As we follow our principle of completing the job right the first time, our professionals with dynamic skills will always craft a site with no issues which will mark a clear image of the Client’s business in the web world. This blog is with respect to the posting issue in Ajax which we had encountered while developing the Funquip site – www.funquip.com.

The statement block in the funquip site had posting issue in ajax. When you post a statement using a Username, gender, category in the statement block and try to post another statement using a different username, the earlier old data’s remained in all fields. To fix this issue, our team expertise in troubleshooting, took the values of all fields and declared empty when clicking the post button.

Another issue which was encountered during the development of the site was the Popup in each statement block. When a User clicks at any place between the statement blocks, a fixed popup had raised in the right side of the page. It had various class names such as Facebook like, Twitter share, like and Dislike count. To counter this issue, we made the animation class condition for each statement block and fixed the issue. As always, we had provided the cost effective solution to the Client with our professional team with ease.

Are you on the look out for a dating Community template containing the kind of features you desire? Cogzideltemplates.com is pleased to announce the inclusion of new theme titled Romantic dating in Dolphin category – Dolphin 7.0.7. This amazingly designed template bearing elite design and innovative layout will aid the users to meet new people, chat online, share the photos and much more. This template has been crafted by professionals in such a way that they support majority of browsers.

Hope you all will like this template and share your thoughts on this new addition of template to the gallery of Cogzidel Templates.

To purchase Dolphin templates, please follow this link,
http://www.cogzideltemplates.com/templates/view/453

Cogzideltemplates.com has added a new theme titled Champion Club in Dolphin category. Champion Club is a cool sports template with pleasing background color. The homepage of this colorful template comes with a slider, which would greet the visitors with quality pictures. The professional design to it with comfortable user’s access would stand out to be one of the
premium template in the web world.

Free is the price which most of the people would be looking to pay for a template but not all the free templates would carry the look and significant features which would help the Users for a long time. Cogzidel templates known for offering both free and paid templates stands high in terms of the sleek design and the look carried by their templates.

Hope you all will love to use this template. Please let us know your views about Champion Club template.

To purchase Dolphin templates please follow this link,
http://www.cogzideltemplates.com/templates/view/444

Dolphin Free Templates Cogzidel Templates, a part of Cogzidel Technologies, is proud to announce the version upgrade of its Dolphin templates for the Users. To keep up with their standard in offering premium templates in the most recent version for free to its Users, they have upgraded all the free dolphin templates to the latest version of Dolphin – Dolphin 7.0.7. Hence the wide choice of amazing free Dolphin templates can be availed using Url given below :

• Dolphin Free Templates

Cogzidel Templates is pleased to announce that the dolphin templates have been updated from Dolphin 7.0.6 to 7.0.7. You can click on the below url to see all our dolphin templates available in the latest version of Dolphin – Dolphin 7.0.7

• Dolphin Premium Templates

As always, Cogzidel Technologies stands one among the top companies to upgrade the scripts to the latest version in the market. Hence all users can use the latest updated dolphin templates which is available for a nominal price.

In Social Engine 4, we will see how to create a new page and put the iframe code. Follow the steps given below :

Step 1 : First Login into the admin side.
Step 2 : Next, Go to the Layout Editor. Please check with the screenshot given below for reference

Step 3 : Next, create the new page with a name ( farmville or anything) and place it to HTML Block widget and put the below code

body, html {
margin: 0px;
padding: 0px;
}
#outer-div {
display: block !important;
width: 755px;
height: 590px;
}
#outer-div2
{
width: 755px;
height: 590px;
overflow: hidden;
position: relative;
}
#inner-iframe
{
position:absolute;
top: -92px;
left: -232px;
width: 988px;
height: 680px;
}

Once you save it, you will see the output similar to the screen-shot given below :

Now a days, functionality is everywhere in the social networking sites. But here I am going to explain one beautiful stuff regarding the like functionality. Here is something cool for your site:

How about that thumbs up for all your like’d comments?

It’s simple. Below are the steps :

1) Copy the attached ‘thumbsuph.png’ to the folder /application/modules/Core/externals/images

Thumb Image: thumbsuph.png

2) Open your theme.css (application/themes/theme_name/themes.css)

3) Find the code:

.comments .comments_likes,
  .comments .comments_viewall
  {
  font-size: .8em;
  }

4) Replace it with this:

.comments .comments_likes
  {
  background-image: url(~/application/modules/Core/externals/images/thumbsuph.png);
  background-repeat: no-repeat;
  background-position: left;
  font-size: .8em;
  padding-left: 20px;
  height: 16px;
  }
  .comments .comments_viewall
  {
    font-size: .8em;
  }

5) Open your site and test it! (Clear your cache if it doesn’t show up at first)

6) Done!

[google images has many different types of such icons, You can make your choice according to the colors of your site]

Good luck!

Quite often people perceive feedback as negative .They associate it with pointing of fingers and blame. When you call a team member in to talk, the first thought that crosses his/her mind’ is ‘where did I go wrong?’ anxiety, fear, stress and frustration usually prevent people from taking inputs in the right spirit.

So, before you give your valuable suggestions and advice to your team get the buy-in for feedback from them. Your feedback will be effective only when the team is positively inclined towards it. As a first step, try and disassociate feedback from negative perceptions.

This is by no means an easy task. To make people feel excited and not cynical about feedback, you must make quite a few changes in the way you deliver the critique.

Continuous exercise:

Don’t wait until the work is over to give your feedback. Learn to discuss performance on a regular basis. This will help to reduce stress and remove fear out of the process. Your team members will start perceiving feedback as a natural and essential part of work.

Feedback is an important tool to rectify mistakes and to reinforce good performance and hence should be used effectively. Delaying your conversation with the team members will lessen the impact of what you intend to convey.

Change mindset:

Managers typically regard giving feedback as inviting trouble. Do you also subscribe to such thinking and view feedback as a necessary evil? If yes, then it is only natural for your team to perceive feedback in a negative light.

First of all you must acknowledge the value of feedback in managing performance. When you take forward the process with conviction things will fall in place.

Share thoughts:

When issues arise listen to what your people have to say. Your efforts to understand their take on the matter will certainly help in building the necessary trust in your relationship. Once trust is established automatically. They will be willing to respond positively to your inputs and also share their thoughts with you.

When things go wrong don’t look for scapegoats, look for solution—oriented approach will prevent people from turning defensive and helps them to focus on improving performance. Create opportunities for your team to solve problems collectively.

This will not only increase emotional bonding within the team, but will also help them become adept at learning and building on each other’s work.

Don’t decide the team goals on your own. Instead involve your team in the exercise. Let them explore and find out ways by which they can meaningfully contribute towards the overall objectives of the organization.

This will perk up their enthusiasm for work. Goal achievement becomes a matter of prestige and pride. When this happens, they will begin to seek feedback voluntarily to know how they are faring.

Holding regular meetings with the team is the best means to ensure that they get the feedback they need on time.

You can use these meeting to highlight the hits and misses and plan next steps.

Apart from this you must also hold one-to-one meetings with individuals at least once in a month to build a closer rapport with them.

This will give an opportunity to discuss with the individual his expectations, concerns, what needs improvement.

The information will help you to provide appropriate support and to contribute effectively towards the individual’s growth, development and progress.

Feedback need not be an elaborate exercise always. Simple comments if given regularly are more than sufficient to help the team proceed in the right direction.

Courtesy: The Hindu

Reviews are a way of life in the present day corporate set up. Like it or hate it, there is no escape. If one can take a careful look at it, the performance evaluation system does more good to the employee than it does to the company.

Every aspect of performance is divided into KRA sand each of it is given points or weight. The more you achieve, the more points you gain and consequently on the total score you are given a raise.

Though there can be a debate on the evaluation system, saying it may be arbitrary on the part of the manager and not totally justified, nevertheless the PMS has been accepted with some variations in organizations of all sizes.

Most of the employees in an organization look forward to this periodic ritual eagerly. This is a time to showcase one’s contribution to the team’s performance and organization’s success.

Every review will point to high, average and low performers. Each category gets what the management thinks it deserves in terms of the bounty.

While the first two categories may remain satisfied with the appraisals, there will be those who feel that they have done all possible but the review has been unfair.

When anyone face this problem, the agony one undergoes understandable. There is a sense of humiliation. People feel belittled and let down among peers.

Take the case of MR.G for the last four years, from day one he got exceptional reviews, which led to hefty hikes. He was counted among the star performers and won appreciation at many meetings.

In the fifth year just after the downturn, the review reflected that Mr.G was slacking and basking in his old glory. As the company hit a low spot in the overall performance in the market, the reviews were fine-tuned to analyze each employee contribution to achieving company goals.

The review found that though Mr.G’s team lost a major contract more than a year ago, he was valued as a high performer and still got top ratings so that he may be motivated to take on additional responsibility and contribute more in areas where the company had ongoing projects.

If a project is put on hold or is completely shelved, the employee must immediately ask his manager what the repercussions will be. He must make it clear to the manager that because of the fact, he will be left with so much time on hand and he is willing to take up other tasks. He can even request the manager to loan him to another department, where there is a shortage or resources.

Alternately the employee can initiate skill-sharing programmers that would help train the junior members in the team to upgrade their skills.

It was also found out in the review that Mr.G did not accept training for upgrading his skill sets , which would help him to take up other critical tasks in the project. The excuse he gave was that he did not have time for that he was doing an important assignment.

As the review was negative the management immediately took measures to load Mr.G with additional tasks. He was asked to share a part of the team to fill gaps in his time sheets. He was told to find time to upgrade his skills so that he could undertake other roles.

Mr.G could not stand this reordering of his role, tasks, assignments and responsibilities. He did not want to share work in different teams. Faced with no option, he put in his papers.

Bad review cannot be avoided all through in one’s career. But after it one should learn lessons from what went wrong, the steps to take in future to avoid such bad rating.

One golden rule to follow when you have more time and less work, make it a point to pester your manager to give you more work. Managers will not calculate your time and work details on a weekly basis once you perform your allotted tasks.

Only during the review this may be held against you. So be bold ask for more work in time!

Courtesy: The Hindu

If you are assigned the responsibility of building a team on a new project, what will you do? Bring in as many experts as you can or recruit them and give them necessary training to responsibilities? Perhaps you are in a dilemma. Surya, a project manager at an IT major was in a similar situation sometime ago. He brought in all the experts he could find to handle various project tasks. Soon he learnt that star-studded teams are not without pitfalls. It proved to be highly expensive not just in monetary terms but even otherwise. When a few experts decided to move on, it had a huge debilitating impact on the entire project, Along with the experts their tacit knowledge too was gone.

Sheila, another senior manager at the same firm, contends that an all novice team can prove to be equally risky too. While freshers start off with lot of energy and enthusiasm, their lack of experience often puts them in a tight spot whenever a crisis crops up. Therefore, she says, “the best approach would be to use judicious mix of experienced and fresh talent in such a way that youngsters get a chance to pick the nuances from the experts.” She adds, “Spreading of knowledge and sharing of tasks makes a vast difference to the effectiveness of the team and leads to overall success of the project.”

However, Harish, an experienced management consultant, caution,” This approach will succeed only when the seniors know their priorities well. If they spend much of their time coaching the freshers and neglect focusing on project goals, no meaningful results can be achieved.” “A layered structure with clearly defined roles and responsibities is a good solution,” he says.

Quite often, when people with different levels of experience work together on a project, the seniors complain of being overloaded with work. Since new entrants do not have the necessary skills and experience, it is the senior members who need to shoulder greater responsibility, handle all critical work and also come up with ideas to overcome crises of all kinds. In order to reduce this imbalance in workload and bridge the skill gaps within the team, it is important to set up an effective knowledge transfer mechanism within the team.

Mentoring relationships should be established by assigning a small group of freshers to each expert. Harish suggests setting up knowledge transfer and knowledge assimilation goals for each team member at the outset itself. Linking these to performance reviews gives seniors the necessary motivation to groom young talent and the youngsters too a part shows a show a greater interest to become skilled.

Grouping a small number of people with different levels of experience under each expert has several advantages. While the experts get an opportunity to share some of their workload, the youngsters can gain lot of practical knowledge by working closely with the seniors.

To share knowledge, experts too need to keep abreast of latest developments and continuously upgrade their skills. This way a learning environment automatically gets created within the team. According to Harish, some simple tips if followed can help in making the knowledge transfer a smooth sail and less of a burden.

Following a layered structure of expertise or grouping people in a hierarchy according to their level of experience can go a long way to reduce the time and energy spent by experts on mentoring. This way each and every problem need not be referred to the expert but solved at a lower level itself. Similarly, instead of introducing the navies to a wide range of areas, letting them focus on few tasks at a time helps them learn better. “Combining talents of experienced team members with that of freshers brings forth the best out of everyone,” he sums up. So, get set to strike the right balance, whenever you must pull a team together!

Courtesy: The Hindu