Posts in category: General

Interpersonal tensions are inevitable at work. But when they go unresolved, they can undermine collaboration, morale, and ultimately performance.

The good news? Anyone — not just managers — can proactively root out problems before they take hold, here’s how.

1. Identify the root cause of the tension.

When dealing with interpersonal friction in the workplace, the first step is to identify the root causes — the true sources of tension.

By approaching such situations with support, empathy, and courage, we can uncover and address the underlying causes of tensions and prevent them from negatively impacting individuals’ well-being and professional development.

2. Seek to understand, not just be understood.

Professional relationships are human relationships fraught with shared misunderstandings. A wrongly placed, unintentional word in a stressful moment, can drive a deep wedge between coworkers. To build shared understanding, it is important to hold space for others’ opinions, empathize with complex and nuanced situations, and take responsibility for nurturing a sense of safety and trust among colleagues.

3. Assess the right time to intervene.

Saying something and not saying something are both choices that carry profound consequences.

Sometimes, an intervention can occur in the moment or shortly after that. If you’re alone with someone who has just shared an offensive, denigrating, or derogatory comment and feel at risk of saying something that may be misunderstood or weaponized against you, wait until there are others around that can offer support or report it to HR or an anonymous hotline.

Many of us want to change workplace conditions so everyone can thrive, yet sometimes, we are terrified of messing up, saying the wrong thing, or not being able to do enough. Addressing interpersonal tensions and toxicity requires an ongoing, proactive effort that fosters empathy, intentionality, and courage.

By identifying the true source of the tension, seeking understanding, assessing when to intervene, involving neutral third parties if necessary, and repairing harm and trust quickly and often, you can prevent conflict from escalating and build a stronger, more connected, and more effective team.

Research shows that over 50% of Gen Z and younger millennials are more burned out than their older peers, and professionals under 35 are the most disengaged, feeling little connection to their colleagues. What can young professionals do to regain a sense of control over their careers and stay engaged without burning out?

Overdeliver selectively.

A good way to grow in your role without burning out is to identify and prioritize the work that will be most recognized by your manager and organization.

To do that, set up regular check-ins with your boss. Use the time to understand your team’s goals and where the company wants to invest its resources.
Then, pick one key goal on your list and strategically plan to overdeliver on tasks related to it.

Find subtle ways to receive recognition.

When you receive positive feedback in a client-facing role, ask your client if they’d be willing to send it to you in writing so that you can share it with your team – and then forward the note to your boss (or ask the client to cc them directly).

If most of your work is already seen by your manager but remains invisible to other senior leaders, suggest that your boss share your learnings with the wider team or allow you to present them in a larger meeting.

Stay connected.

When you’re on the brink of burnout, networking may seem like the last thing you want to do. But in the long term, it’s a useful strategy to increase your engagement at work.

Identify colleagues who can help you learn and grow, who share your values or interests, who inspire you, or perhaps even colleagues who can teach you specifically because they’re different than yourself.

Nearly 50% of promoted people underperform up to 18 months after assuming their roles. This, combined with the high exposure that accompanies promotions and the associated risk of failure, leaves new leaders incredibly vulnerable.
To avoid falling into this trap, and set yourself up for success, consider these common mistakes first-time managers often make and how to avoid them.

Mistake 1
Not realizing you’re on a stage

Gaining positional power impacts how people perceive you. Your team members are now paying closer attention to your words and actions. When you overlook this, you lose out on the opportunity to model positive behaviors.

To avoid this: Become more self-aware, and carefully manage your behaviors. If you want to share an idea in a meeting, preempt it with, “I’m just thinking out loud,” so that your direct reports don’t mistake your words as action items.

Mistake 2
Choosing hubris over humility.

Pretending to know something that you don’t can lead to missed learning opportunities, inaccurate decision-making, and decreased trust and credibility if you’re caught.

To avoid this: Be humble. You can’t know everything and good leadership is about asking thoughtful questions to close your knowledge gaps. Be curious, ask for help, and listen to feedback so you can learn and grow as a leader.

Mistake 3
Only sticking to what you know.

Often, new managers fail to realize that their job is now to develop others. Not understanding that can stunt everyone’s growth and lead to burnout and poor performance.

To avoid this: Understand your team members’ strengths and interests, and assign tasks that align with their growth goals. Coach them when they’re struggling and help them secure the resources they need to get things done.

Mistake 4
Failing to ask for feedback.

Some managers fear critical feedback or view it as a sign of weakness. Other managers are simply unaware of its significance for their performance and growth.

To avoid this: Seek direct and specific feedback from your boss and team. Encourage your direct reports to be honest with you. From time to time. Ask, “What’s one way I could be more effective in this role moving forward?”

Need help getting to grips with your new role?
Email us at info@primekbsinstitute.org or call +234 (0) 803 308 2815, +234 9169413405, +234 9131953169

As HR consultants, we understand the importance of perspective in solving complex business problems. Every organization is unique, with its own culture, values, and challenges. To be effective consultants, we must be able to see things from our clients’ perspectives and understand the nuances of their operations and industry.

