Discipline firmly, but don’t overdo it — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily
If you’re going to level with an employee about poor performance, let the worker help define the consequences. Example: Ask, “What do you think is a fair consequence if you fall below our standards again?” While you don’t need to agree blindly with the answer, this collaborative approach increases the odds of employee buy-in.
These days, every workplace is an open book. Social media and websites like Glassdoor allow people to instantly know which organizations are great places to work—and which should be avoided at all costs. Great employees want to work in great workplaces....Click here to find out more.