( WHERE EAGLES DARE )

(DELAY IN POSTING BE CONDONED AS POWER

FAILED IN LOCAL AREA ON 26TH MAY, mircally)

ALL NARRATED CONTENTS ARE TRUE  , A LESSON FOR DISBELIEVES , EXCLUSIVELY FOR THOSE WHO DISBELIEVE IN “MIRACLES” , THIS STORY RELATES TO A SUPER NATURAL , DYNAMIC / MIRCLOUS PERSON , BORN IN A REMOTE TOWN OF  “COCONUT LAND” . THIS BABY CHILD , WHO WROTE  DISTINGUISHED  HISTORY  UPON “MIRACLES ”, WHICH PERPLEXED , SIZZLED ALL EXPERTS  ,  SPECIALISTS AMOUNTING TO INCREDIBLITY”. AFTER READING  , ALL WILL SAY  THAT “ MIRACLES CAN HAPPEN ANY TIME , IN ANY PART OF WORLD”.

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MANY BIG COMPANIES , INTORDUCES “APPRAISALS FORM’.AS A SINCERE ATTEMPT TO KNOW ABOUT COMPANY “WORKING STYLE “  AND FEELINGS OF EMPLOYEES TOWARDS COMPANY(WHERE THEY ARE WORKING ) ”UNFORTUNATE ENOUGH THAT NON-PROFESSIONAL , LESS EDUCATED , NON EXPERIENCED MANAGERS LIMITATED WITH MOCKERY AND DERSION .BECAUSE SUCH MANGERS BECAME MANAGERS BY DEFAULT OR BY” CERTAIN INFLUENTIAL RECOMMENDATIONS” , NOT UNDER ANY TEST OR COMPETITON.

PERFORMANCE APPRAISALS AREN’T FUN , BUT A VERY SERIOUS DOCUMENT WHICH MAY TAKE COMPANY ON HEAVEN , OR HELL. BUT MANAGERS  PRATCISED AS FUN . “APPRAISLAS FORM “ IS A TOOL TO ASSES , EVALUATE THE PERFORMANCE OF EMPLOYEES AT AN INDIVIDUAL LEVEL. , WHILE PROVIDING OPPORTUNITY TO EMPLOYEE TO OBJECT , COMPLAIN , CRITICISE , PINPOINT ANY LACUNA IN   COMPANY POLICY OR INFRINGING EMPLOYEES BENEFITS . UNFORTUNATE ENOUGH ( SPECIALLY IN GULF)  MAJORITY OF EMPLOYEES HAVE NO CALIBRE EVEN TO WRITE ONE MEANINGFUL SENTENCE OF ENGLISH , WHAT TO TALK ABOUT  “CONTENTS UNDERSTANDINGS”! ! THAT’S WHY MANGERS PREFFERS TO RECRUIT THEIR OWN PEOPLE , OWN NATIVE , OWN COUNTRY MEN.THEY WILL NEVER WRITE ANYTHING AGAINST THEIR MANGER ( THEIR APPOINTING AUTHORITY) , MANAGEMENT WILL BE HAPPY THAT ALL IS GOING ON “O,K” JUST LIKE SITUATION OF AFGHANISTAN WHERE THINK TANKS ARE REPORTING “ALL OK” SO MANAGEMENT SHOULD NEVER FORGET THAT “ SMALL HOLES CAN DROWN THE STROGEST SHIPS”.THESE APPRAISLS ARE BEING USED AS “DECIEVING TOOLS” TO THE MANAGEMENT”. THIS PRCICE BECOMES MORE AGONIZING BECAUSE MANAGERS DO REALLY DUMB THINGS, ENDING UP DESTROYING A PROCESS THAT IS IMPORTANT TO EVERYONE (OR SHOULD BE), APPARENTLY IN THE BENEFIT OF COMPANY , BUT HENIOUSLY EFFECTING THE SYSTEM , MAKING FOOL HIGHER MANAGEMENT , WHICH IS SELF SPEAKING EVIDENCE OF H.R FAILURE . PROFESSIONAL H.R MANAGERS WILL NEVER ENCOURAGE SUCH “FAKE APPRAISALS”. UNFORTUNATELY 85 % H.R MANGERS ARE ONLY DEGREE HOLDERS ONLY , BUT ZERO IN PROFESSIONALISM.ONLY PROFESSIONAL IN “MAKING MONEY” BY KEEPING HIGHER MANAGEMENT IN COMPLETE DARKNESS ”.

