A new Gmail inbox that puts you back in control

Good News for Gmail Users---

Gmail has got new update

 We get a lot of different types of email: messages from friends, social notifications, deals and offers, confirmations and receipts, and more. All of these emails can compete for our attention and make it harder to focus on the things we need to get done. Sometimes it feels like our inboxes are controlling us, rather than the other way around. But it doesn’t have to be that way.

Presenting the new Gmail... without clutter and lot easier organization (automatic)...

On the desktop, the new inbox groups your mail into categories which appear as different tabs. You simply choose which categories you want and voilà! Your inbox is organized in a way that lets you see what’s new at a glance and decide which emails you want to read when.

You can easily customize the new inbox—select the tabs you want from all five to none, drag-and-drop to move messages between tabs, set certain senders to always appear in a particular tab and star messages so that they also appear in the Primary tab.

In the Gmail for Android 4.0+ and Gmail for iPhone and iPad apps, you'll see your Primary mail when you open the app and you can easily navigate to the other tabs.


 
If the new inbox isn't quite your style, you can simply switch off all optional tabs to go back to classic view, or switch to any of your other favorite inbox types.

The new inbox is rolling out gradually. The desktop, Android and iOS versions will become available within the next few weeks. If you'd like to try out the new inbox on Desktop sooner, keep an eye on the gear menu and select Configure inbox when it appears in the Settings options.

Hiring Employee- Good vs Nice

Usually, employers rapidly scan the resume of each job applicant looking for relevant education, skills, and work experience. They select 10 candidates for telephone calls, invite three in for interviews, and hire the one they like the best.

This is a bad way to hire because at best it gets you nice people.

You don’t need nice people.You need good people.

 Good and nice are not the same thing. The opposite of good is bad. The opposite of nice is unlikable.

Nice people care if you like them; good people care about you. Nice people stretch the truth; good people don’t. If you tell a nice person to do something evil, they might do it because they do not want to upset you; a good person will refuse to do it.

You might think you are a good person, but you are fallible, so if you want to avoid inadvertently doing something evil you must surround yourself with good people, not nice people.

How do you separate the good from the nice? If you do what I do, it will be a piece of cake.

Nice people will allow you to hire them even if they know they are not among your best candidates; a good person won’t let you hire them unless that is what is best for you.

People reflect what you project and expect. If you advertise that you need cutthroat employees, those are the people who will apply. Or if you say you only hire the goodhearted, you will attract those people. The funny thing is, if you run both those ads simultaneously, you’ll get the same people applying. You influence the kind of people they become even before you meet.

Rather than ask people to send resumes and formulaic cover letters, ask for thoughts and questions. This way spend time evaluating people’s thinking and answering questions, and don’t waste it reading resumes from thoughtless unquestioning people who cannot follow instructions.

Identify everyone who might possibly be appropriate and invite them all to visit for an open-house. Over pizza and soda they get to see our offices, meet the staff, and learn more about the work.

Then assemble the crowd and lay down some rules. Below are some rules that I follow to hire:

• As said, you must have a good heart and a giving personality. If you do, then you won’t object to the rest of my rules.
• I will not hire anyone until we both understand and care about each other. I have to care enough about you that I will tell you reasons the job I am offering might not be best for you, and you need to care enough about me to tell me why you might not be my best choice. Once we get all the objections on the table, we can address them, and only then will we both be capable of making a good decision.
• I give honesty and require it in return. I’ll listen if you want to convince me that honesty is not the best policy, but so far nobody has.
• I won’t get between you and your dreams. If you have a dream, I need to know what it is so we can figure out if this job gets you closer. If you don’t have a dream then that’s fine, as long as you really want one and you’re not addicted to wishing and complaining. I’ll consider hiring you if you can make my dreams yours too.
• I won’t make an offer to anyone until I have at least three people I’d hire, so you might as well help me find them. This also means that I will end up with a surplus of people I care about but cannot hire, so if I hire you, you’ll need to help me find jobs for the others.
• If you don’t have a requisite skill right now, I won’t hold it against you as long as you get up to speed before I make a hiring decision. People should help each other learn things, and I’ll help too.
• If someone is “overqualified” for the position, I will try to find them a better job elsewhere rather than pay less than I should.

