trusted and empowered to take ownership of their work, they are more likely to be motivated, engaged, and committed to achieving excellent results. This approach not only fosters a positive work culture but also allows employees to develop their skills and capabilities, ultimately benefiting the organization as a whole. Therefore, it’s essential for leaders to strike a balance between providing guidance and allowing autonomy, fostering a culture of trust and empowerment within the workplace.

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    Getting tired from not being entrusted

    We get tired. We get to the point that we do not want to do it anymore because we feel like we have not been trusted to do the job we were hired to do. But that all boils down to being trustworthy in the first place.

    Feeling fatigued, we often reach a stage where the desire to continue diminishes due to the perception of not being entrusted with the responsibilities we were originally engaged to fulfill. This sentiment of disillusionment can significantly impact our motivation and engagement in the tasks at hand. It is essential to address these feelings and seek avenues to realign our sense of purpose and regain trust in our capabilities.

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    Listening to understand

    The experience of receiving unsolicited advice or instructions is something many of us can relate to. It often occurs when we are simply sharing a situation with someone, not necessarily seeking guidance. This can be particularly frustrating, as it feels like our intentions are misunderstood. In such moments, it’s important for both parties to practice active listening and empathy. The speaker should feel heard and understood, while the listener should strive to resist the urge to immediately provide advice unless explicitly asked for it. Instead, offering support and comfort can go a long way in enhancing the quality of the interaction. Mutual respect for each other’s perspectives and boundaries is key in maintaining healthy communication.

    Are we trustworthy?

    On the other hand, before you all agree with me, let us first ask ourselves, are we trustworthy enough to do the right thing to meet the desired outcome? Because if we are not, and we really do not know what to do, then we must learn from the specifics that other people tell us. Try it and then adjust.

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    Consider the weight of our actions, for every decision made holds the potential to shape the path ahead. It’s crucial to assess our own trustworthiness in navigating the choices before us. This introspection helps to ensure that our intentions and actions align with the envisioned outcome. If uncertainties linger, seeking guidance from others can shed light on the best course of action. Embracing the wisdom imparted by others cultivates adaptability, allowing us to refine our approach and evolve in our decision-making process.

    But if we think we are more than capable and know in ourselves that we know what to do and have the will to commit to it, then yes. Getting told what to do is a burden.

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    Understanding our limitations

    In considering our capabilities and inner certainty of knowing what steps to take and the determination to see them through, the weight of external instruction can indeed feel burdensome. true empowerment comes from an intrinsic understanding of our own potential and the self-assurance to follow our chosen path. When our sense of autonomy is strong, the imposition of direction from others can seem unnecessary or even restrictive. This is not to say that guidance is never valuable, but rather to highlight the importance of individual agency and confidence in one’s own abilities. Only if we are true to our own capabilities and perform as who we are, then we become trustworthy.

    It is indeed true that if we find ourselves constantly feeling tired and unmotivated in our chosen profession, it may be an indication that we are not in the right line of work. However, if our drive to continue persevering stems from a genuine passion and dedication, rather than external factors such as financial need, then fatigue is less likely to set in. Over time, as we consistently demonstrate our competence and commitment, others will entrust us to carry out our responsibilities with confidence. This trust not only validates our efforts but also serves as a motivation to continue excelling in what we do.

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  • Burning Bridges | Can’t Let Go

    Burning Bridges | Can’t Let Go

    Didn’t like your experience with your previous boss which made you leave? Or worse, you got terminated because of your differences? And until now, you have been carrying that grievance in your chest which made you contact your former boss and send a message saying you’ve made it. You’ve made it not because of his help but because of the bad things he had done to you.

    So, if you are in a great position now in your career journey, what is the purpose of getting back to your old boss and sending a message that seems emotionally loaded with accusation, triumph, and somewhat fake gratitude? Does that make you feel better?

    Does it make you feel you are better than him?

    “Just wanted to say thanks.

    You shoved me off the edge when I least expected it. It felt like betrayal—cold and calculated.

    But that fall forced me to learn how to fly. The early days were brutal, but I found my rhythm. Now I earn four times what I used to make when I was working with you.

    So yes, thank you—for the selfishness, the treachery, and the leadership that taught me exactly what I never want to become. If not for that, I’d still be stuck under you.

    Cheers ✌️”

    This is a recreation of a message sent by a former employee to his former boss. Don’t take it out of context and don’t take it word for word because that is not the exact message. I recreated it to discuss my point in this blog – burning bridges.

    In every industry, the circle of people is very small. Who we work with now maybe someone who worked with others we previously worked with and did not get along with. We do not know if we will encounter the same people in our careers. If we have bad relationship with some, then it might be difficult to get to where we want to be.

    Two things happened in that message – the events that led to that message and the effect of those events to the person who sent it.

    For the sake of simplicity, let’s call the person who sent that message Harry and the one who received it Sam.

    According to Harry, he was betrayed at work. Whatever happened is left to be done told in the words of those who were there so, let’s not dwell on the specific. But what is clear is that this is the event that led to the burning of the bridge.

    Whatever happened between Harry and Sam caused their relationship to be destroyed. For sure, they will not work together again. And for sure, if anyone asks them of feedback about each other, they will not recommend. The connection is lost. The bridge destroyed. They will not be in good terms anymore. Or maybe time will tell. We’ll never know.

    At work, we either build good or bad relationships with one another. Our actions or the words we say either solidify that relationship break it. It has been said that building our network is good for us to advance in our careers and respective industries. However, we can’t avoid things like this. It will happen, one way or another. For me, the only way to prevent that bridge from burning is not to escalate the issue.

    There is no need for that message to be sent. Harry doesn’t need to say that to Sam anymore. What’s the purpose? To say that Harry has become better than Sam? Or to tell Sam his wrongdoings towards Harry? Or something else happened that Harry can’t hold himself back.

    Whatever the case may be, the need is not there. It just created friction between the two. An unnecessary friction as this is work. Nothing is personal. Vengeance begets vengeance. War only result to death. Nothing can be achieve from revenge, or doing something that makes you feel you are better than someone else.

    Just become better than who you were yesterday.

    A broken bridge with two people standing on either end

  • Position | To Fear Or To Respect

    Position | To Fear Or To Respect

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    Some of us are afraid when dealing with people based on their title or level in the organization. We fear people in position and hold back what we want to say. While respect should be given, fear and hesitation should be avoided. But, why do we always look at the title? Why are we also after the title? What does it tell about us?

    It’s natural for people to be curious about the titles and positions of others, as these aspects often carry status, authority, and influence. In hierarchical organizations, titles can denote responsibility, expertise, and sometimes even privilege. However, our tendency to focus on titles can also reflect deeper societal norms and ingrained perceptions about power and status.

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    The emphasis on titles may stem from a desire to understand an individual’s role within an organization and to gauge their level of influence or decision-making authority. This can help provide context for interactions and guide our behavior in professional settings.

    Additionally, the pursuit of titles can be linked to our own aspirations and ambitions. Many individuals strive for career advancement and the acquisition of prestigious titles, viewing them as markers of personal and professional achievement. As a result, the focus on titles may be a reflection of our own goals and aspirations, as well as our perceptions of success and recognition.

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    The position from contributions

    It’s important to recognize that a person’s value and contributions extend beyond their title or position. True respect and meaningful connections are fostered by understanding the individual behind the title and acknowledging their unique talents, experiences, and perspectives.

    While titles can provide valuable context, it’s crucial to approach individuals with an open mind and a genuine desire to understand and collaborate, rather than allowing titles to instill fear or create unnecessary barriers in our interactions.

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    In the corporate world, the levels of position in the organization are defined but sometimes overlap with each other. Functions and roles are created to ensure that certain responsibilities and accountabilities are clear ensuring that the business moves toward its goals.

    But sometimes, even with clear roles, others perform better, think better, and execute the task with the mindset of someone higher than their ranks. And still, even if they know they can do the job, they are hesitant to say what is on their minds.

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    Being fearful of people with a position

    The workplace hierarchy can often dictate how individuals interact with one another. It’s not uncommon for people to hold back their opinions or ideas out of fear of disrespecting those in higher positions. This could also stem from a sense of respect, leading them to defer to the higher-ups when it comes to decision-making.

    Interestingly, my nearly two decades of professional experience have brought me into contact with individuals who held senior positions without possessing the necessary skills or experience for the role. In such cases, there were often more qualified individuals who could have fulfilled those roles more effectively. Naturally, it can be challenging to respect those individuals when their inadequacy is evident.

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    The dynamics of respect, authority, and competency in the workplace can certainly lead to complex and thought-provoking situations.

    Speak with respect

    While disrespect should not happen to those who are higher than you, it is still imperative to speak your mind. In a meeting, always ask questions to understand those higher than you. Do not disagree immediately. Understand first then, say what you are thinking. If they take offense, then they are not the leader worth following. If they showed that their ego had bruised, then they are selfish. But, if they listened to you and took what you’ve said, then, you got a mentor.