STUPID THING #1: SPENDING MORE TIME ON PERFORMANCE APPRAISAL THAN PERFORMANCE PLANNING, OR ONGOING PERFORMANCE COMMUNICATION.THEY WILL NEVER BOTHER TO INTERVIEW EMPLOYEES IN BATCHES , BY MENAS OF WRITTEN TESTS VICE VERSA , JUST FOR EXAMPLE , A PERSON WHO DO NOT KNOW DRIVING , HOW HE CAN DRIVE A CAR ?? BUT ONLY CAN SIT IN ? NATURALLY ALL EMPLOYEES MUST HAVE “KNOW HOW” TO DRIVE APPRAISALS. ( TO UNDERSTAND CONTENTS AND REPLY).

PERFORMANCE APPRAISAL IS THE END OF A PROCESS THAT GOES ON ALL THE TIME – A PROCESS THAT IS BASED ON GOOD COMMUNICATION BETWEEN MANAGER AND EMPLOYEE. SO, MORE TIME SHOULD BE SPENT PREVENTING PERFORMANCE PROBLEMS THAN EVALUATING AT THE END OF THE YEAR. WHEN MANAGERS DO GOOD THINGS DURING THE YEAR, THE APPRAISAL IS EASY TO DO AND COMFORTABLE, BECAUSE THERE WON’T BE ANY SURPRISES.  

STUPID THING #2: COMPARING EMPLOYEES WITH EACH OTHER.

WANT TO CREATE BAD FEELINGS, DAMAGE MORALE, GET STAFF TO COMPETE SO BADLY THEY WILL NOT WORK AS A TEAM? THEN RANK STAFF OR COMPARE STAFF. A GUARANTEED TECHNIQUE. AND HECK, NOT ONLY CAN A MANAGER CREATE FRICTION AMONG STAFF, BUT THE MANAGER CAN BECOME A GREAT TARGET FOR THAT HOSTILITY TOO. STUPID THING #3: FORGETTING APPRAISAL IS ABOUT IMPROVEMENT, NOT BLAME.

WE DO APPRAISAL TO IMPROVE PERFORMANCE, NOT FIND A DONKEY TO PIN A TAIL ON OR BLAME. MANAGERS WHO FORGET THIS END UP DEVELOPING STAFF WHO DON’T TRUST THEM, OR EVEN CAN’T STAND THEM. THAT’S BECAUSE THE BLAMING PROCESS IF POINTLESS, AND DOESN’T HELP ANYONE. IF THERE IS TO BE A POINT TO PERFORMANCE APPRAISAL IT SHOULD BE GETTING MANAGER AND EMPLOYEE WORKING TOGETHER TO HAVE EVERYONE GET BETTER.

STUPID THING #4: THINKING A RATING FORM IS AN OBJECTIVE, IMPARTIAL TOOL.

MANY COMPANIES USE RATING FORMS TO EVALUATE EMPLOYEES (YOU KNOW, THE 1-10 RATINGS?). THEY DO THAT BECAUSE IT’S FASTER THAN DOING IT RIGHT. THE PROBLEM COMES WHEN MANAGERS BELIEVE THAT THOSE RATINGS ARE IN SOME WAY “REAL”, OR ANYTHING BUT SUBJECTIVE, OFTEN VAGUE JUDGEMENTS THAT ARE BOUND TO BE SUBJECTIVE AND INACCURATE. BY THE WAY, IF YOU HAVE TWO PEOPLE RATE THE SAME EMPLOYEE, THE CHANCES OF THEM AGREEING ARE VERY SMALL. THAT’S SUBJECTIVE. SAY IT TO YOURSELF OVER AND OVER. RATINGS ARE SUBJECTIVE. RATING FORMS ARE SUBJECTIVE. RATING FORMS ARE NOT BEHAVIORAL.

