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Has anyone here tried pregmune?
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Guys, has the gym at Bangalore office opened up?
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How are the yearly hikes in pepsico
Hi fishes, Need help!!!!! Is gratuity deduction mandatory in Infosys from salary, if yes if leave the organisation after 1 year, are we eligible to receive the paid amount? Or only after 4 years we will receive? How one can opt out of gratuity???? Please suggest!!!!!!!!!!!!!! Infosys Infosys Limited
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I think having neurodiverse folks involved in the creation of job descriptions and setting expectations for various roles would help advance the cause. So often JDs are written so formal and not true to what’s actually necessary to be successful in the role that it can discourage ND people from applying for jobs that would shine in! Of course being supportive of accommodations and providing grace is key but I think we massively under utilize the talents and strengths of people when we don’t take the time to designs jobs well.
I love that idea! Thank you for such a thoughtful response :)
Make it a common practice to ensure all meetings have agendas and notes. Many tools allow for recordings ans transcriptions, too. This helps me bc I can go back if I need to check on anything I have a question about.
Move away from the historical performance appraisal process that harps on a fictitious collection of specific traits that are the “right” ones. I think I’ve been guilty, too, of buying into this as a manager because of how I’ve been continuously coached for years and years: to be less questioning, less outspoken, less idealistic, less “extra”, take less initiative… in order to fit in and get along. In fact, I understand now I’ve been coached away from the adhd traits that make me an asset at my job (canary in the coal mine). And I was never going to be able to be this stereotype of a perfectly behaved employee. Teach managers to focus more on strengths…and channeling those strengths into the right assignments instead of endlessly calling out the same perceived flaws (particularly when the flaws are truly diverse thinking and communication styles.) I’ve learned to appreciate people that initially seem abrasive or too quiet to me. So everyone should be taught to do so as well.
When you force people to mask who they are, it’s unsustainable. It makes so much sense now that I’ve responded to criticisms for years this way. “You have no idea how successful I am at doing X better. I’m probably 95% successful hiding my normal instincts. But 5% of the time I may just be too pressured or too tired to hide myself. I can’t hide my true self 100% of the time and I get no credit for my 95% success rate”. Meanwhile, could I get credit for all the problems I was able to solve that nobody else could, because I can see beyond the surface to the heart of the issue? No, because I dared question the status quo and did not appease the politics gods. Or I was late on an administrative task while I was solving a significant problem and writing/reading/rewriting an email 5 times to balance how much to say, not say, and obsessing over how to avoid criticism of my communication style.
Perhaps give managers examples of how different employees with same job can excel at different things. One may be great at a heavy workload or quick turnaround tasks…while another may be better at solving complex problems and not so great at the admin stuff, or managing multiple assignments (attention shifting). Notice this and shift assignments to leverage strengths instead of trying to change people.
Absolutely love all the suggestions above - so educational for me.
I'd also add, give your employees access to a shared dashboard and use rolling documents for notes/statuses. Taking the onus off organization and memory will help everyone, but especially those of us who have trouble saving or remembering flying links. Pin them in your Slack/Teams channels. Basically, use the tools available that keep the newest information at everyone's fingertips.
Understand that it's not something we want , we don't have control over it. Just understand we know we do it and we run to not do it. Don't make it a huge deal, that kills us, if we leave something open, or didn't finish something just rlp us by finishing for us we have overwhelmed ourself and just need a person to finish projects for us. We may not say thank you but we appreciate it so much