Winning with Employees
4 Mistakes That Ruin Your Team-Building Initiatives
Maybe you’re trying to overcome the February Blah’s. You might be trying to inject a
Maybe you’re trying to overcome the February Blah’s. You might be trying to inject a
Generally speaking, there are two approaches leaders tend to take: Inspiration and Perspiration. Some prefer to inspire
“Why did Susan get the promotion instead of Andrea?” one colleague asks another. “Andrea has
What can really kill a positive team environment? When we conduct our workplace assessment surveys, here are three of the biggest team killers we find
Have an Employee Who’s Always Late? Here’s What to do. You have employees who
Most of us, when faced with this situation, employ a very common, yet very limiting, strategy. We take a kind of “proportional response” approach when an employee lies to us. The problem is – it’s absolutely the wrong thing to do.
Sometimes he appears judgmental, as though he is ‘above it all’. Sometimes he just looks uninterested and disengaged. Learning new things is definitely not his thing…
One of the hardest decisions a manager ever has to make is what to do with the employee who is almost good enough. He(she) is almost up to speed. He’s almost meeting his sales targets. He’s almost getting his projects done on time. The quality of his work is almost there, etc.. These employees are so close to achieving your expectations you can almost taste it – but they never quite get there.
One of the common traps that managers and supervisors find themselves falling into is
You find yourself constantly having to recheck their work, and often end up simply redoing it yourself – because it’s just easier that way. (Do you really have the time to do your job and someone else’s as well?)