Inspiring leader … Quiet problem-solver … Compassionate mentor. Different employees crave different things from their managers. Unless you’re a mind reader, it’s impossible to know exactly what your staff wants from you. But a survey of 500 U.S. employees—published in the book, What People Want, by Terry Bacon—reveals what matters most to workers.
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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The U.S. Labor Department has announced it will no longer individually answer employers' specific questions about complex wage-and-hour issues. Instead of issuing opinion letters to respond to employers' questions, DOL will now offer "administrator interpretations" designed to offer general guidance on how to comply with federal pay laws.
The IRS has issued guidance to help small business owners make sense out of tax changes included in the monumental health care legislation. Although many provisions in the new law are prospective, the small business credit is available in 2010. The credit can potentially offset up to 35% of the health insurance premiums your business pays.
A good sick leave policy includes rules governing how employees are supposed to let their employers know that they’re ill. Employees generally have to follow those rules or face discipline. But there are circumstances under which employees may be excused from following the rules. One of those exceptions: when the employer has direct notice that the employee is ill and may need FMLA leave.
It’s sad but true: Disabled people are sometimes the butt of jokes at work. Whether the disability is obvious or the disabled employee lets co-workers know about his condition, you can expect somebody to say something inappropriate. Of course, some comments might be good-natured teasing. That doesn’t mean you should tolerate it.
Debra Ring thought her chances for advancement at Roto-Rooter were just a pipe dream, and now she’s suing the national plumbing chain. The Cincinnati woman, who alleges that Roto-Rooter has a “tangible glass ceiling” that limits advancement for women, has filed a class-action lawsuit claiming the company systematically discriminates against women.
It comes as a bolt out of the blue: The Florida Commission on Human Relations notifies you that there’s “reasonable cause” to believe retaliation was the reason a female employee lost out on a promotion to a male co-worker. But it was a clean promotion process! How did this happen? As it turns out, this is the “cat’s paw” doctrine at work.