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4 Tips to Talk to Women



4 Tips to Talk to Women

It takes courage to approach women. If you are confident, however, you will let fear stop you from approaching women.

Here are the top tips to help you talk to women:

1. Focus On Her

Do not let the fear of rejection stop you from talking to a woman.

If the woman does not want to talk to you, you can move on. A woman can avoid talking to you because of so many reasons. If the woman is not interested, you cannot change her mind.

If you focus on your thoughts, you will not focus on her. And the woman will know you are not focusing on her.

If you are not focused on the woman, she will not want to talk to you.

Do not let your thoughts distract you. Do not even let something else distract you from talking to her. If you are talking with someone else, you can pause that conversation and focus on the woman.

It is intimidating and draining for introverts to start a conversation with someone else. It is normal to feel intimidated since most people are introverts.

In fact, a lot of people are usually afraid of starting conversations with new people. It is even hard for several women to respond to people who approach them.

If you are, however, having fun, you will never have a problem approaching women. In fact, you will enjoy talking to new people.

2. Ask Open-Ended Questions

Do not ask close-ended questions. This is because the answer is a yes or no. It is, therefore, better to ask the woman open-ended questions.

Open-ended questions usually use why, how, where, when, and what. You will use these questions to elicit the feelings, thoughts, and opinions of the woman.

It is, therefore, essential to think of 5 to 10 things you will talk about with the woman. You can talk about hobbies, sports, politics, or events. It is better to listen and hear differing opinions.

3. Be Yourself

It is much easier for people to pick up on non-verbal body language before they understand what you are saying. If you want to get the number of the woman and ask for a date, the woman will understand immediately before she responds.

The woman can give you her number, but she might not be interested in you.

It is, therefore, necessary to make the woman feel special. You can talk to her for a few minutes before asking for their number. If she feels a connection, she will give you her number and she will be eager to meet you again.

If you are honest, relaxed, and genuinely interested in her, she can let her guard down to get to know you. If she is comfortable with you, you will enjoy her company and you never have a problem talking to her.

4. Bring Your Friend

Women go out to clubs and bars to have fun with their friends. They are more likely to spend more time with their friends. If a guy is genuinely interested in a woman, she can talk to that guy.

However, the woman may have to get an opinion from their friends. If their friends like the guy, she may continue talking to the guy.

Going out with your friends can reduce your anxiety. If the friends of the woman are around, she can feel comfortable with you. In fact, she may enjoy your company. You can always try a London escort if you fancy.

A lot of women usually get together to spend quality time with their friends and wind down. However, it is not always easy to have conversions in bars and clubs because of the noise.

If a woman refuses to talk to you in a club or bar, do not let it bother you. The woman might be in a serious relationship or she is just not interested in meeting someone right now.

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Great Resignation: How to beat Great Resignation with Employee Experience



Great Resignation: How to beat Great Resignation with Employee Experience

Great Resignation

The world was forever changed in late 2019 when the Coronavirus made its appearance. Countries shut down. Streets were empty. Companies held as best they could or were forced to close their doors. Many would believe that such an event would lead to employees wanting to hold on to their jobs. Typically, large numbers of resignations signify a good economy and abundant availability of jobs allowing people to follow passions instead of necessity.

Post-COVID employee experience is much different.

For two years, and some a bit more, people were forced to spend time alone, realigning the importance of human interaction, well-being, and happiness. This drive for more personal fulfilment, satisfaction, and growth stemmed The Great Resignation.

No longer were employees basing staying with jobs out of need or comfortability. Now they look for work-homelife balance, greater satisfaction and better employee experiences, or they will leave. So how do companies face this? How do they increase employee retention and improve employee engagement?

The secret is in employee experience.

Holistic Employee Experience

There are, of course, no quick fixes for the Great Resignation, small wins can motivate and drive longer-term goals for your organization. The Great Resignation—and COVID by extension—taught many employees that life meant so much more. That the daily grind working in offices with long commutes, stress, lack of rest or relaxation, and the hustle of strenuous work weeks while normal was not conducive to happiness and mental well-being.

But this shift can be used as a blueprint for better employee experience!

Companies who work on being human-centric in ideals, strategies, and decision-making can improve greatly their chances of stemming mass exodus. Post-covid employee experience is now the new golden standard, and it looks at taking a more comprehensive and holistic view of experiences.

How can you be more holistic and how does it help?

