8 Things you should never do in office

Every office has its set of dos and don’ts, but then there is also a set of general don’ts that you need to keep in mind. We are here to list these general don’ts for you and we are sure they will help you stay clear of getting embarrassed in office.

1. Peep into someone’s laptop/desktop

The most annoying person in office is the one who peeps into his colleagues laptop screen. Make sure you are not this annoying person. No matter the urge to see what other people are up to, you must save yourself the embarrassment of being labelled the office’s peeping tom.

2. Walk around like you own the place

It is great to be confident, but it is a sin to be cocky. So under no circumstances should you walk around like you own the place. It is advisable to keep your smartness in check and not throw your weight around. Keep it easy going and genuine, and everyone in office will like you instead of bitching about you.

3. Be loud

Oh my GOD!Please don’t be that loud person in office. Keep your voice level in check, do not play loud music and stay clear of all things loud. Loud people annoy colleagues like few other people/things do. Train yourself to talk softly yet be audible.

4. Gossip

We are sure you have heard this one before. It is imperative to stay clear of gossip, but we all know that this is not possible. Every nook and corner of office is full of gossip mongers. What you can do however, is keep your tongue in check. Don’t bitch everyone out to everyone, and don’t allow others to christen you the gossip king.

5. Stealing

Every office goer at some point in time is inclined to steal some office stationery: a pen, a paper, a folder, or a print out. Doing so once in a blue moon is okay, but don’t make a habit of it. Stealing is bad and you will be answerable and payable if you are caught.

6. Lie/Blame others

When you find yourself in a soup or in tough situations you will be inclined to lie or shift the blame of your wrong doing on someone else. If you do this, you are putting not only your reputation at stake but your job too. Always stick to the honesty policy and play fair.

7. Share your personal problems

No one lives an easy life. Everyone has their share of personal problems just as you have yours. It would be naïve to share your personal problems with your work colleagues. We suggest you leave these issues at home and come to office with a clear mind. Remember, your colleagues aren’t your personal agony aunts.

8. Make out

Irrespective of how hot that colleague of yours is, making out in the office is just unpardonable. Making out is an extremely private affair and an office is the least private of places you know. Besides, if somebody catches you in the act, you can bid your job farewell.

This is our list of general don’ts in work environments. Avoid committing these errors and you are sure to stay in the office good books.

Posted by Gagan Randhawa - The HR Connect

Make the Most of Your Workforce

Asking individuals to share what they know with others is popular. Asking members of Generation Y, for example, to help boomers navigate the latest social media technology can be an effective way to increase your organization's technology savvy. And, of course, there's a lot of know-how among the boomer generation that can be helpful when shared with younger employees. I call this knowledge synergy - one generation sharing its areas of expertise with another.

But there are many other ways to exploit synergy across the generations. Here are six strategies to help you make the most of generational diversity in your workplace.

1. Philosophical synergy:

Members of different generations tend to have different priorities and find different things satisfying or engaging. Many boomers, for example, shaped by the idealistic 1960s, are now beginning to downshift from their high-powered careers, looking for ways to give back. Generation Y's, those in their 20s, care deeply about being challenged and continually learning. Companies are smart to tap into the boomers' desires to make a difference by creating opportunities for them to influence the workplace. One natural synergy is to create mentor relationships designed to let boomers play an active role in shaping future generations.

2. Pragmatic synergy:

Many members of Generation X, those in their 30s and 40s today, are pressed for time, juggling management responsibilities at work and child-rearing demands at home. To many Xers, managing Gen Y's seems to require an unreasonable amount of already-scarce time. Gen Y's like to be coached frequently, in real time, around the specific task at hand. This desire for frequent feedback can often stretch the demands on their Gen X managers' time beyond what's possible. Many boomers, on the other hand, find they have a bit more time. Why not leverage boomers' time as mentors or coaches to offset some time pressure on Gen X line managers?

3. Life stage synergy:

When staffing new assignments, consider each generation's current life stage. Many boomers are now empty-nesters, with greater flexibility than ever before, while many Xers are tightly tied to one geographic area by dual careers and children in school. For assignments that require short-term moves, consider tapping the boomers in your organization, rather than Xers.

4. Operational synergy:

Look for ways to use each generation's work habits to increase your organization's operational effectiveness. Do you have Gen Y's who enjoy working odd hours who might extend your company's ability to serve your customers on an on-call basis around the clock? Or are there opportunities to cycle work products faster by asking Gen Y's to have their drafts complete by 8 a.m. and older generations to have their reviews complete by 5 p.m.?

5. Work practices synergy:

There are some workplace practices that members of all generations tend to value. By investing in these practices, your organization gains advantage across multiple generations. For example, each generation tends to value additional flexibility, whether in workplace or time, although the reasons are often different. Xers often value flexibility to juggle family and work commitments more effectively. Gen Y's may want time to travel and explore other experiences. Boomers may be winding down and spending additional time on commitments they will pursue post-retirement.

6. Strategic synergy:

Bring each generation's perspective into your discussions regarding future business options. Based on their formative experiences, each is likely to look at the possibilities through a slightly different lens. For example, boomers, competitive and driven, typically ask ''How can we win?'' Generation Xers, given their mistrust of institutions and desire for self-reliance, are likely to ask ''What will position us with the most robust future options?'' And Gen Y's, with their sense of immediacy, will look for ways to make the most of the moment.

By combining each generation's perspective and exploiting the synergies they provide, you can find ways to strengthen your overall organization.

By Tamara J. Erickson - author of What's Next, Gen X? Keeping Up, Moving Ahead, and Getting the Career You Want.