STUPID THING #5: HELL UPON  APPRAISAL ,WHEN A PERSON’S SALARY IS NO LONGER TIED TO THE APPRAISALS, BUT UPON PERSONAL LIKINGS OF MANAGERS

LOTS OF MANAGERS DO THIS. THEY CONDUCT APPRAISALS SO LONG AS THEY HAVE TO DO SO TO JUSTIFY OR WITHHOLD A PAY INCREASE TO THEIR “CHUMCHAS”. WHEN STAFF HIT THEIR SALARY CEILING, OR PAY IS NOT CONNECTED TO APPRAISAL AND PERFORMANCE, MANAGERS DON’T BOTHER AS THEY KNOW THAT THEY ARE SAFE . PERFORMANCE APPRAISAL IS FOR IMPROVING PERFORMANCE. IT ISN’T JUST ABOUT PAY (ALTHOUGH SOME THINK IT IS ONLY ABOUT PAY). IF NOTHING ELSE, EVERYONE NEEDS FEEDBACK ON THEIR JOBS, WHETHER THERE IS MONEY INVOLVED OR NOT., AND ALL THAT FEED BACK GOES TO DUSTBIN.

STUPID THING #6: BELIEVING THEY ARE IN POSITION TO ACCURATELY ASSESS STAFF.

MANAGERS DELUDE THEMSELVES INTO BELIEVING THEY CAN ASSESS STAFF PERFORMANCE,( WHEREAS THEY MEASURE IT WITH THEIR OWN PERCEPTIONS WITH “YES SIR” SCALE )EVEN IF THEY HARDLY EVER SEE THEIR STAFF ACTUALLY DOING THEIR JOBS, OR THE RESULTS OF THEIR JOBS, SHOWING GOOD RESULT WILL LEAQD TO TERMINATION).  MOST MANAGERS AREN’T IN A POSITION TO MONITOR STAFF CONSISTENTLY ENOUGH TO BE ABLE TO ASSESS WELL. AND, BESIDES WHAT MANAGER WANTS TO DO THAT OR HAS THE TIME. AND, WHAT EMPLOYEE WANTS THEIR MANAGER PERCHED, WATCHING THEIR EVERY MOOD. THAT’S WHY APPRAISAL IS A PARTNERSHIP BETWEEN EMPLOYEE AND MANAGER.THEY APPRAISE UPON “THEIR OBEDIENCE” 

STUPID THING #7: CANCELLING OR POSTPONING APPRAISAL MEETINGS.

HAPPENS A WHOLE LOT. I GUESS BECAUSE NOBODY LIKES TO DO THEM, SO MANAGERS WILL POSTPONE THEM AT THE DROP OF A HAT. WHY IS THIS BAD? IT SAYS TO EMPLOYEES THAT THE PROCESS IS UNIMPORTANT OR PHONY. IF MANAGERS AREN’T WILLING TO COMMIT TO THE PROCESS, THEN THEY SHOULDN’T DO IT AT ALL. EMPLOYEES ARE TOO SMART NOT TO NOTICE THE LOW PRIORITY PLACED ON APPRAISALS.

STUPID THING #8: MEASURING OR APPRAISING THE TRIVIAL.

FACT OF LIFE: THE EASIEST THINGS TO MEASURE OR EVALUATE ARE THE LEAST IMPORTANT THINGS WITH RESPECT TO DOING A JOB. MANAGERS ARE QUICK TO DEFINE CUSTOMER SERVICE AS “ANSWERING THE PHONE WITHIN THREE RINGS”, OR SOME SUCH THING. THAT’S EASY TO MEASURE IF YOU WANT TO. WHAT’S NOT EASY TO MEASURE IS THE OVERALL QUALITY OF SERVICE THAT WILL GET AND KEEP CUSTOMERS. MEASURING OVERALL CUSTOMER SERVICE IS HARD, SO MANY MANAGERS DON’T DO IT. BUT THEY WILL MEASURE THE TRIVIAL.BY IMPLEMENTING STUPID IDEAS.

 SURPRISING EMPLOYEES DURING APPRAISAL.

