If you don’t make an apology the right way, it can go unnoticed or even backfire on you. Here are some tips.
One of your star employees, Hal, is peerless when it comes to handling customers, but he consistently doesn’t comply with internal procedures. For example, he fails to complete paperwork or seek proper approvals when he processes orders over $1,000. What would you do?
CareerBuilder.com asked hiring managers which résumé terms were a turn-off. Here are the top five.
Here are five tips for winning respect and loyalty from those whom you supervise.
Facing a choice with ethical implications? QMR—The Respectful Workplace Company—advises keeping alert for these red flags.
During delicate conversations when you address sensitive issues with employees, it’s the subtle things that count. Beware of seemingly minor but disruptive listening patterns that can inflame a conflict.
The next time you hear a motivational speaker intone, “People have to want to change,” head for the door. Such nonsense stymies the best managers. In truth, change is typically imposed on people. They don’t like it, and they enter it kicking and screaming.
It’s only normal when you have a priority project that needs to be done right the first time that you turn to one of your top-notch employees. But when you start handing your top talent tight-deadline, high-priority projects day after day, you’re no longer offering them a challenge. You’ve crossed the line into “dumping” territory.
Ruby Tuesday, Inc. will pay $575,000 to settle a class-action age discrimination lawsuit filed by the EEOC. It alleged that Ruby Tuesday engaged in a pattern or practice of age discrimination against job applicants who were 40 years of age or older at six of the chain’s restaurants.
When an employee’s candy bar got snagged in a vending machine, he got a little out of hand: He banged on it and rocked it. When the 90-cent Twix bar still didn’t fall, he got way out of hand …