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Category Archives: Manage Successfully
If you’re a manager, you must train your manager on matters regarding your employees, such as the following, for the sake of your employees. Communication Expectations (your employees, and your manager’s of your employees) Feedback Opportunities Assignments For many reasons, … Continue reading
If you’re going to make a negative comment about an employee in an evaluation, make sure you are fully informed about the matter. Have a conversation with the employee before completing the evaluation. Ask what was done and why. You … Continue reading
To help employees with their development and efficiency, when assigning tasks or responding to questions, explain (a) the purpose of the task and (b) the impact of the task on the overall picture of department or business goals or responsibilities. … Continue reading
The perceptive manager can use oblique tools, such as note taking, to measure an employee’s strengths and weaknesses, using the information to develop employee skills. For example, if an employee generally takes notes during meetings but doesn’t during a discussion … Continue reading
To empower your employees to speak their mind, you must listen.
If you need to deliver constructive feedback to an employee, try to find a positive way to convey the message. For the greatest success, the employee should leave the meeting feeling valued, respected, and excited to help. The more you … Continue reading
Many businesses and managers ignore that by making an investment upfront, future time and financial expenses may be lessened. For example, with a team, if you take the time to properly train your employees upfront – e.g. immediately upon hire … Continue reading
Recently, we addressed the negative effects control issues can have on your team and steps to overcome those issues. These suggestions focused on enabling yourself to delegate responsibilities without rattling the control goblin. Another way in which control issues present … Continue reading
If you have control issues that have been impeding your success, take steps to overcome those issues by delegating control to others. Hording control causes distrust within your team and reduces efficiency; it can interfere in a manager’s ability to … Continue reading
Don’t push to promote employees who don’t want to be promoted. They might resent being compelled to assume responsibilities for which they do not feel prepared or are not interested. There are some people who just don’t want to be … Continue reading
Many people are inclined to do something because it was done in a movie. The subconscious or conscious belief is that movies reflect how people will respond to certain situations in real life. For example, a young man stalks a … Continue reading
Investing in your employees is an investment in your career. Happier employees tend to be more loyal, more productive, and more innovative. They tend to put in longer hours and have fewer sick days. Employee satisfaction leads to less turnover, … Continue reading
If you’re going to borrow staff, consult with staff’s supervising manager first. She’ll be in the best position to know who is most capable of and able to assume the responsibilities you’d like to assign. Plus, it’s discourteous to appropriate … Continue reading
The perspective of many decision makers has become excessively short-sighted. In order to maximize short-term gains, EPS, and management bonuses, these ‘deciders’ are perpetually delaying important investments in staffing and capital resources – investments that would improve efficiencies, boost employee … Continue reading
Often, successful management requires greater expertise in managing people than subject matter expertise.
If you find key members of your subordinate team competing against you, consider reminding them (tactfully) that your success ensures their success and vice versa.
Employers: Enable “chat” or IM at work. IM’g is more efficient and less disruptive than expecting employees to call, walk or shout over cubicles to speak with one another. There are several different secured IM options for business that can … Continue reading
Employers: Telling people that an employee is suing the company can be both effective retaliation and self-fulfilling.
Generally, people do not gain respect from bosses, peers, or subordinates by throwing subordinates under the bus. Instead, throwing subs under the bus causes subs to distrust and fear the supervisor. It also generates conflict as subs will generally avoid … Continue reading
Lunch & Learns are inefficient venues in which to train employees. Usually, employees are distracted by the food, noise, or hunger and unable to fully absorb the information. Instead, try other ways to motivate employees to participate in and attend … Continue reading
If you’d like to maintain cohesion and respect between you and your team, and your team and others, do not complain to your subordinates about problems with your boss or other leaders within the company. By acting as a buffer … Continue reading
If you’re afraid of losing a key employee, hedge your bets by allowing the employee to hire a person as their right hand. Being involved in the process of luring a person to the department and then mentoring the person … Continue reading
If you’re ordering a meal in with colleagues, accept that you may disappointed and prepare a response if you don’t receive what you ordered. You could lose the respect of your colleagues, even frighten a few, if you lose your head over something that will be … Continue reading
To establish and maintain goodwill, let others win every once in a while. Generally, people are disinclined to help people who insist on being on top 100% of the time. Also, let people know that you are grateful for the contributions … Continue reading
To accelerate skill development and acuity, assign challenging projects and responsibilities that are just above the employee’s experience and understanding. Give them time to work through the project and responsibilities before stepping in. This puts the employee in the position of … Continue reading
Set clear and realistic deadlines for employees. Deadlines establish parameters of expectations and goals for the employee.
Give your employees some space. Try to trust them. Don’t suffocate them!
Generally, the comfort or discomfort of your employees in the workplace is a reflection of your management. There’s no reason to take your frustration out on your employees. If you have negative news or feedback, strive to deliver it in … Continue reading
Gather all the information and identify solutions before approaching your manager with a problem or a question. Think ahead and try to anticipate any and all questions that your manager might ask about the subject. Develop answers to the questions prior … Continue reading
If you are a manager, your responsibility is to alleviate the burdens of your manager. If you want to be a manager, you’ll strive to alleviate the burdens of your manager. Alleviating burdens requires judicious use of your manager’s time, on … Continue reading
Following are ideas for motivating employees. Create a contest for employees to identify the top ten reasons to work at your company that will be used by the company in marketing employment opportunities. Assign mentors and peer-buddies to new hires. … Continue reading
If you’re questioning something you’re going to do, or plan to do something extreme, consider the following. How will other people perceive your action? What are the most likely consequences and outcome of your actions? How will you feel about … Continue reading
Managers, it is a tense market. To make things easier on and ensure vibrant returns from your employees, try to facilitate an environment of security within your group. Identify and implement ways in which to reassure your employees that their employment is … Continue reading
Recruiters: to ensure success with your recruits and employers, manage everyone’s expectations and be realistic. If you’re dishonest or overly pushy, most likely the parties involved will perceive it. If you don’t accurately or adequately represent their interests, most likely they … Continue reading
Managers: if you have an employee whose knowledge or expertise is key to making an informed decision, but, that employee does not contribute to meetings or discussions regarding the underlying matter, take care! Generally, this is symptomatic of a disaffected … Continue reading
Managers: Encourage feedback from your subordinates regularly. Informally inquiring into how a subordinate feels a process can be improved promotes the sub’s involvement in the process. It communicates respect for the subordinate’s contributions and provides an opportunity to learn from and … Continue reading
Don’t immediately involve your Supervisor in interpersonal conflict. Try to resolve it yourself. If you’re unable to, give it a month – ignore the conflict and avoid any attempts to draw you in. Smile and maintain a positive affect. Most people … Continue reading
Who’s training who? Questions are a constructive tool for employee and service provider development. It requires an upfront investment that produces long term results. Questions can be used to guide employees through a cognitive process, enabling them to understand how … Continue reading
The perspective of many decision makers has become excessively short-sighted. In order to maximize short-term gains, EPS, and management bonuses, these ‘deciders’ are perpetually delaying important investments in staffing and capital resources – investments that would improve efficiencies, boost employee morale … Continue reading
Spelling and grammar is very important in professional communications, especially during the interview process. Not following simple rules, such as when to use “I” versus “me” or using “get” to mean everything thing from “understand” to “obtain,” may communicate poor … Continue reading
Accept every invitation you can, whether it is an invitation to join a workgroup for pizza, a former colleague for happy hour, a neighbor’s pool party or a friend to an exhibit. You never know what opportunity might arise from developing and maintaining … Continue reading
Do not speak for a person with whom you are not closely acquainted, or even suggest how that person might think or respond, unless you have conferred with that person in regards to the subject matter or been authorized to speak on behalf of that … Continue reading
Do you find yourself changing your behavior in order to avoid conflict with one of your subordinates? For example, do you limit who may review the employee’s work or with whom the employee is assigned to work because she’ll disrupt … Continue reading
Interviewers: dishing on former employees is as much a faux pas as an inteviewee dishing on a former employer. It looks bad and communicates that you will do the same to future employees. You will lose good, ethical candidates by doing this.
Learn to forgive and move on, even when others will not. Our professional fields and social networks contain a finite number of people, making the world a much smaller place than expected. Future opportunities are reduced by each severed connection. You’ll look … Continue reading
It is not appropriate to have a meltdown at work – especially several meltdowns within a few months. If you’re having multiple meltdowns at work, stop using your coworkers and manager as emotional crutches and seek professional guidance. If you feel that you are about to … Continue reading