American workers can access the Internet, email, instant messaging and other forms of electronic communications from anywhere at anytime. While electronic communication helps people do their jobs, it also leaves a trail. A telephone conversation relies on the memory of two participants, but email and IM discussions can be preserved for years to come. And, given the casual way so many people fire off email these days, that can spell legal trouble for employers.
Management training isn’t just for newbies and novices – managers and supervisors of all levels and all ages need actionable management practices to bring to their department, division or company. Learn how to be the best boss you can be by expanding your management skills, managing change effectively and bring strong leadership into your everyday management practices.
One important way to judge your success as a manger is by the success of your employees. An effective manager isn’t just a boss who can extract the most productivity from his people, but the one who produces great future managers. How can you be sure that under your leadership managers will blossom?
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Do you aspire to work in the C-suite? You can safely assume that top executives will require a prized package of office skills. But most high-level execs say they also want assistants who have the “X Factor.” Love it or hate it, high-ranking executives want employees who can read minds, anticipate needs and supply that indescribable “something” that propels an executive toward success.
Women turn to blogs nearly twice as often as social networking sites to find information and share opinions, according to PINK magazine. Here’s PINK’s list of the top business blogs for women, based on site traffic and know-how:
In recent years, it’s become clear that companies are slow to adopt flexible workplace practices. Employees at award-winning workplaces continue to lament their lack of flexibility. While 80% of Americans say they want workplace flexibility, only a third report having it. There are big barriers to adopting and sustaining flexible workplace practices within an organization. We need to shift our focus from the “why” to the “how.”
Some employees with chronic health conditions believe that getting approved for intermittent FMLA leave means they can take protected time off anytime they feel sick. That’s simply not true. Intermittent leave can only be taken for illness, treatment or flare-ups directly related to a condition for which a health care provider has certified intermittent leave.
People who don’t understand strategy and the big picture can end up working hard on the wrong things, making poor decisions or even quitting out of frustration. Do your people “get it”? To find out, test your team’s ability to discuss the big picture.
Think you have issues with the IRS? At least you’re not Nicolas Cage, star of dozens of films, including the appropriately named “National Treasure.” By the latest count, Cage owes Uncle Sam approximately $14 million in back taxes relating to income from 2002, 2003, 2004 and 2007.