I might give him everything he wants and more, and after a few minutes he’ll be giddy with excitement. But then he’ll ask, “What will my new title be?”
It’s easy to understand why he cares. He’s thinking long term. If he leaves the company, he wants to be able to impress headhunters and potential employers with a fancy title. It can be an instant credibility builder, a simple way to let the world know just where he ranks on the importance scale.
A top priority?
The irony is that inside this organization, titles mean nothing. In fact, they mean less than nothing—they’re downright misleading!
I take the blame for that. While I realize that managers want to feel pride whenever they pull out their business cards, I like to think that there are more substantive ways for them to measure their worth. ...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Keeping unions at bay: What employers can and can't do
- Use contractual limitations to protect company and managers
- Do nonunion employees have right to representation during disciplinary meetings?
- Find your blind spots with coaching