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    I always say that the title we have in our organization only tells about two things – experience and level or responsibility. Many people are so focused on getting promoted and getting titles and money without really understanding what it means. It is just a title. That’s all. My experience in my field may be extensive but that doesn’t mean I know everything. My team reminds me of that every day.

    In any organization, a culture of continuous improvement and open communication is vital. As a leader, it’s crucial to encourage team members to express their thoughts and ideas openly, fostering a culture of trust and collaboration. Open dialogue and the ability to learn from each other irrespective of hierarchical positions contribute to a more dynamic and successful work environment. Respect and understanding should flow in all directions, irrespective of title or position. Each member of the team brings valuable insights, and leaders who recognize this create an environment where everyone can thrive and contribute to the collective success.

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    The position to do more

    The essence of personal and professional growth lies in embracing a mindset of continuous improvement. Regardless of your current position or level, it’s crucial to remain focused on your abilities and strive to exceed expectations, day after day. While I take pride in my professional accomplishments and the recognition they have brought, it’s essential to acknowledge that ascending the corporate ladder should not be the ultimate aim.

    Instead, directing your energy towards consistently meeting and surpassing your responsibilities is paramount. By consistently demonstrating commitment and going the extra mile in your endeavors, you pave the way for advancement and success. Remember, it’s the daily dedication to delivering beyond what is expected that propels you toward new opportunities and achievements.

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    It’s important to emphasize that personal and professional growth is not solely measured by external markers of success, such as promotions or titles, but also by your internal development and fulfillment in the work you do. Striving for continuous improvement creates a positive cycle of growth, learning, and self-fulfillment. As you take on challenges and seek opportunities to stretch your skills, you not only enhance your capabilities but also contribute to the overall success of your team and organization.

    In conclusion, the essence of personal and professional growth is deeply rooted in maintaining a mindset of continuous improvement, focusing on internal development, and consistently exceeding expectations through dedication and commitment. By embracing this philosophy, you pave the way for not only your own advancement but also for the betterment of the broader professional community.

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  • Impress | Gaining Or Losing From Pretending

    Impress | Gaining Or Losing From Pretending

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    The constant need to make people like you or make them happy is just something we all have deep inside, ya know? It’s like we wanna feel accepted and belong to a group. Throughout history, we’ve always needed other people to survive and grow, and the fear of being rejected or left out can push us to seek approval from others.

    Also, wanting to feel valued and noticed can help us feel good about ourselves and more sure of who we are. When our efforts to make others happy are seen and appreciated, it can boost our self-esteem and give us a sense of achievement. This can open up opportunities for personal and professional growth, ’cause good interactions with others often lead to helpful relationships, career progress, and new experiences.

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    But if we can’t meet this need, it can have different outcomes. Sometimes, if we keep letting others down, we might start feeling like we’re not good enough or like nobody wants us around. This can take a toll on our mental well-being. It can also affect our social and work relationships, possibly getting in the way of chances to work together, move up, or get support.

    The urge to make others like us and make them happy can stem from a genuine wish to connect with people and gain their approval. When this desire is fulfilled, it can make us feel accepted, increase our self-esteem, and open up new possibilities. However, it’s crucial to maintain a healthy balance and ensure that we remain authentic and prioritize our own well-being while aiming to please others.

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    Impress to get approval

    We’re social beings, always looking to fit in and be accepted by the communities we care about. Whether we realize it or not, we seek approval from those around us, and it affects how we behave and make decisions. It’s just human nature. Some people might say they don’t care what others think, but even saying that is a way of seeking agreement.

    Wanting to be accepted often goes hand in hand with wanting to impress others, which is important for our survival and success. But like everything in life, there’s a delicate balance, and focusing too much on impressing others can have bad effects.

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    In social groups, it’s common to come across people who make up stuff or exaggerate what they know to make themselves look good. Unfortunately, this usually backfires in the long run, causing unnecessary problems that need to be fixed later. This tendency is even more obvious in high-stakes situations, like dealing with clients and bosses.

    In these situations, it’s better to be honest and humble. Admitting when you don’t know something, while also showing that you’re committed to sorting it out, makes a much better impression. Being willing to acknowledge your limitations and coming up with a clear plan to address them shows integrity, responsibility, and a dedication to getting good results.

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    By promoting openness and problem-solving, individuals and groups can establish an atmosphere where honesty and accountability take priority over appearances. Adhering to these principles helps diminish the effect of unsuccessful attempts to control perceptions, while also laying the groundwork for genuine trust and mutual respect.

