If you’re in a position of leadership, you’re most likely (hopefully) reconsidering your company’s approach sexual harassment policy.
All in Developing staff
When tensions run high at work, especially between managers and employees, sometimes, the best thing to do is nothing.
There are a lot of small infractions that an employee may commit that are not warning worthy.
Firing employees is never fun. Getting yourself prepared to deliver the termination message is also not an easy task.
360 degree evaluations can offer a manager insightful feedback regarding how others perceive and experience her.
If your company has an Open Door Policy, think carefully about what that means for you. At first glance, an Open Door Policy sounds great—it can create an open, less hierarchal work environment.
Quality Management means making sure that the work you’re doing, the services you’re providing, or the product you’re producing, have a high quality.
Creating a tiered perks system that favors employees who demonstrate loyalty is a way for companies to spend a little and get a lot.
I’m a fan of boundaries. I don’t divulge too much about myself at work.
After working for several companies with varying degrees of formal policies, both written and implemented, I have some ideas about policies that employers should consider in order to prevent their best talent from fleeing.
I recently wrote about Situational Leadership, and the ways to approach varying levels of skill and motivation on your team.
A few years ago I participated in a training on Situational Leadership, an approach developed by Kenneth Blanchard and Paul Hersey.
When you manage a team of people, there is a ton to learn about them—their productivity, their relationships with each other, what keeps them motivated—etc.
The day to day tasks of a manager are often unclear to those under her supervision.
What a gift it is to work with overachievers!
When I first started telling people about the idea for this blog, I was welcoming ideas that I could write about.
I don’t know about you but I really don’t like giving people constructive criticism or negative feedback.
Delegating assignments can be very hard for a few reasons.
Everyone makes mistakes. Our natural response to messing up is to hide it.