WANT TO REALLY WASTE YOUR TIME AND CREATE BAD PERFORMANCE? THIS IS A GUARANTEED TECHNIQUE. DON’T TALK TO STAFF DURING THE YEAR. WHEN THEY MESS UP, DON’T DEAL WITH IT AT THE TIME BUT SAVE IT UP. THEN, AT THE APPRAISAL MEETING, TRUCK OUT EVERYTHING SAVED UP IN THE BANK AND DUMP IT IN THE EMPLOYEE’S LAP. THAT’LL SHOW ‘EM WHO IS BOSS!

STUPID THING #10: THINKING ALL EMPLOYEES AND ALL JOBS SHOULD BE ASSESSED IN EXACTLY THE SAME WAY USING THE SAME PROCEDURES.

DO ALL EMPLOYEES NEED THE SAME THINGS TO IMPROVE THEIR PERFORMANCE? OF COURSE NOT. SOME NEED SPECIFIC FEEDBACK. SOME DON’T. SOME NEED MORE COMMUNICATION THAN OTHERS. AND OF COURSE JOBS ARE ALL DIFFERENT DO YOU THINK WE CAN EVALUATE THE CEO OF “TOYOTA” USING THE SAME APPROACH AS WE USE FOR THE PERSON WHO CLEANS THE FACTORY FLOOR( TANZIFCO)? OF COURSE NOT. SO, WHY DO H.R INSIST ON EVALUATING THE RECEPTIONIST USING THE SAME TOOLS AND CRITERIA AS THE CHARTERED ACCOUNTANTL ?

IT’S DUMB. ONE SIZE DOES NOT FIT ALL. ACTUALLY WHY DO MANAGERS DO THIS? MOSTLY BECAUSE THE PERSONNEL OR HUMAN RESOURCE OFFICE LEANS ON THEM TO DO SO. IT’S ALMOST UNDERSTANDABLE, BUT THAT DOESN’T MAKE IT ANY LESS DUMB( EVERY ONE TAKING CARE OF HIS “KHUBBAS”.)

I WORKED IN A REPUTED COMPANY IN GULF. APPRAISALS WERE INTRODUCED THERE TOO, REALLY A POSITIVE PRACTICE . THE USE OF THAT FORM WAS ONLY TO CALCULATE ‘ANNUAL BONUS” ONLY. AFTER FILLING THAT , H.R IS ONLY NOTIFYING THE “PERPOTIONAL GRADE” CALCULATIONS AND ALLOCATING BONUS.NOTHING ELSE .I STILL CHALLENGE (ENTIRELY FOR THE BENEFIT OF THAT COMPANY) THAT H.R SHOULD CALL ALL THE EMPLOYEES OF THAT DEPARTMENT , BRING THEM IN CONFRENCE HALL , AND ASK THEM TO WRITE “ONLY ALPHABETS” FROM A TO Z ONLY— AND IN FIGURES FROM “ONE TO HUNDRED”LIKE  ( ONE, TWO, THREE, FOUR ,FIVE  , HUNDRED )

H.R WILL COME TO KNOW THE WORTH OF THESE APPRAISALS  FOR WHICH CPMPANY IS  SPENDING LOT OF MONEY ..  ( NOT MENTIONING COMPANY OR DEPTT AS TOKEN OF RESPECT , BUT ALL KNOW ME  ) 

I WOULD LIKE TO ADVICE SUCH COMPANIES ( H.R ) DEPARTMENT THAT AT 1^ST ATTEMPT ,THEY MUST INTERVIEW EVERY INDIVIDUAL EMPLOYEE TO CHECK HIS CALIBRE , AND NATURE OF DUTY HE IS DOING !

NO DIRECT RECRUITMENT BY MANGER SHOULD BE ENTERTAINED. ALL MANGERS MUST INFORM H.R FOR THEIR MAN POWER DEMANDS.

H.R MUST KNOW THE EDUCATIONAL , EXPERIENCE LEVEL OF EVERY EMPLOYEE KEEPING IN VIEW THE DEMAND OF WORK … MEAN FIGHTER PILOTS IN COCKPITS AND DRIVERS IN VEHICLES .. REALLY FELT SORRY WHEN SAW IN THAT COMPANY WHEN SAW  ‘POWERS” IN STUPID HANDS.