    Gaining or losing connections

    In company dinners and parties, at client meetings and events, impressing people will get you places, they say. But while making a good impression can help you expand your network, remember that it’s more about how you can genuinely assist others with their issues. Seriously, if you don’t know something, just admit it. Pretending otherwise just to please is straight-up lying.

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    Are you too proud to own up to it? Scared that others will think you can’t handle things? If that’s the case, then your ego is running the show. I’d rather collaborate with people who know their limitations and are willing to work from there. I can be patient.

    It’s important to understand that real connections and professional relationships aren’t based only on surface charm or the need to impress. The real value lies in being able to provide genuine support and solutions to others. Embracing honesty and humility can lay the groundwork for more genuine and long-lasting connections in both professional and personal realms. Acknowledging areas where you can improve and being open about uncertainties can create an atmosphere of trust and cooperation, allowing individuals to expand their skills and work toward shared success.

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    Pretending to impress

    Don’t fake it to impress anyone. You’re just limiting your world. Don’t suck up to please others. Those who truly succeed don’t need to be patronized. You don’t have to put on a show to reach your goals. There are all these blogs and articles online talking about bragging about success versus just letting your work do the talking. You know what? Most of the people who show off their so-called accomplishments aren’t really that great at what they do.

    The ones who keep it lowkey are the real winners.

    It’s important to remember that being genuine and making a real effort can bring more success than just talking big and showing off. Even though it might be tempting to exaggerate what you’ve done and seek approval from others, true satisfaction often comes from quietly mastering your craft and letting the results speak for themselves. The idea that those who boast the most about their achievements might not actually be excelling in what they do is a strong reminder to focus on substance rather than flashy displays. In a world where loud self-promotion is everywhere, quiet achievers shine as examples of real success and lasting accomplishment.

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    In today’s internet culture, there’s a lot of focus on flashy displays and self-promotion. However, it’s crucial to remember the value of quietly working hard and having real skills. True achievers don’t need to boast about their accomplishments. Instead, they focus on personal growth and dedicate themselves to mastering their craft. In a world that values appearance, these individuals show that genuine success comes from quietly pursuing excellence and honing your skills.

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  • Learning from Feedback | Ignoring Or Acknowledge

    Learning from Feedback | Ignoring Or Acknowledge

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    Learning from feedback is something we do not constantly do. At work, or even in our personal lives, we all get constant feedback. Those conversations could either be short or lengthy depending on what the topic is all about. But not all the time and not everyone is open to feedback. Why? And how could we benefit from getting it? What could we lose by not getting it?

    Feedback is a fundamental part of personal and professional growth, offering valuable insights into our performance, behavior, and impact. Many people may be hesitant to receive feedback due to concerns about criticism or negative evaluation. However, being open to feedback can lead to significant benefits. By welcoming constructive criticism, individuals can gain a deeper understanding of their strengths and areas for improvement. Additionally, feedback provides an opportunity for self-reflection and the chance to refine one’s skills and approaches.

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    On the other hand, not being open to feedback can result in missed opportunities for development. Without constructive criticism, individuals may plateau in their growth, overlooking blind spots and areas that require attention. In professional settings, resistance to feedback can also hinder collaboration and teamwork, as it limits the potential for collective learning and improvement.

    Ultimately, while receiving feedback can sometimes feel uncomfortable, it is an essential tool for personal and professional advancement. Embracing feedback fosters a culture of continuous improvement and paves the way for enhanced performance and relationships.

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    Learning from feedback

    The feedback we get is really important. It helps us stay on track and make improvements. If we ignore feedback, we might get stuck and not grow. So, it’s crucial to listen to feedback and use it to become better. Being open to feedback helps us keep improving. Constructive criticism helps us understand ourselves better and handle changes. Also, feedback gives us new ideas and perspectives. It can inspire positive changes and create a space for learning. We should embrace feedback for its power to help us grow in our personal and professional lives.

    Receiving and understanding feedback can be hard. It needs emotional intelligence and willingness to change. It’s important to see feedback as a chance to learn and improve, not as a personal attack. When we see it this way, we can find valuable advice in feedback, even if it’s not delivered well.

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    Moreover, getting feedback is not just about receiving it. It’s also important to actively ask for it. When we ask for feedback from our colleagues, mentors, and peers, we show that we are committed to growing and getting better. This doesn’t just help us improve, but also creates a culture of feedback in our professional circles, making it a supportive and nurturing environment for everyone.

