Robert Lentz — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily
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Robert Lentz

Team management wants to pay a football star a crazy number of millions of dollars per year, but his agent would like just a smidgen of an increase over that already astronomical amount, or the man with the golden arm walks. How many times have you shaken your head over the greed displayed in a situation like this? But if you were that football player, you’d likely make a similar demand.

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As I write this, the local pro football team is engaged in a familiar dance with an emerging star: Management wants to pay him a certain crazy number of millions of dollars per year, but his agent would like just a smidgen of an increase over that already astronomical amount, thank you very much, or the man with the golden arm walks. How many times have you shaken your head over the greed displayed in a situation like this? But if you were that football player, you’d likely make a similar demand.

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As the founder and CEO of Leadership IQ, Mark Murphy has advised on the hiring processes at hundreds of companies—and in doing so, has slowly revealed commonalities among job candidates when they speak during interviews.

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Before that little white lie escapes your lips, consider the full range of all-star excuses, ranked here from worst to best.

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Goal-setting focuses energies, opens lines of communication and keeps everyone on track. That’s where an IPP comes in.

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Before you launch into an unfocused round of tired and outright useless queries, you may want to brace yourself for Gerald. See, Gerald’s the interviewee you never expected: the one who intends to throw your poorly conceived softballs right back at you.

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Want to know why retaliation claims turn out so well, so often, for angry employees? Look no further than basic human psychology, says attorney Deborah S. Adams of Frost Brown Todd LLC: “Juries ‘get’ retaliation claims.”

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The wheels of business stop for no one, and when an employee goes out on leave—FMLA or otherwise—it’s surprising how quickly the inconveniences mount. The urge to pick up the phone or dash off a quick email to ask a simple question just to keep the wheels moving is powerful, but pause for a moment before you do it and ask:

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A new management approach known as Radical Candor is generating buzz and raising eyebrows. It calls for the kind of direct confrontation and painful truth-telling that’s traditionally considered verboten in the workplace.

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HR must be careful in weighing what it’s gaining against what it could be losing.

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