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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When hiring people who tout themselves as Microsoft Word “experts,” here’s a way to see if they really know how to use the software: Ask them to send the résumé in Word format, then simply click the Show/Hide button. It can reveal telltale signs of rookie moves.
More than ever, top execs are seeking HR professionals with business skills to help shape organizational strategy. Here are the top business skills that experts and surveys say executives want in HR professionals ...
Often, we use a software program because it's available, not because it's the best one for the job. And rushing to buy a new program also can cost you more in time and trouble (on top of the dollars) than if you'd made do with a program already loaded on your computer. Before choosing which program to use for a job, answer these questions:
Feel exhausted, even on a vacation day? That’s one sign you’re being bullied at work, according to a “you know you’ve been bullied at work when ...” checklist by Workplace Bullying Institute. Other signs that you’re in the bully’s bull’s-eye:
Take every internal discrimination complaint seriously—and take quick action, too. Why? If the employee doesn’t think your response was adequate, an EEOC complaint will probably follow. And that can spell big trouble if the EEOC decides to expand its investigation beyond the specifics of the original complaint.
Employees who believe they have been sexually harassed may initially make only vague complaints about conduct that makes them uncomfortable. Then HR professionals have to decide what course to take. Should you launch a full-scale investigation? Or should you take the complaint at face value and ignore it?
Some employees can’t or won’t acknowledge that they aren’t meeting their employer’s expectations. They ignore negative evaluations, don’t follow through on improvement plans and won’t take direction. You may have no choice but to fire the employee. If you do, don’t worry. Careful documentation will stifle any later lawsuit alleging some form of discrimination.