Archive for the Management Category
5 Ways to Recognize and Utilize Talent
Editor’s note: This is a guest post Mike King of Learn This.
Talent is an interesting topic and one that is SO critical in the workforce. Talent makes the difference between the top performers poor performers. It can be cultivated and enhanced. Unfortunately the biggest problem is that talent is not always recognized by those who can see a use for it and individuals do not always see or even know how they can use it. Luckily sometimes talents are obvious and people do utilize them in their life and work, but more often than not, talent is lost because it is difficult to recognize. Here are 5 specific ways to recognize and utilize talent!
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A Letter that You Wish Your Boss Would Write
Editor’s note: This is a guest from Lisa H. (aka RunningBear) of Getting to Zen
What makes my boss so great is that he treats his employees like human beings and not like resources that are there just to help him achieve his goals. Although he is my manager, everything that I do for him feels collaborative (even my performance reviews).
As I was scouring the internet to increase my understanding of boss-employee relationships, I came across a hypothetical note a boss wrote to his employees. What I liked most about note was that it provided great insight on how to establish a good relationship with your boss from a boss’s perspective. I liked the idea so much that I decided to write one of my own.
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7 Ways to Have a Good Relationship With Your Boss
Editor’s note: This is a guest post from Lisa of Getting to Zen. I want to add that this post can also be used for small business owners who need to improve their relationships with their clients. A happy client is just like a happy boss.
I always knew that having a good relationship with my managers was important, however, I didn’t realize how important it was until four years into my career. Looking back on my working life, I could have had many more opportunities for advancement had I worked on building strong relationships with those I reported to.
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Why is the Game Angry Birds so Popular?
There are too many iPhone apps to keep track of. There are over 300,000 apps available on iTunes. When you include all the other smart phone apps available it’s head spinning. One of the most popular apps is the game Angry Birds. It’s #1 in many countries.
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How to Improve Traditional Management Training
Editor’s Note: This is a guest post by Phil LeNir of CoachingOurselves.com. As many of you noticed I’ve been writing more from a personal view of careers and personal development. I published this piece on organizational development because anyone can apply these concepts to their business and life.
There are a lot of management development training programs out there. They help managers and employees to improve their skill sets and become better at what they do.
But what if there was a way to apply self-help concepts to the corporate world? What if managers could train each other, learn through discussions, and be inspired by stimulating material?
Keep reading to find out how we found ourselves doing exactly that.
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How to Use Performance Reviews to Make Employees Happier at Work
Editor’s Note: This is a guest post from Sean Conrad of the Halogen blog
A lot of employees and managers experience performance appraisals as a negative process. This is true even for employees who are generally good performers. At the core, the reason why we experience performance appraisals negatively is because we are being judged and rated by another.
But you could change the whole experience and improve the business value of performance appraisals simply by changing their focus. What if the goal of your performance appraisal process was to find way to encourage and inspire people to be happy at work and to be their best, rather than to critique, rate and rank them?
There are several things an individual manager or better yet an entire organization can do to make performance appraisals a positive experience that encourages and inspires:
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Performance Evaluations from Hell – and how to survive them
Almost Everything I Know about Performance Evaluations I learned in the School of Life
Editor’s note: This is a guest post from Susan C.
Love ‘em or loathe ‘em, performance evaluations seem to be a fact of working life for employees of most companies or organizations. I don’t think I’ve ever actually met anyone who claims to love performance evaluations. I would guess that most people, including myself, have mixed feelings about the ordeal—an observation that seems to be borne out in the research literature on the subject. I have a friend who seems to loathe them and is convinced that not only are performance evaluations a waste of time, but they actually train people to be less–rather than more–creative, innovative, independent and productive. He’s not alone in his thinking. An increasing number of HR specialists are beginning to reach a similar conclusion. They argue that in its current format, the practice is more destructive than constructive, and is a holdover from earlier paternalistic ideologies about the relationship between employer and employee.
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Why Companies Should Allow Their Employees to Work from Home
Editor’s note: This is a guest post from Evita of Evolving Beings
It seems that as technology expands forward, it is allowing more and more people the freedom to not be tied to a desk at their office any longer.
More and more people are either being approached by their company with an option to work remotely, such as from home, or are themselves suggesting the option to their company.
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Freedom – Rehumanize Business Part 3
When a business stops trying to control their employees, the employees begin to feel free at work. This freedom will allow them to feel more comfortable and happy.
Let’s say you have 50 employees who each have 100 Facebook and 100 Twitter friends. That’s 10,000 people that your employees are interacting with. They are talking about you to their friends.
What are they really saying?
Employee Outreach
You should be encouraging your employees to talk about their company, but never force them to use social media. Your employees will share the company’s story with their friends when you treat your employees like the superstars that they are.
This is where freedom comes in. If your people feel that they are free to do what is best for them and the company, they will use this freedom to make both themselves and the company happy.
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Unleash Employees’ Inner Creative Marketing Talents – Rehumanize Business Part 2
You may have read that title and thought, “What does my company’s marketing have to do with work happiness?”
A lot.
70% of business is transacted because your friend told you about a product or service. You probably own an iPod because your friends wouldn’t stop raving about their iPod. You trust your friends to recommend good stuff.
Zappos let’s their employees Twitter on the job. They trust their people to connect with the customer.
I love Zappos, not because they have every kind of shoe on the planet, but because they ship for free, have a 360 day return policy and pay for shipping back to the company if you want to return a purchase. Now that’s worth spreading.
People want to share stuff that makes them happy. It’s up to companies to encourage their people to share their story.
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