#Excel tip of the day how to
#Excel tip of the day update

It can feel like 24 hours isn’t enough time in the day, and all the productivity hacks in the world won’t change that. *** 4 Strategies to Improve Your Efficiency If we can invest just two of them to prime our brains for positivity, then we’ll be helping ensure the quality of other 998 minutes.Īdapted from “ This Two-Minute Morning Practice Will Make Your Day Better,” by Neil Pasricha Ultimately, we’re only awake for an average of 1,000 minutes each day. Make sure to be specific with your answers writing that you’re grateful for your mom every day won’t help. Each morning, finish the following three sentences (either on paper, out loud, or even in your head) before you turn on your computer or start your commute: How can you inject some optimism into your day? This two-minute exercise can help. When we lose that positivity, burnout and fatigue can quickly follow. Nearly a year into the pandemic, it can be hard to muster the positive outlook that fuels motivation and creativity. *** Start Your Day with This Simple Practice

#Excel tip of the day how to

You may need to cut your losses and move on.Īdapted from “ How to Follow Up With Someone Who’s Not Getting Back to You,” by Rebecca Zucker If you do all this and you still don’t get a response, be judicious about following up again. This will give them an opportunity to save face and preserve the relationship. Finally, be succinct and specific about your ask - and offer your recipient an easy out. Research shows emails that are slightly to moderately positive in tone have a 10 to 15% higher response rate than more neutral messages. Instead, be more specific, for example, “Next steps on X project” or “Question on job application.” Next, be mindful of your tone. Avoid generic phrases like “Following up” or “Checking in” that are not only vague, they may also make the recipient feel bad for being slow to respond (even further delaying a reply). We’re all juggling a lot these days, so here’s how to reach out with a gentle nudge.

It’s frustrating, but you shouldn’t jump to the conclusion that you’re being ghosted. We’ve all been there: You email someone asking for a conversation, information, input, or an introduction … and you get no response. Taking care to deliver your feedback with clarity and sensitivity will help people focus on the reality of your message, even in a remote environment.Īdapted from “ Giving Critical Feedback Is Even Harder Remotely,” by Therese Huston We’re all under intense stress from the pandemic. Ask your employee to state their key takeaways from the conversation.Something as simple as “I’m in your corner” can go a long way. They’ll be more likely to be receptive to your feedback if they trust that you value them. Show specific appreciation before laying out criticism.You need to understand your employee’s perception of their performance before expressing yours.

#Excel tip of the day update

How can you update your approach to giving feedback in a WFH world? Here are some key steps to keep in mind: Giving critical feedback is one of your most challenging responsibilities as a manager - and if you’re working remotely, it’s even harder. *** How to Give Critical Feedback - Remotely If leadership is applying pressure for employees to come back to the office, and you believe there’s a balance that could work better for everyone, try these strategies to make your case.Īdapted from “ What to Do If Your Team Doesn’t Want to Go Back to the Office,” by Liz Kislik For example, you might invite leaders to video meetings that include both in-person and remote workers so they can see that everyone is committed and participating regardless of where they’re calling in from. Also, demonstrate that your team is engaged no matter where they’re located. Consider asking your HR department if they have data on how working from home is paying off for your company. You might point out that remote work offers the ability to draw from a wider talent pool. For example, you can emphasize your ability to retain skilled employees who would otherwise leave. Show that remote work is beneficial to the company, not just to individuals. Do they doubt that people are taking work seriously? Are they worried that employees aren’t collaborating enough? Once you know what’s behind their push to return, find ways to address those concerns. How can you navigate this tension? Start by finding out what’s driving leaders’ concerns. *** Making the WFH Case to Leaders Who Want to Return to the OfficeĪs companies start returning to the office, managers are finding themselves caught in the middle between employees who want to keep working from home and senior leaders who want everyone back at their desks. Other newsletters or opt out at any time by managing your