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.
Your employees want a more casual work environment, but you feel this looks unprofessional to clients.
Managing an employee who is either hot or cold
Your two bosses can hardly stand each other, and you're in the middle.
Some managers hire temps and then pray that the newcomers don’t get too far behind or make too many mistakes. But there’s a better way.
Quiet employees are often excellent workers, but you may want to break through their silence and encourage them to share ideas and update you more regularly on their progress. If you find it hard to get them to open up to you, don’t keep trying to launch conversations.
Savvy managers have exceptional “b.s. detectors.” They usually know when someone is lying to them, and this insight give them a more accurate sense of an individual’s character.
An interview with Frank Carney, co-founder of Pizza Hut
When you give a performance appraisal, begin by providing a straightforward overview of how the employee’s doing.
You can’t help it. Without trying, you form opinions of others. When managing your staff, the big question becomes, “Are my impressions correct?”
Once you instruct entry-level workers, it’s important not to hover.
Many management books give tips on how to speak persuasively so that you win over others. But for Dr. David Stiebel, it’s sometimes what you don’t say that counts the most. In his book, When Talking Makes Things Worse! (Whitehall & Nolton, Dallas, 1997), Stiebel offers creative strategies to handle disagreements.
More than 35 percent of American companies admit that they record employee phone calls or voice mail, check employee computer files and e-mail, or videotape employees at work, according to a survey by the American Management Association.
Tired of too much noise in staff meetings?
With all the hoopla about the benefits of teams, it’s easy to forget that some situations call for individual effort rather than group collaboration.
A new study shows that small businesses are hurt the most, on a per worker basis, by internal fraud.
There’s a big misconception out there about what makes a great CEO.
Like pesky ants, demotivators can infest your workplace and prove hard to eliminate. They rarely disappear on their own, which means you must take steps to root them out.
Rather than wait every six months or year to schedule a meeting in which you and the employee complete a two- or three-page form, establish an ongoing mechanism for providing helpful feedback.
When you’re checking on an employee’s progress, phrase your remarks so that you assume he’s doing fine.
Get them thinking and contributing by asking, “Has anyone found a really effective way to...?”