If you suspect you’re underpaid, the topic is worth broaching with your boss. But build your case first. Five guidelines: 1. Check online salary calculators. 2. Leave co-workers out of it. 3. Realize need isn’t a credible reason for a raise. 4. Quantify your worth. 5. Seek creative solutions.
After 4,560 shows, Oprah Winfrey stepped down as a queen of daytime TV. Her last moments on television drew more than 18 million viewers, which leads one to reflect: How do you build a brand like Oprah?
If you’re in a supervisory position, don’t wait until it’s time for a formal performance review to dish out the positive words. Here are six guidelines for effective praising, from Bob Nelson, author of 1001 Ways to Reward Employees:
An employee at Capital Title of Texas refused her boss's request to dye her gray hair and was fired. As you can guess, she sued for age discrimination and is awaiting her day in court … probably in front of a gray-haired judge.
If I had a dollar for every time I’ve heard an executive complain about HR … Why the bad rap? Is it deserved? What’s more, how does HR change it? Here’s how: 1. Just say "no" to no. 2. Avoid foolish consistency. 3. Speak their language. 4. Don’t forget, you are management. 5. Become mission critical.
Key to engaging in the Twitter conversation is developing a healthy-size list of followers—people who sign up to see your posts in their Twitter stream. And one of the best ways to do that is to write such content-rich tweets that others retweet them. Tips for writing Twitter posts that others will retweet:
Now that Congress has finally approved a debt ceiling agreement, you can expect another issue to gridlock both chambers now: tax reform.
Since my compulsion is to look at most things from a leadership angle, here are a few lessons I’ve learned so far from the practice of yoga: 1. Every day is different and is its own day. Yesterday is over. 2. Improvement comes incrementally, then suddenly. 3. Breathing can focus you. 4. Invest in your team and the results will follow.
Imagine a company with 100 middle managers, all smart, all hard-working. Who will get the plum promotion? Who will eventually land in the corner office? There are five essentials that most CEOs share and look for in people they promote.
Thirty years ago, Epcot opened, and Walt Disney Co. completed its original vision of the Disney theme park. Then its creative design and development team asked: Now what? Where could the company go next? To find the answer, Disney leadership called in Ron Alexander, a therapist and meditation teacher.