    Feedback plays a pivotal role in our personal and professional growth. By embracing feedback with an open mind, seeking to understand its underlying messages, and using it as a springboard for improvement, we can propel ourselves toward success. Let us not fear feedback, but rather welcome it as an indispensable tool for realizing our full potential.

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    “Insanity is doing the same thing over and over and expecting different results”

    Albert Einstein

    Ignoring and repeating

    It’s common for people to stick to their own views, even when they receive helpful feedback. This could be because of a strong self-confidence or the need to support their choices when facing doubt. Personal beliefs have a big impact on how we take in and use feedback. We are more likely to consider and use advice when it comes from people we admire. On the other hand, if the feedback is from someone we don’t trust or agree with, we’re less likely to take it on board. This mix of personal beliefs, the source of feedback, and how open we are to different ideas shows how layered human interaction and decision-making can be.

    In our daily lives, we hear lots of different opinions and suggestions, some helpful and some not. It’s important to know how to handle feedback. Our existing beliefs and experiences influence how we take in feedback. This makes everyone’s approach to feedback unique. So, how we deal with feedback shows not just how we think, but also what we believe in.

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    Moreover, how we feel about the feedback makes it even more complex. When we get positive feedback, it makes us feel good and boosts our confidence. But when the feedback is critical or contradicts what we believe, it can make us feel defensive, inadequate, or even resentful. This emotional reaction can make it hard for us to accept the feedback, especially when it challenges our deeply held beliefs or makes us question our abilities. So, the mix of rational and emotional reactions to feedback shows how complicated human psychology is and how it affects the way we make decisions.

    In essence, the complexities of feedback reception are deeply intertwined with the fabric of human cognition, emotion, and sociocultural context. Acknowledging the multifaceted influences that shape our responsiveness to feedback provides a valuable insight into the intricacies of human behavior and decision-making. By recognizing the deeply rooted impact of personal beliefs, emotional responses, and contextual factors, we can approach the process of feedback reception with a heightened sense of self-awareness and understanding, fostering constructive dialogue and meaningful growth within both personal and professional spheres.

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    Listen and try first

    The importance of receiving and considering feedback from our supervisors and managers cannot be overstated. Their insights and perspectives are invaluable in helping us grow and improve in our professional roles. While it can be tempting to dismiss feedback that we may initially find unhelpful or irrelevant, it’s essential to remember that our leaders have the best interests of the team at heart. Their feedback, even if not immediately embraced, often has the potential to positively impact our performance and overall work experience.

    Throughout our careers, we encounter a myriad of feedback from various individuals, some of which we may not have initially valued or acted upon. However, as time progresses, we often revisit this feedback and realize its significance. Reflecting on past feedback and implementing it in our current approaches can markedly enhance our effectiveness and efficiency in the workplace. This adaptability and willingness to integrate past feedback demonstrates our commitment to growth and development, ultimately contributing to a more harmonious and successful professional journey.

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    Humility in accepting our faults

    Adjusting and reflecting on our actions and attitudes truly contributes to personal growth. When we recognize that the only meaningful comparison is with our past selves, we open ourselves to authentic self-improvement. Embracing feedback and guidance from others allows us to evolve into the best version of ourselves. By doing so, we not only become a better person than yesterday, but we also pave the way for the person we aspire to be in the future. This ongoing process of personal development shapes us into individuals capable of great empathy, understanding, and growth.

    When we engage in the self-reflective process, we are essentially engaging in a dialogue with ourselves. This introspection allows us to gain a deeper understanding of our motivations, our strengths, and our areas for improvement. It becomes a journey of self-discovery, where we unravel the layers of our thoughts and emotions, leading to a more profound sense of self-awareness.

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    Moreover, as we cultivate the habit of reflecting on our actions and attitudes, we become more attuned to the impact we have on those around us. This heightened awareness enables us to make more conscious choices, not only for our own well-being but also for the well-being of others. We become more considerate, compassionate, and adept at managing our interactions with different personalities and perspectives.

    It is important to note that this process of personal growth and self-improvement is not solitary. While personal reflection is crucial, the input and insights of others can provide invaluable perspectives. Constructive feedback and guidance from mentors, friends, and even acquaintances can offer fresh viewpoints and opportunities for growth that may not have been apparent to us initially.

    In essence, the journey of personal development is a continuous one. It is about embracing the learning opportunities presented by our experiences, relationships, and challenges. By remaining open to growth and adapting our attitudes and behaviors in response to new insights, we gradually shape ourselves into individuals capable of great empathy, understanding, and transformative growth.

