In what could be a groundbreaking case, the National Labor Relations Board filed an unfair labor practice complaint last month against a Connecticut company that fired a worker who complained about her supervisor on Facebook. This is the first case in which the NLRB has argued that workers’ criticisms on social networking sites are protected activity.
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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As an HR pro, you may have had to guide managers through tough decisions about which functions, jobs and people must be preserved as your organization digs in to survive tough economic times. Don’t neglect your own department!
Never have more partners than you can fit in an elevator. It’s a comment that seems like a joke but is deadly serious when you’re starting a business. Too many partners will create conflicts you don’t need. Even the most bonded of partnerships will fray under the pressure of competing interests. Here are three tips for working as partners successfully.
If an underlying tension exists between you and a co-worker, now’s the time to address it. While it may be easier to ignore it, such tensions can mushroom. Use these techniques to reverse the momentum of mounting conflict: