All in Being a good boss
If you’re supervising…
When you’re a manager of managers, you have a big…
First of all, I’ve been an anxious employee from time to time—who hasn’t?
Micromanaging can be the unfortunate result of a series of issues that your boss may be experiencing.
I’ve seen this so many times—and I may have tried this a few times in my early years as a manager: when you attempt to change someone’s personality to fit their role.
Have an employee who responsibly resigned but is now checking out in her last few weeks on the job?
Strengths-based management means tapping into your team’s talents and allowing them to shine as much as possible in their roles.
Micromanaging is often talked about as a terrible practice because it undermines the capabilities of employees.
I recently wrote about letting your team fail, and how that can be really hard—especially if you have to find the patience for them to learn a lesson that you’ve already learned.
Knowing when to address your employees as a group or individually depends on the percentage of your team involved in the issue or infraction.
Sick of your usual methods of showing your appreciation for your team?
As a manager it can be hard to let go of all the details.
It can be so hard to watch people fail—but it is a critical piece to being a good boss.
When I was 17 and I got my driver’s license, I was over the moon with excitement about the freedom and possibilities this would bring.
There’s a bit of a learning curve when you first become a manager.
There’s a silly yet popular practice in management that we need to rethink.
As the first line representing leadership, middle managers are the ones who are accessible to the majority of employees.