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  • Employees | The True Reason Of Success

    Employees | The True Reason Of Success

    Every article that we read commemorates how leaders of an organization made it successful. Awards, recognitions, and bigger benefits are given to those who have shown exemplary performance in making any company or business a success. Of course, it could also be the other way around but that is not our topic in this blog.

    When a strike happens, the business halts. When employees do not come to work, productivity and efficiency are affected. Customers complaining about services or products are always fixed by those who are actually providing them. While leaders give directions and inspire to motivate, it is up to those at the bottom of the hierarchy to carry it out.

    So, why are they often ignored? Why overwork them? Why are they treated as machines? And, behind of all the facade of the so-called taking care of employees, why are they still replaceable?

    Employees face customers and clients

    When I was a customer service representative for tech support, there was this one time when the customer’s concern was beyond my expertise, let alone access and authority, to fix his problem. I had to look for a level 2 representative who was more experienced and had access and authority to provide help. I was able to find out, but he did not allow me to transfer the call to him; instead, he just told me to tell the customer that we could not do anything about it. I cannot remember the exact issue however, I felt that I was left alone to deal with something that I could not fix. Well, you could have imagined what transpired in the call – the customer was angry and I think we just ended the call with him being disappointed.

    At a famous coffee shop, I am not saying the name but probably you and I go there often or at least once a week, the barista refused to give me straw saying it is a city ordinance. It must be a drive for a green city, to be environmentally friendly. The barista also asked that if I had it to go, she would give me the straw but couldn’t stay in the coffee shop premises and I had to leave. Well, I had my coffee there without the straw. It was manageable but still, there was this lingering irritability in my head of her refusing to give me what I wanted.

    These are just two stories among the many that we may have all encountered. We get pissed at those providing us service and not to whoever manages or leads them. As employees, all of us must have experienced this. We face the customers. We face the clients. The resolution lies in our hands. The service is what we provide. While there would be guidelines on how to do it, and training on processes, at the end of the day, it is the front liners that represent the company. Whenever something goes wrong, it is the employee who provided the service, who faced the client, is often blamed.

    In reverse, when everything goes right, it is good leadership.

    Employees are directed and managed to perform

    While it is the employees that make things happen, the goals, objectives, and how to achieve it come from the leadership. Whoever is at helm of the an organization directs everyone towards accomplishing the company’s goals. At the same time, it is also the responsibility of those at the top to ensure that those performing the work are equipped, trained, and taken care of.

    So, considering the above, all of these are actions directed as input to the workers. Just like a machine or planting. Whatever is the input to a manufacturing machine will be the output of that machine. Whatever you sow, you reap. However, if all of the directions did not work, the one at fault would be the employee.

    If the process is not followed, something is wrong with the employee. Of course, they are the ones doing the work following necessary steps and the outcome of that process is not the desired result, then, it must be how it was done by the employee.

    Employees and Employers must work together

    To sum all of these, while the employees make things happen for the company, it cannot be done without proper guidance. Leadership is a great skill to drive a company towards achieving its goals. But even the greatest leaders fail when employees do something else.

    Employees are the front line of the business. Customers engage with the employees and decides to do business based on the interaction they get. If employees are not taken care of, even the greatest, highest performing employee will lose the motivation to do the job that the customers and clients deserve.

    Wouldn’t it be right to give the most benefits and rewards to the front lines and not the ones leading the charge? In effect, would that make everyone stay in the front lines and refuse to be promoted? Well, I have different reasons but I’d rather stay where am I now where I can deliver the most impact.

  • Consistency is the key | The Power of Routines and Small Things

    Consistency is the key | The Power of Routines and Small Things

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    Consistency at work is super important for getting things done. We often hear that “consistency is key,” and it’s usually from our bosses or mentors who know how crucial it is to keep up a good performance. This advice really stresses the importance of always doing our best at work.

    Consistency shows up in lots of ways at work. It means always meeting deadlines, consistently delivering top-notch work, and tackling tasks with the same level of dedication every time. When we do that, we build a reputation for being reliable and dependable, which are super valuable qualities in any job.

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    But consistency isn’t just about the quality of our work. It’s also about how we treat our colleagues, clients, and everyone else we work with. If we always show respect, empathy, and professionalism, it helps build strong relationships and makes the workplace more positive.

    Basically, consistency at work reflects our commitment, discipline, and integrity. It’s a foundation for building trust, credibility, and ultimately, succeeding in our careers. So it’s not just about “keeping up the good work”; it’s about living by a set of principles and values that shape our actions and contribute to our professional growth and the overall success of the company.

