Managing People at Work

Building trust is a critical part of leading a high-functioning team. Here are five steps to create an atmosphere of trust in the workplace.

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There is a common misconception that a selfish person makes for an unmanageable employee—perhaps this person will destroy the team dynamic that we all strive for within our organizations? But organizations that don’t pay positive attention to me-oriented employees miss the opportunity to gain highly self-motivated team members who can significantly benefit the organization.

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Career development appears at the top of many lists. Unfortunately, the lists tend to be focused on what employees desperately want but are not getting from their managers.

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Mistakes happen to every person at some point in his or her career. If you never make a mistake in your job, you are most likely not taking enough risks.

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You can’t run your business in a bubble. As tempting as it may be to build an impenetrable barrier to keep you and your employees from sharing any information with your competitors, that strategy is shortsighted.

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Rookie public speakers read from a written speech. They stand at the podium as if they’re glued there. They go on too long, and their presentations are filled with “ums” and “ahs.” Veteran public speakers have transcended these novice mistakes.

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Managers spend a lot of time assigning tasks, then stressing about how employees carry out the tasks and whether each one is completed on time. Mavenlink is an app that makes project management a lot more convenient.

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Some managers tend to evaluate team members based on their most recent positive or negative encounter. This hap­pens most often when a manager has no record of an employee’s performance over the past months or year. It’s not a good way to conduct a review, and it’s not fair to the employee. An increasingly popular and easily imple­mented solution is to create an employee performance log.

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You probably wouldn’t be where you are professionally if it weren’t for an attentive boss who took an interest and recognized your special talents. Now it’s time to pass that favor along by recognizing and cultivating talent among your own employees. Here’s how:

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You want to cover as much as possible, but marathon meetings take up valuable business hours and often leave participants frustrated or bored. Achieve better results in less time with these three strategies:

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