But perspective is not just about understanding our client’s needs. It’s also about recognizing our own biases and limitations and being open to new ideas and approaches. In the fast-paced world of HR consulting, it’s easy to fall into the trap of relying on tried-and-true methods or sticking to our own areas of expertise. But this can limit our effectiveness and prevent us from truly understanding and addressing our client’s needs.

By embracing different perspectives and being open to new ways of thinking, we can unlock the full potential of our clients and help them achieve their goals. Whether it’s by bringing in outside expertise, soliciting input from employees at all levels, or adopting new technologies and practices, there are many ways to expand our perspective and gain a more comprehensive understanding of our client’s businesses.

In short, perspective is a powerful tool in HR consulting. By viewing problems from multiple angles, challenging our assumptions, and staying open to new ideas, we can help our clients achieve their full potential and drive positive change in the organizations we serve.

So, let’s embrace the power of perspective and continue to push the boundaries of what’s possible in HR consulting!

How often have you felt like your hard work is being overlooked by your manager? When this happens, it’s easy to feel undervalued and even discouraged.

The reality is that your boss lacks time and has their own stressors to respond to. That’s why it’s so important to make your responsibilities — as well as your achievements — visible to your leader.

1) Build trust through light touches.

Consider instituting a short daily huddle where you share with your boss what you did yesterday, what you plan to do today, and what (if anything) is blocking you. You can make this formal by scheduling a standing time to touch base, or simply reaching out to your boss with periodic updates a few times per week.

2) Take full advantage of your one-on-ones.

One-on-ones tend to be longer than a daily huddle (usually 30 to 60 minutes), and offer an opportunity for you and your manager to connect in real-time not only about work, but also about your career development and growth. It’s up to you to drive the discussion. You can make the most of your time by adding a “recent wins” section to your meetings.

3) Create a window into your work.

When your manager lacks insight into your work, it creates ambiguity and space for them to make negative assumptions about what you aren’t doing or achieving. Remedy that by sharing databases or planning documents that allow your boss to see visible evidence of progress. This could take the form of a dashboard with real-time metrics, a weekly rundown of client feedback, or a shared document that details progress toward key performance indicators. Remember, your manager is not a mind reader. It’s up to you to keep them informed about how hard you’re working. Doing so isn’t a burden, but rather an opportunity to put your smarts and successes on display

In today’s rapidly evolving digital landscape, businesses need to allocate a dedicated budget for digital marketing to remain competitive and achieve their goals.
Here’s how to calculate your marketing budget.

Step 1

Define your marketing budget

The usual range for a business’s marketing budget is 5% to 12% of its revenue

Companies that are just starting and looking to expand rapidly may opt to allocate a larger portion to their marketing budget

Keep in mind that there is no size fits all marketing budget, it will vary greatly depending on your industry and goals.

A good place to start however is to determine lead count, cost per core event, and customer acquisition expense using industry data.

Step 2

Allocate Your Marketing Spend

Allocate 20% of your marketing spend to educate, engage and build an audience.

60% should focus on offer promotion and conversion

Reserve 20% for retargeting

A digital marketing budget is crucial for businesses to effectively connect with their target audience, drive brand awareness, generate leads, and ultimately, achieve sustainable growth in today’s digital-first era.

Whether it’s the increased price of food, housing, or other necessities, inflation can make it difficult to make ends meet and can add to the financial strain that many individuals and families are already facing.

Approaching mentorship can be a valuable experience for both the mentor and mentee. Here are some steps you can follow to get the most out of a mentorship relationship:

Define your goals: Before approaching a potential mentor, it’s important to have a clear understanding of what you hope to achieve through the mentorship. This can help you find the right mentor and ensure that both you and your mentor are on the same page.

Identify potential mentors: Look for individuals who have the skills, experiences, and connections that you would like to develop. This can be someone you already know, someone you have worked with, or someone you admire from afar.

Reach out: Once you have identified a potential mentor, reach out to them and express your interest in working with them. Be specific about what you would like to learn and how a mentorship relationship would benefit both of you.

Establish expectations: It’s important to establish clear expectations for the mentorship relationship from the outset. This includes things like the frequency of meetings, communication preferences, and the length of the mentorship.

Be proactive: Mentorship is a two-way relationship, and it’s important to be proactive in making the most of the opportunity. This means being prepared for meetings, following up on action items, and actively seeking out opportunities to learn and grow.

Provide value: While mentorship is an opportunity for you to learn and grow, it’s also important to provide value to your mentor. This can be through sharing your own experiences and insights, offering to help with projects, or simply being a good listener.

Be open and honest: Communication is key in any relationship, and mentorship is no exception. Be open and honest about your experiences and feelings, and don’t be afraid to ask questions or provide feedback.

Be respectful: Finally, it’s important to be respectful of your mentor’s time and resources. Be punctual, follow through on commitments, and always be mindful of the value that your mentor is bringing to the relationship.