There are, unfortunately, some people who seem to spend their entire lives looking for ways to take advantage – looking for loopholes. If there’s a system, they feel compelled to try and beat it
It can be frustrating when an employee seems be focused on doing the absolute minimum, but before pointing fingers at them, make sure they shouldn’t first be pointed at you.
If you’re like most people, though, even though you know how important the skill of listening is, you’ve probably never taken the time to actively improve that skill.
Too often we expect our teams to grow and flourish, but we don’t provide them with the conditions they need to succeed – things such as good working conditions, adequate training or a meaningful support system.
One of the most difficult career moves anyone makes is that first promotion from employee to boss. The people who were your coworkers yesterday are now reporting to you. It is stressful, intimidating, and the transition is rarely easy. There are a lot of things you have to deal with.
If you’ve ever had to deal with an employee who has problems with authority, you know how challenging it is. These are employees who are convinced that they’re quite good at what they do, and that you, the boss, are pretty much a moron. If you have had employees like this, take heart, it’s not just you. The Issues with Authority employee doesn’t seem to like taking direction from anyone.
The Pot-Stirrer loves an injustice. He (she) lives to find real or imagined issues within the company, or even with you. He constantly questions decisions, and, like a dog with a bone, won’t let go of something once he’s got his teeth in it. To make matters worse, he just doesn’t seem to be happy until everyone at work is talking about it. The Pot Stirrer is almost always in the middle of workplace morale challenges.
The ability to motivate the people around you is a tremendous skill to acquire. But how do you do it? Here are three general strategies you can use to motivate other people:
If you are a leader in the healthcare sector, the best time to start developing your team’s adaptive resilience was fifteen months ago. The second best time is now. If you are in any other occupation, the time is still now.
I’ve had the privilege of meeting a great number of people who are considered by their employees as world-class supervisors, managers and leaders. Not coincidentally, these individuals seem to have far fewer experiences with “difficult employees” than most. What are they doing differently? There are a number of things, but here are three of the big ones:
