Category Archives: Supervision
The recent workplace scandals seem to have jumped onto the front pages with a great deal of fanfare. Many long held secrets are secrets no longer. After the requisite heads roll and people are fired or suspended and an investigation has been conducted and reported on, the damage done will […]
High self-confidence and self-esteem can prevent people from improving: if you are not aware of what needs improving, how can you get better?
When managers are not happy with employee performance, they often provide improvement feedback, advising the employee what they want to see. Sometimes it’s general: I want to see an improvement in your communication You need to improve your relationships with the finance department. I’d like to see more employee engagement. […]
When you ask ‘yes/no’ questions, you are often only looking for two possible answers. Sure – that’s more efficient. And everyone these days wants to be getting things done more quickly. But it limits the information you get before you even get it! And information is incredibly useful.
Employee engagement is what organizations are focused on today and the success or failure to create an engaged workforce lies squarely between the manager and the employee. It’s been said that people join organizations but stay because of management.
It doesn’t seem to matter what industry, organizational level, or number of years a manager has in their job; the biggest error I see the boss making is thinking that they need to have all of the answers. It’s not just exhausting for the boss, it’s counterproductive for the role […]
The New Year brings with it resolutions to make this year better in some meaningful way than last year. You many have exciting goals, challenging objectives, and positions to fill with new employees. What should you be on the lookout for?
How can you maintain and foster a healthy workplace for your employees in today’s world of a two second focus?
You can’t undo months of neglect or poor treatment. You can’t magically erase the challenges you were facing while everyone was holding on with their fingernails. But you CAN do some of the things that matter, because they matter now:
The last stage of your Project Team’s existence is not the implementation of the project. It’s not the bow during applause, and it isn’t even measuring the all-important ROI.