Anyone can hire the way I do–it’s easy. 
Care, and people cannot help but care back. Be authentic and people cannot help but be authentic back. Be honest and people cannot help but be honest back. Don’t treat others the way they expect to be treated; treat them the best way you can imagine treating them. Strive to be a better person than you are, and you’ll figure out the rest.

Another reason most hiring practices are bad is because most employers treat badly the people they do not hire. If what you do is bad, then you can’t call yourself good without at least trying to be better; that’s not even being nice.

What do you ?  Post your comments 

Courtesy: Inspired by Brooke Allen, qz

Why Your Team Matters More Than You

Contrary to popular belief, the success of a business isn’t ensured by an amazing CEO or even the work of a few all-star employees — it’s all about the team. Even without your key players, your business should function without change.

The future of your company shouldn’t depend on you–whether you’re the manager, CEO, or unanimous company superstar. It depends on a well-rounded, unwavering team. But working for your team, rather than having them work for you, isn’t so simple in the heavily structured, management-focused settings companies have come to thrive in today.

Kick your bad habits and put your team first. Here are seven ways to ensure every employee is able to step up to the plate without a second thought:

1. Build a strong foundation. Set the teamwork bar high from the beginning. If your company culture and mission don’t encompass the power of team-focused efforts, there’s no way to ensure your company’s strength will lie in the team. Your employees need to know that you work for them, and not the other way around.

2. Empower your employees. Every one of your employees has something they can bring to the table. Since you work for your team, it’s your job to find out where your employees excel individually. Highlight their strengths and challenge them to set an example for others. This will not only increase their interest in staying on top of their game, but also motivate them to live up to their reputation. Even when you’re not in the office, they’re still going to want to retain their image.

3. Establish goals. You can’t have a team without a vision. Throw out the idea of your employees acting as task-doers and let them collectively achieve goals within teams. Establish your company’s teams and give each one a goal to accomplish in a short timeframe. This will allow your employees to focus on the big picture, rather than accomplishing smaller tasks. Working toward team goals will benefit your employees sense of ownership and responsibility — positively impacting your company from the inside out.

4. Learn to delegate. Place your trust in your employees. If you’re a micromanaging perfectionist, you can kiss your team-focused culture and project ownership goodbye. Set your teams on the right path by delivering the big picture message and the measurable outcomes — the rest is up to them. Your delegation efforts will allow them to work creatively to get things accomplished, and they may even surprise you in the process.

5. Let them figure it out. If you swoop in every time there’s a problem, how can your employees ever solve things on their own? Giving orders to your employees may seem easy, but it leaves them out of the decision-making process. Stop telling your employees what to do and start asking them how they would do it themselves! You will immediately increase team autonomy, responsibility, motivation, and create a powerful change in the way your employees make decisions.

6. Recognize their efforts. Praise is the key ingredient for boosting motivation and engagement. Want a more inspired team of employees? Tell them what they’re doing right and encourage them to continue onward. Too many employees think of their manager or CEO as the most critical member of the company. Remove this stereotype and be the person to give the necessary pat on the back. This also makes the occasional call for improvement easier to swallow

7. Remove hierarchy. Your teams don’t need a manager, I promise. “All for one, one for all” should be your employees’ new motto. By removing the project manager or supervisor, your staff will feel empowered to work together as a team and the structure will form naturally. Your employees will want to go the extra mile for the good of the entire team and the accomplishment of a goal. Why? Because there’s nothing worse than letting down your entire team.

If you let the power of your business lie in the hands of one or two people, you’ll be certain to fail in their absence. Build a team-focused business to keep you afloat under any circumstance.

What do you ? Does your company give enough value for the team? Post your comments 

Courtesy: Inspired by Forbes article