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    Boundaries and attention

    In today’s crazy world, it’s so easy to get caught up in reacting to all the constant demands and distractions. Whether it’s at work or in our personal lives, we’re bombarded with emails, messages, and notifications that just suck up all our attention. It’s like we’re always waiting for the next thing to happen, rather than taking charge and creating the future we really want.

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    At work, all those emails and messages from different people can make it really hard to stay proactive. Instead of focusing on big goals and long-term plans, we end up just reacting to whatever’s urgent, and we totally lose sight of the big picture. And in our personal lives, digital communication is everywhere, so we’re always being reactive and forgetting to take the time to really think about where we’re heading.

    To break free from this cycle of just reacting all the time, we need to be more mindful about where we put our attention and energy. We’ve got to set boundaries on when we’re available, make time to think ahead and plan, and be careful about what information and notifications we let into our lives. Making this shift from reactive to proactive isn’t just about taking control of our time and attention, it’s about shaping our own future instead of just reacting to whatever’s happening right now.

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    Create a routine

    Creating a routine will help us achieve what we want to achieve. Instead of waiting, we do things as scheduled to get to where we want to be. Here is what I do daily:

    • Walk for 30 minutes.
    • Read book for 30 minutes.
    • Write blog for 30 minutes.
    • Workout for 1 hour.
    • Do work items for 4 hours total for the day
    • Attend meetings on a regular basis for 4 hours total

    And for weekly or certain periods of the month;

    • Get hair cut every Sunday
    • Review and adjust finances every 15th and every 30th of the month
    • Invest 20% to various assets every month.
    • Write book every Sunday

    I don’t break this cycle because what I have learned is that once you procrastinate thinking that there is still time, before I know it, that time is gone and have a lot on my plate.

    So create that routine that works for you and stick to it. You’ll find out that you will finish more instead of waiting for things to come.

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    Be consistent

    Staying consistent is the way to go! It’s all about sticking to your guns and keeping up with your habits to reach your goals. But hey, consistency isn’t just about doing the same thing over and over again. It’s about making sure your actions line up with what you want. You don’t want to be consistent in doing stuff that’s not good for you, like partying too hard or getting into bad habits.

    On the flip side, doing positive stuff every day, like working out, reading, or blogging, might not seem like a big deal at first. But over time, all those little efforts add up and push you closer to your dreams. After a while, you’ll look back and see how far you’ve come thanks to those consistent actions.

    So, being consistent is like driving a steady car that takes you right where you want to go. It shapes your journey and leads you to success in the end.

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    Do small things

    When we keep at those little tasks, they become easier with time. But when we try to handle big stuff all at once, it can be a lot to handle and make us not want to do anything, delay, or end up making a bunch of mistakes.

    It’s important to see the power of making progress bit by bit. Don’t underestimate the impact of regularly spending time on small tasks. It gives you a sense of achievement each time you finish something, which builds momentum and makes you want to take on tougher challenges. Plus, breaking large projects into smaller, doable tasks can really boost productivity and make you feel less overwhelmed.

    By recognizing the importance of making consistent efforts on small jobs, you can develop a habit of being proactive and efficient. This change in mindset can boost your confidence in tackling bigger tasks and reduce the chances of stress and procrastination. Embracing the idea of gradual improvement can lead to a more balanced and fulfilling approach to reaching your goals.

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    Sustainable habits and routines

    The habit of sticking to small daily actions is super valuable! It can really make a big difference in how accomplished and on track we feel. When we commit to tackling manageable tasks every day, we set up a routine that helps us make real progress. The great thing about focusing on sustainable small actions is that they’re totally doable and accessible. Even though each individual step might seem small, doing them consistently can lead to some pretty awesome results. Eventually, these habits become a natural part of our day-to-day lives, playing a big role in our overall success and happiness. The combined impact of these small actions shows just how powerful persistence and dedication can be when it comes to reaching our goals.

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  • Remote Work | Abused and Taken for Granted

    Remote Work | Abused and Taken for Granted

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    The pandemic has really shaken things up, huh? It’s affected pretty much every aspect of our lives – from hanging out with friends to how we handle work stuff. With all the travel and gathering restrictions, we’ve had to find new ways to connect and work together. Some say we weren’t ready for such a big change. But I think we’ve always had it in us to adapt. This crazy time has made us rethink how we do things. It has shown just how flexible and tough we can be, both as individuals and as a society.

