With little or no experience in navigating the anxieties of daily leadership, new supervisors and managers can benefit almost immediately from coaching by an objective party. Organizations are complex, and can be scary environments for new leaders. Conflicts and frustrations that might lead to poor performance–and even turnover–can be somewhat easily and quickly short-circuited.
Too many Strategic Plans sit, dustily, on your bookshelf. What a waste. Whoever helps you write the plan needs to stick around for at least the beginning of the implementation.
During this “Mass Resignation,” when employees are leaving their jobs in record numbers, who is taking over when it’s the manager who leaves?
It’s just too easy and lazy to say “people don’t want to work”, or “they’re sitting home getting paid.”
Mutual trust in the manager-employee relationship is critical to productivity, and one of the keys to employee engagement. This issue could not be more salient right now. “How to Manage Remote Employees” is a common subject for business articles today. Employers are nervous, and want to make sure that productivity doesn’t suffer. The first response for many is wanting to know: What is the employee doing right now? When is the employee at his/her computer? What hours is he/she really working? So what a great time this is to improve employee engagement by showing trust. The questions above and the subsequent answers will likely lead to another headline: “How to Disengage and Demotivate Your Remote Employees.” The questions smack of a desire for control, not management. Why can’t … Read more