  1. Think beyond probationary periods – Your employees are more important than the first 30, 60, or 90 days of employment, and yet many companies stop professional development and training after these dates. Normalize career growth, evaluations, employee 360 reports, and feedback loops to keep learning and advancement in the scope of your employees. While doing this, you’re also keeping your strategies and Key Performance Indicators—KPIs—fresh as you go.
  2. Communication is key – Talk to your employees about what they need, want, desire, and what their ambitions may be. Learn your people like you want them to learn your company. With transparent and open communication, you are engaging with your employees and creating an environment of consistency, openness, and inclusion—aspects employees’ desire.
  3. Employee-centric Corporate Culture – It may seem like the best idea is to center your company culture around the company’s values, vision, and strategies, but this is only half the battle. Integrating employee experience into the fabric of company culture ensures the company is as focused on their employees’ happiness as their own. It creates a bond to grow engagement, which has an effect on employee satisfaction and experience. As these rates increase, so to can employee retention numbers and customer experiences.
  4. Life and work-balance Erasure – Should your employees have to ask for more work-life balance? No, they shouldn’t. When built directly into work environments or expectations, it becomes something standard instead of something to be sought after. Examples of this could be:
    1. Flex hours
    1. Unlimited PTO
    1. Work-from-home or hybrid offerings
    1. Expanded benefits to include mental health and free resources
    1. Altered work hour schedules

Rise of Human Experience

Human Experience is a viewpoint that blends aspects of customer experience with employee experience, important in a post-COVID world. Instead of viewing them as separate entities entirely, companies can connect metrics and measurements of both to view a more comprehensive experience. Employees are customers—or potential ones—and as such, so too can customers become employees. With this view, it refocuses employee experiences in direct answer to the needs stemming The Great Resignation.

Ways you can use CX strategies within EX:

  1. Employee Journey Mapping – Like in customer experience, companies can work on mapping journeys for positions within the company overall, building in professional development and growth from the outset. They can then alter these journeys through personalization when an employee fills that role.
  2. Monitoring metrics – connect goals, milestones, and trajectories with metric directly linked to KPIs. Think employee net promoter score (eNPS), employee experience (EX), employee satisfaction (ESAT), and employee engagement (EE), for example, as they can correlate with operational success as well as customer success with your organization.
  3. View of employees – view your employees with the importance you view your customers. You cannot survive without either, and just as you court customer loyalty for more profitable relationships, so to can employee relations boost revenue, growth, and expansion.

Remote and Hybrid Work

One of the lasting effects of COVID was the desire to work from home or have the flexibility to. According to Gallup, nearly half of full-time working Americans—45%—are still working remotely.  White collar workers have even higher percentage, coming in at 70%. After the shutdown, many leaders were surprised to find employees still wanted to work remotely. The Pandemic exposed an internal need for conducive work environments and flexibility.

The office and all it entailed wasn’t as attractive as some leadership believed.

It was agile leadership who switched to maintaining remote or hybrid options who won out against competitors. Record job openings only further highlight how living is more important, and work can no longer be focused on only paying bills. Organizations who shift better with their employees retain talent better.

Remote work is not the only fix, but it does show how views of work’s place have vastly changed.

Act on Meaningful Feedback

Closing the loop between you and your employees is more important than ever before. Simply hearing them is not enough. Active, empathetic listening pair with actions on a consistent basis is the wining combination. Employees not only want to know they are heard but that their input is valued.

Regularly checking in with your employees, and not only attaching it to their performance, creates a culture of partnership.

Ways to gain meaningful feedback to inspire data-driven action:

  1. Employee 360 Review [LN1] [SP2] – not to be confused with an employee evaluation, the 360-degree review is a way for all employees to gain feedback from peers, subordinates, and managers to assist employee self-evaluation.
  2. Pulse checks – a powerful anonymous survey tool. Pulse checks are in between annual reviews and keep the feedback coming for HR initiatives, but it can also inform business strategies that are employee-focused as well.
  3. Surveys – From satisfaction to engagement, the best thing you can do is ask your employees. Working from assumptions can lead you down costly mistakes. By asking directly you can get their true opinions—think of using anonymity to influence candid responses.

Final Thoughts

The biggest takeaway from this is: employee experiences is an important part of operational success. The evolution of its importance and what it means cannot be discounted. Doing so can led to higher employee turnover rates and you won’t retain your best talent. As employee experience continues to change, the forward-thinking companies with innovative leadership will make it to the top.

 [LN1]Would it be okay to tag our template here?

Yes, we can [SP2]

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