NO TERMINATION SHOULD BE EFFECTED UNLESS INTERVIEWED .. MY ONE FRIEND FACED THIS SITUATION IN GULF “ HE HAD THE HIGHEST EDUCATION LEVEL IN THAT DEPARTMENT. HE WAS FOOLISH ENOUGH AS “FELT IN LOYALITY IN COMPANY” BOLD ENOUGH TO CRITICISE IN FRONT OF MANGERS AS COULD NOT TOLLERATE THE COMPANY LOSS … RESULT APPEARED AS G.M RETIRED HIM , ORDERING TO LEAVE OFFICE IMMEDAITELY BY USING A H.R SUPERVISOR . HE DID ALL FRON OF THAT SUPERVISOR .. ALL OTHER RETIRED PERSON WERE GRANTED SIX MONTHS GRACE PERIOD BUT THAT PERSON – NO TIME ….HAHAHAHAHAHAHAHA THAT IS GULF , WHERE DONKEYS PARTICIPATES IN RACE GROUNDS AND HORSES  ARE USED FOR TRANSPORTING GOODS … FORGOT TO MENTION … THAT PERSON APPRAISAL WAS EVIDENCING A CONSEQTIVE “OUTSTANDING PERFORMANCE” IN APPRAISALS  SINCE INTRODUCED. HIS ONLY FAULT WAS … HE WAS SINCERE WITH COMPANY , ALWAYS PINPOINTING “STUPIDITIES” OF HIS MANAGERS ..

MORALE OF ARTICLE . ALL VESTS WITH MANAGERS .

INFLUENCE IS THE ABILITY TO CHANGE  PERCEPTIONS, DECISIONS AND BEHAVIORS  OF OTHERS ,  WITHOUT NECESSARILY HAVING FORMAL AUTHORITY TO DO SO.WHILE CHANGING PERCEIEVED CONCEPT . UPON LOGICS AND ETHICS..

RULES OF INFLUENCING 

MINIMIZING THE USE OF POWER.. DO NOT USE POWER UNWANTEDLY.IF A SUBRDINATE CRITICISES AND OBJECT OPENLY UPON YOUR FACE ( APPARENTLY MAY FEEL AN INSULT) AVOID TAKING IMMEDIATE  DRASTIC ACTION , BE COOL , THINK AND DECIDE.. SOME SUBORDINATES MAY TRY TO CLEAR THEIR CONCEPT BY MAKING YOUR CARTOONS , DO NOT THINK TO TAKE REVENGE IMMEDIATLEY . SUCH DARING MAY BE  HARMFULL FOR YOUR HEALTH, SO MISUSE OF POWER MAY RESULT IN “SUICIDE ATTACKS” TRY TO RESOLVE BY DIALOGUES 

IDENTIFY THOSE YOU HAVE TO INFLUENCE.SPECIFY ?  STUDY CATEGORY WHERE YOU HAVE TO INFLUENCE ?  FIRST IDENTIFY , THEN PLAN  , AND FINALLY DEAL WITH. .NEVER USE GUN TO KILL MOSQITTO. 

REMEMBER THAT THE PERSON YOU HAVE TO INFLUENCE IS AS SUBJECT TO THE MACRO-INFLUENCES OF EVERYDAY LIFE AS ANYONE  ELSE

GET TO KNOW  WHERE THE PRESSURE POINT AND PROGRESS POINTS ARE AND HOW AND WHEN TO PRESS THEM .GO FOR WHAT IS REALLY IMPORTANT

PREPARE A MENTAL DOSSIER ON TARGET BEFORE YOU BEGIN ?

A WISE MAN  QUALITY IS TO BE A  GOOD LISTENER .

