Managing People at Work (Page 26)

Managing People at Work

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How to guide employees who miss the big picture

When technically competent employees lack situational awareness and judgment, they can drain resources, damage relationships and derail projects—all while believing they’re doing excellent work. What these employees share isn’t a lack of ability or motivation—it’s a fundamental disconnect between th

Start planning now for office spring cleaning

Ahh, spring is in the air! Well, not quite yet. But spring cleaning should be. It’s time to open your planner and designate a day within the next few months to refresh the entire workplace.

Demotion or termination? How to make the call

If you’re faced with an employee who isn’t a good fit with his or her current job, is termination the answer or is demotion a better alternative? The answer is, of course, it depends.

Title alone doesn’t make ‘supervisor’ exempt from overtime

It’s up to employers to make sure exempt employees perform the genuine duties of an exempt employee. Simply calling someone a manager, executive, professional or highly compensated worker isn’t enough. Their job as performed must meet the test, too.

3 ways to improve how you talk about performance with your employees

There are still many companies that provide the mandated annual or semi-annual performance review. Using standard forms and grading systems, these are obligatory and outdated. Unless it is driving performance success, why do it? Today’s employees benefit more significantly from frequent and recurrin

Tackling uncomfortable conversations with confidence and respect

Few responsibilities weigh on managers quite like the need to address uncomfortable workplace issues with their team members. Yet these conversations, though difficult, often prove essential for maintaining a productive, respectful environment where everyone can thrive.

Are you taking advantage of bottom-up efficiency initiatives?

A forward-thinking manager stays on the lookout for strategies to enhance organizational efficiency. Whether it’s streamlining, enhancing communication, automating or improving methods of operation, this can save time, boost productivity and increase profits.

Perfecting the art of effective one-on-one meetings

Employees need consistent feedback, recognition of their value and opportunities for continuous learning. Research demonstrates that addressing these needs increases employee well-being and engagement, which directly enhances productivity, performance and retention. The one-on-one meeting—when condu

Your 5-step plan to defuse a toxic employee

Just as a toxic chemical permeates an area and dangerously affects anyone around, the words and actions of a toxic employee negatively impact a workplace. The problem goes beyond the unpleasant individual. Toxicity spreads in a pervasive way that lowers morale, increases stress levels and frustrates

Review development programs to ensure inclusion

To protect against reverse-discrimination charges, thoroughly review all your training and development opportunities to ensure they don’t violate Title VII of the Civil Rights Act and other anti-discrimination laws. Here’s what to look for when you review your development programs.