    Remote work is not new

    The internet has fundamentally transformed our mode of interpersonal connection, fostering unprecedented interconnectedness. Despite the drawbacks associated with the internet, it has ushered in significant positive changes in our lives. Prior to the pandemic, working in a traditional office setting entailed commuting and prolonged hours at our workstations. Not to mention having a cup of coffee. However, upon reflection, it becomes evident that our colleagues were not consistently present in physical proximity. They could have been situated in disparate cities or even across international borders, a common occurrence in numerous professional sectors. Despite having colleagues in close physical proximity, a substantial portion of our work is still online. It is frequently involving interactions with individuals located in separate physical spaces.

    So, what’s different about remote work then and now?

    For starters, I think as a society, we weren’t really ready for a global pandemic. The sudden switch to remote work and the challenges it brought caught a lot of us off guard. But despite all the adjustments and uncertainties, we managed to adapt and keep working. Switching to remote work was like moving from an office to working from home. In a lot of ways, it just meant moving from one workspace to another. Kind of like shifting from one room to another in an office. Our physical location changed, but the essence of the work stayed the same. It’s pretty amazing how quickly individuals and organizations embraced this new way of working. It shows resilience and flexibility in the face of unexpected circumstances.

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    Face-to-face interaction vs wired

    The move back to office work, whether full-time or in a hybrid setup, has sparked a lot of discussion in professional circles. Companies often say they want to build stronger relationships among colleagues to improve overall work performance. While that’s a good reason, it makes you wonder about the real differences between building relationships in a physical office versus engaging with people online. Will it make a difference if you already know them?

    A traditional office gives colleagues the chance to interact in person, creating spontaneous connections and a strong sense of camaraderie. From casual chats to collaborative brainstorming sessions, face-to-face interactions in the office foster a level of teamwork that’s hard to replicate virtually.

    But the digital world has become a place for people to build and maintain relationships. Whether it’s through video calls, instant messaging, or virtual collaboration tools, the online space offers a lot of flexibility. Additionally, it provided convenience for engaging with colleagues, even if they’re in different places. Plus, the rise of remote work has shown that meaningful professional relationships and effective teamwork can thrive in a virtual environment.

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    The difference between building relationships in an office and in the virtual world lies in the details of human interaction. While face-to-face interactions can create a deeper connection through body language and being in the same physical space, online interactions can also lead to meaningful relationships through dedicated communication and efforts to bridge the virtual gap.

    Considering all this, it’s clear that where professional relationships are nurtured, whether in a physical office or online, really shapes how teamwork and collaboration work. Both settings have their pros and cons, and the ongoing discussion about the future of work will likely keep exploring and figuring out how physical and virtual relationship-building play out in the professional world.

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    Abuse of remote work

    Working from home has so many perks, and one of the best ones is having more time on our hands. No need to deal with traffic or get all dressed up for the office, which means we’ve got extra time to do things we enjoy, like working out, diving into a good book, or just chilling with our loved ones at home. It’s important to remember, though, that not everyone has the same opportunities for company, so let’s be mindful of that.

    Personally, I think remote work rocks, but we’ve gotta be real about how we do it. Some folks take advantage of the flexibility and pretend to be busy when they’re not really getting stuff done. We’ve gotta keep it honest and make sure we’re giving our best. When we’re truthful and committed to doing quality work, we show that we’re trustworthy and help create a positive and productive work vibe.

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    Deliver and be trustworthy

    The most important thing about remote work is the results you deliver. It is important for other people to trust that you do your job even if you are far away. If you love the freedom of working from home or anywhere else, it’s crucial to meet or exceed expectations. If you can get the job done just as well outside of the office, the idea of being tied to a desk at the office is becoming a thing of the past.

    Remote work is changing the game in how we approach our professional lives. The old nine-to-five routine in a physical office is slowly becoming outdated as we focus more on the actual outcomes of our work. This shift emphasizes the importance of being productive and effective, regardless of where the work is done.

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    The freedom and independence that come with remote work are truly liberating. Whether you’re working from the comfort of your home or in a beautiful location far away, the ability to work remotely is reshaping our traditional work concepts. By consistently proving that you can be effective and efficient in a remote work environment, you’re challenging the old expectations of being stuck at an office desk. As productivity takes center stage, the relevance of physical office spaces is being questioned.

    To fully embrace this shift to remote work, you need to be dedicated to delivering results that go beyond expectations. This new way of thinking focuses on the outcomes and impact of your work, rather than the hours spent within the four walls of an office. As long as the work is being effectively and efficiently carried out, the need to go back to a traditional office setting becomes less and less important. The future of work is changing, and the focus is rightly shifting towards the tangible contributions made, no matter where the work happens.

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