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.
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.”
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:
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.
HR must be careful in weighing what it’s gaining against what it could be losing.
On a mid-October night in an alternate universe, the Cleveland Indians actually defeated the Chicago Cubs in game seven of the World Series to take baseball’s 2016 crown, and in doing so, denied millions of diehard Cubs fans from realizing their century-old dream of winning a league title. What could manager Joe Maddon possibly have said to his team to make such a fictional defeat less crushing? Maybe he could have tried something that, with a little modification, might work for any leader trying to motivate a staff in their worst moment.
This is a chance for a healthy reset—one that can reflect well on the people in charge.
We’ve all had moments of peace and perfect working rhythm disrupted by the boom of a co-worker who always hits uncomfortable decibel levels—and not because of anger or excitement. Some people are just … loud.
Leaders, you have a precious tract of real estate right before you every day. Put it to work by adding components that people identify with success and credibility—and deleting some others.
Get together with staff and try to sort through these brain-burners.