GREAT THINGS CAN BE ACHIEVED BY BEING SILENT AT THE RIGHT TIME

LISTEN ACTIVELY; BE SEEN TO LISTEN

AVOID HASTED , ABRUPT JUDGEMENTS ,  ALWAYS REVIEW  AS  SECOND LOOK

IF YOU CAN INFLUENCE THE TOP MANAGEMENT YOU CAN BE AS INFLUENTIAL AS THE TOP SINGLE OBJECTIVES . A MULTIPLICITY DILUTES YOUR CHANCE OF SUCCESS UNLESS YOU CAN HOLD CENTRE- FIRST MAKE A LIST  OF  PERSONS WITH WHOM YOU HAVE TO DEAL . THE NAME AT TOP MUST BE  RETIRED / TERMINATED IMMEDAITELY , THEN  PAUSE , AFTER THAT SECOND , THEN THIRD. AVOID TO TAKE STEP AT ONE TIME.MAY SOME ONE HAS CALIBRE TO INFLUENCE TOP MANAGEMENT ! ! IF SOME ONE NEED INCREMENT OF 2 KD , GIVE HIM. DO NOT STAND ON TAIL. OR MAKE EGGO MATTER.

USE THE RIGHT LEVEL. IN-BETWEEN PEOPLE AND IN BETWEEN

USE TERRITORIAL IMPERATIVE: ACT ON YOUR OWN GROUND

YOU ARE ONLY INFLUENTIAL IF YOU ARE PERCEIVED TO BE WILLING TO STEP OUT OF YOUR COMFORT ZONE. IF YOU’RE NOT POPULAR, IT’S BECAUSE YOU’RE NOT COMFORTABLE DOING THE THINGS THAT POPULAR PEOPLE TEND TO DO–,. YOU MIGHT BE INTROSPECTIVE,  OR QUIET,BUT IN ORDER TO GET WHAT YOU WANT, YOU NEED TO CHANGE HOW YOU INTERACT WITH PEOPLE. AT FIRST, THAT MIGHT FEEL LIKE YOU’RE BEING SHALLOW OR FAKE, BUT REMEMBER , ALL ABOUT KNOWING WHAT YOU TRULY WANT OUT OF LIFE. THERE’S NOTHING WRONG  WANTING  GOOD TERMS WITH  PEOPLE .

POPULAR PEOPLE ARE ON FRIENDLY TERMS WITH PRETTY MUCH EVERYONE–NOT ONLY THEIR PEERS, BUT ALSO TO  OTHER MEMBERS OF SOCIETY ,  RELATIVES AND  AMONG FRIEND CIRCLE.

TALK TO ANYONE AND EVERYONE WHO CROSSES YOUR PATH.  AND IF THEY GREET YOU , YOU GREET BACK, ASK THEM HOW THEY’RE DOING. NO MATTER WHERE YOU GO, TO CHAT WITH STRANGERS AND ACQUAINTANCES ALIKE, EVEN IF IT’S JUST FOR A FEW MINUTES.BEWARE , WHAT EVER YOU DO , KEEP YOUR EYES OPEN . CLOSE YOUR EARS IF YOUR SOME “CHUMCHA KHAS” SAYS ANYTHING.

KEEP IT CASUAL. IS ALL ABOUT STICKING TO “SAFE” TOPICS. AVOID CONTROVERSIAL , LIKE RELIGION OR POLITICS , OR HEARING NEGATIVE  ABOUT OTHERS. AVOID  COMMENTS AND VIEWS  ON A CONTROVERSIAL TOPIC, YOU’RE BOUND TO BE UNPOPULAR WITH PEOPLE WHO DISAGREE. KEEP THE TOPICS “LIGHT”. NEVER BELIEVE THOSE WHO ALWAYS FLATTERS YOU AND PEERS.

 RESPECT PEOPLE’S PRIVACY , AND,STUDY BODY LANGUAGE, OBSERVE WHEN YOUR QUESTIONS  STARTS  MAKING THEM UNCOMFORTABLE. DON’T INVITE YOURSELF ANYWHERE, DON’T BRAG, AND DON’T INTERRUPT. IN OTHER WORDS,

OBSERVE THE “LOOKS” OF PEOPLE WHERE YOU ARE WORKING !  TRY TO GET OPINION HOW PEOPLW THINK ABOUT YOU ? DON’T TRY TO ACT INTERESTING TO GET OTHER PEOPLE’S ATTENTION; ACT INTERESTED IN THEM. ASK THEM HOW WORK OR ACTIVITIES  GOING, HOW THEIR FAMILY IS DOING, HOW THAT SITUATION THEY MENTIONED A WHILE BACK TURNED OUT, AND SO ON. THEN RELATE. TALK TO THEM ABOUT HOW YOU OR SOMEONE YOU KNOW HAD SOMETHING SIMILAR HAPPEN TO THEM, AND HOW THEY DEALT WITH IT.

POPULAR PEOPLE DON’T JUST KNOW EVERYONE

IT MAY SOUND TRITE, BUT POPULAR PEOPLE LIVE OUT THIS POPULAR PHRASE. YOU MIGHT THINK THAT IN ORDER TO BE POPULAR, TALENTED, BUT–WHILE IT’S TRUE THAT THOSE QUALITIES ARE MORE LIKELY TO MAKE YOU A HIT WITH PEOPLE–THERE ARE EXTREMELY POPULAR PEOPLE WHO ARE OTHERWISE QUITE AVERAGE, AND THERE ARE EXTREMELY GOOD-LOOKING AND TALENTED PEOPLE WHO ARE ANYTHING BUT POPULAR. REMEMBER, THE ONLY THING YOU NEED IN ORDER TO BE POPULAR IS A GOOD SET OF PEOPLE SKILLS–THE REMAINDER IS ALL YOURS TO MOLD AS YOU SEE FIT, REGARDLESS OF WHAT ANYONE ELSE THINKS.     

FORGET NOT  TO KEEP IN TOUCH WITH OLD FRIENDS / COLLEGUES / SUBORDINATES TO IMPRESS THEM THAT YOU  YOU’VE FORGOTTEN  THEM ( EVEN IF YOU HAVE TERMINATED OR RETIRED THAT PERSON) JUST BECAUSE YOU’RE MAKING NEW ONES. DON’T JUST HANG OUT WITH ONE IN ORDER TO BE POPULAR, YOU MUST BE ABLE TO COMMUNICATE WITH OTHERS EFFECTIVELY. THIS VIDEO WILL GIVE YOU SOME IMPORTANT TIPS ON IMPROVING YOUR COMMUNICATION SKILLS WITH OTHERS SO YOU CAN BECOME POPULAR.

BEWARE :

GUARD YOUR PRIVACY. WHEN EVERYONE KNOWS YOU, IT MEANS THAT THERE’S A GREATER LIKELIHOOD OF NOSINESS AND GOSSIP. THINK OF HOW FAMOUS CELEBRITIES HAVE SOMEONE PRYING INTO THEIR PERSONAL LIVES AT ALL TIMES (INQUIRING MINDS WANT TO KNOW). YOU’LL ALSO NEED TO BE PREPARED FOR PEOPLE STARTING CONVERSATIONS WITH YOU WHILE YOU’RE RUNNING ERRANDS OR SITTING DOWN READING A BOOK AT THE PARK. IT COMES WITH THE PACKAGE. HANDLE IT GRACEFULLY.

DON’T THINK TOO HARD. BEING POPULAR IS AS MUCH A STATE OF MIND AS ANYTHING ELSE. IF PEOPLE SEE YOU TRYING TOO HARD TO BE POPULAR, THEY WILL USUALLY DISMISS YOUR EFFORTS. POPULARITY, IN THE END, IS ONLY PARTLY ABOUT HOW OTHERS SEE YOU. YOUR REPUTATION MAY FADE AND CHANGE OVER TIME, AND THE ONLY THING YOU CAN CONTROL IS HOW YOU TREAT OTHERS.

DON’T BE DISAPPOINTED IF YOU FAIL. POPULARITY CAN BE EASY FOR SOME AND PRACTICALLY IMPOSSIBLE FOR OTHERS. THERE ARE MANY FACTORS WHICH CAN PREVENT A PERSON FROM BEING OUTGOING AND WELL-LIKED, BUT THAT DOES NOT MEAN THE PERSON IS WORTH ANY LESS.

REALIZE THAT POPULARITY HAS ITS UPS AND DOWNS, AND MAY FADE VERY QUICKLY WHEN YOU START AT A NEW SCHOOL OR JOB. EVERY SITUATION IS DIFFERENT, AND SOMETIMES YOU NEED TO START OVER.

 TREAT EQUALLY WHILE REFUSING AND REJECTING NEPOTISM. BE FAIR AND HONEST.