Leaders & Managers

From the nitty gritty of daily management to addressing your aspirations of leadership, this section for leaders & managers tells you how to make strong leadership decisions, build effective teams, delegate and stay above the everyday management muddle.

Get tips, strategies, tool and advice on: performance reviews, preventing workplace violence, best-practices leadership, team building, leadership skills, people management and management training.

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Issue: OSHA "dramatically" increased the number of its most serious kind of violations that it handed out in 2004.
Risk: Negative inspection results can trigger big fines and sales-killing publicity. ...
Job reviews shouldn’t be paper-moving programs that return zero value. Here are five symptoms that warn of trouble in a supervisor’s appraisal process, according to Joan Rennekamp, HR pro at the Denver law firm of Rothgerber, Johnson & Lyons: 1. Employees are unpleasantly surprised by the ratings. Performance appraisals shouldn’t contain surprises. They should be […]
It happens to top male managers with the best of intentions: You evaluate a poor-performing female employee and, instead of citing her problems straightforwardly, you unknowingly ignore or soft-pedal them. This is a fairly common problem. Research indicates that male managers give female employees performance reviews that are not as forthright as those they give […]
As part of his age-bias lawsuit, James Halloran claimed that his employer's HR director signed Halloran's signature to the bottom of a negative performance review. At trial, the company admitted to ...

Even if your co-workers are your only customers, applying the principles of great customer service will allow you to sell your skills at a premium price.

We've all dealt with office martyrs who choose to do things the hard way. They put in long hours and much labor on simple tasks that could be handled quickly.This sort of game can be a real drag on your team's productivity and morale. Try the following strategies for making your team a martyr-free zone.
As a manager, you need to orient new hires by pointing them toward success and letting them know how to get there. Something this important shouldn't go unplanned. Some basics:
There's no better way to find out how well your team is performing (and whether you're getting better or worse) than by asking the people you serve. Whether these customers are inside or outside the organization, they can provide more important information than any other possible source.
Several applicants over age 40 complained to the EEOC about age bias after they were turned down for admission to a maritime training apprenticeship program. The EEOC sued the program and ...
It's not that hard for an apparently solid team to break apart into a collection of cliques. Here's how you can stop this problem before it starts: