A successful manager is someone who is not only a positive leader in the workplace, but also someone who is compassionate, approachable, and very likable among their employees. Successful managers are hard workers who are dedicated to the success…
Hard work and patience are necessary to get a promotion, but sometimes they are not enough.
Passed over one too many times on the job? You might want to self-examine for the reasons why.
Most workers want to move up in an organization: they need more power, move away from a tedious job or just get the keys to the executive washroom.
Advancement is usually a combination of hard work and perseverance. Unfortunately, there are times when it is not enough.
If after all your energy and effort, you still have not received a promotion, it might be time for a little self-assessment.
Six reasons you might not be getting that promotion you want:
Not every employee is a superstar, but everyone can provide exceptional performance.
Five brilliant ways to get great things from even the most mediocre employee.
Not everyone is a superstar! However, the secret to success is not filling a company with exceptional workers, but getting the best out of the ones you have.
This can be accomplished no matter what skill level they possess.
Promote a feeling that every employee—even average ones—can succeed beyond their potential, your organization will achieve greatness.
Five brilliant ways to get extraordinary things out of average workers:
There are practically as many management styles as there are managers. That could be a good thing.
Four steps to developing your own management style.
What is the right approach for some groups of employees may not work for others.
Since management styles are (slightly) different for each person, the path to becoming a skilled manager is doing what works for you. It starts with taking inventory of yourself, recognizing which management traits will promote improved productivity in your employees.
Four steps to developing your own management style:
Management coaching is always a challenge, and the most successful managers know it.
Few will argue that an excellent manager is also a good coach; they understand and work with employee strengths, as well as support team members to shore up weaknesses.
There is no one solution for what makes good management coaching, but various traits combined; they allow managers to respond to the challenge.
Want to brush up on management coaching skills? Start with these three issues: Continue reading “Management Coaching Skills: 3 Ways to Get the Best!”
In the past few years, performance reviews have come under considerable criticism.
Innovative managers think it is time to ditch annual, structured performance reviews.
To a growing number of managers, one-sided, employer-administered performance reviews are little more than a “dog and pony show.” It creates negative performance, a roadblock to significant business communication and is the primary reason for low morale at the workplace.
Even the knowledge that a performance review will take place harms daily interactions and teamwork.
It was not always this way. Originally, management used performance reviews to inform employees about what they are doing right—and wrong. They provided insight on performance, as well as ways to improve productivity. Over time, the original goal has changed—quite a lot. Continue reading “Managers! Time to Ditch Performance Reviews?”
Human resources can be an indispensable element in any organization.
On the other hand, through bureaucracy and stagnation, human resources can also hold some businesses back.
Four signs you it might be time to fire your human resources people:
They always agree with management.
The best HR people are not rubber stamps for management. It might be right for a manager’s ego, but a human resources person who always agrees with management is far from doing their job.
The purpose of HR is to support the business, but there are times when business practices are wrong, or worse. There are moments when a human resources professional must speak up, regardless of the popularity of the practice.
Be careful when you realize your HR person never says no to management. They may not have the true interests of the company in mind.
They are too strict with the rules.