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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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Struggling with worker retention? Turn to an often untapped group for insight—people who remain with a company throughout their career.
A good night’s sleep helps with job performance, but do you know just how much sleep really counts? Here are the top warning signs you need more than a nap, courtesy of Nectar.
Here are some of the common contributors to employee burnout, and how you can work to prevent it.
Many people, including those in leadership positions, tend to overthink things. My grandfather, fortunately was not one of them. I’ve codified the wisdom Grandpa Charlie passed down to me, and a glimpse of this knowledge is here. It’s a set of strategies leaders should remind themselves of from time to time.
When we watch a puppy push its head forward eagerly at the promise of being scratched by a caring hand, guess what? We're watching ourselves. Walking around in a $400 suit doesn't make us want that gentle head scratch any less.
Does just the thought of negotiating make you nervous? Follow these 10 tips for a successful—and—stress-free negotiation.
Well-written performance goals help energize employees and point them in right direction. But some managers and HR pros have trouble finding the right words. Here are 10 phrases to adapt, from 2600 Phrases for Setting Effective Performance Goals by Paul Falcone.
Different employees crave different things from their managers. Here’s practical advice you can give the bosses in your organization. You’ll help them focus on the managerial qualities that matter most to employees—and forget about the window dressing workers don’t care about.
“Rather than try to get people to move to your preferred communication platform, go to theirs!” explains leading networking expert Ivan Misner, Ph.D.
Sometimes, we all need a little fear to remind us of what is truly important. There are three things we must remember about fear.
Turnover rates are expected to continue rising to record-high rates fueled by a number of economic, demographic and social factors. The good news for businesses is that most turnover is preventable.
“There’s a great value and power to saying ‘I’m sorry’ and ‘thank you’ in the corporate world. The first time someone apologizes or says a genuine ‘thank you,’ the whole environment shifts.”
You may dread confronting employees face to face about performance issues. But employees are far more likely to accept your critique and commit to improvement if you present those problems in a fair, concrete and "problem-solving" manner. Use these six tips as a framework to guide your discussion:
Getting applicants to sign on the dotted line requires commitment and creativity. Here’s a look at measures companies can take to boost their appeal to prospective workers.
A hand-written note wishing co-workers or employees congratulations is a powerful way to recognize the achievements or milestones in their lives. Follow these tips to write a truly meaningful one.
To be both fair and professional at work, you must strip away your biases and preconceived notions and look at all situations objectively. Murray Nossel recommends using the “What happened?” method to do just that. Here’s the gist of it.
If you feel your employees are lacking accountability, you could very well be to blame. It’s not a problem you can just ignore, so take these steps to boost accountability among all your employees.
More of your peers are finding they need to promote and prove the worth of learning programs they run. So they’re turning to the annual-report concept.
Now is the perfect time to sit down with employees, assess how far they’ve come—and determine how far they still need to go.
Q. We’re thinking of surveying our entire workforce specifically about their morale. Do you think that’s a good move, or might it come across as weak?
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