Advance Estimating

"Be the #Senior you needed, When you were a #Junior" How to be the senior that you needed when you were junior? 1. Listen I think one of the most important skills is the ability to listen to what other people want to say. Usually, young and inexperienced engineers are highly motivated to progress so it is important that they have a mentor they can talk to and be heard by. My advice would be to create a safe space where you can speak with the juniors. It is a two-way learning. Not only the juniors learn from you, but also, when you take the time to listen, you can learn a lot from them too. 2. Challenge The difference between juniors and seniors is that usually juniors follow the requirements of what needs to be done. It is expected from seniors to think “outside of the box”, isn’t it? Meaning to challenge everything, including business requirements, processes and technical decisions. 3. Encourage Encourage juniors to take responsibility and to their own work. Yes! To their own work. Engage juniors in discussions with the Product team about features. That way, they will learn more about the product and the processes that you follow. Invite juniors to technical meetings and be open to discussing approaches and decisions with them. They can learn from you while also contributing to the overall discussion, so it is highly beneficial for them. It is, indeed, a great feeling to be able to contribute. You can also encourage them by Give them the opportunity to reach out to you whenever they feel like discussing something, to share their knowledge with the team or the company. 4. Feedback Feedback enables growth and development within an organisation. It also improves the levels of trust and communication between the employees. Give feedback to juniors with empathy and patience. This helps them see how they can improve. Ask juniors for feedback. Doing so will help you understand how you can improve as well.

To Provide Ongoing #Feedback And #Recognition Of An Employee Is The Best Way To #Motivate Your Employees The business’s mission becomes more meaningful when it is encouraged by all team members, rather than just leaders. If a company’s culture is built around its mission—with goals, accountability, recognition, and milestones all anchored to that mission—it can be a powerful tool for increasing motivation. Leaders can also improve motivation by ensuring employees know their efforts are making a difference. This is achieved by facilitating ongoing feedback and recognition. Regular performance feedback keeps employees focused on the roles they play in accomplishing it, and how effective they are in those roles. When performance is flagging, feedback can motivate employees with incremental steps that are practical, measurable, and achievable to realign them with the mission. For employees who are excelling, recognition can tap into emotional drivers, creating feelings of joy and excitement that further motivate performance. Recognition also provides positive reinforcement that builds morale and encourages employees to take pride in their work. Businesses can experience optimal impact from recognition programs when they are strategically aligned with their mission. For example, a company whose mission heavily values teamwork can provide awards for exceptional effort in that area, rather than recognizing generic business goals such as profitability or consistency.