Regardless of how important we say accountability is, organizations tend to only bring up the term when there is a complete break down, and an obvious lack of accountability in a team, department or organization. That’s when we tend to unpack the overused business speak, and the Human Resources Department starts a new round of… Read more »
Posts Categorized: Communicating To Manage Performance
Dear Suzanne, A colleague of mine recently attended the EDSI Communicating to Manage Performance program, which has spurred interesting conversation at our Friday manager lunches. While my department didn’t attend, I’m curious about one of the concepts she has mentioned repeatedly. She called it the use of “I-Statements.” According to her, the I-Statement will help… Read more »
Performance reviews have become structured, dictated, and oftentimes the grading system given to them is so sterilized to avoid legal vulnerabilities that they are no longer helpful for either the manager or employee. Your organization likely has developed its own method, forms, and review cycle, which you may embrace or simply tolerate. All criticisms aside,… Read more »
One of the most important elements of communication is clarity. If you are communicating to manage performance you must be able to convey clear performance expectations to your team. But not only is this simple directive more difficult than it sounds, the difficulty is often exacerbated by the depth of your knowledge of the information… Read more »
Professional competence, once assumed to be part of every employee’s professional resources toolbox, has become more difficult to convey and expect. The language of professionalism is all but lost in many work environments, and restoring it will improve performance in the workplace. The Importance of Organizational Culture Professional competence is often a matter of perspective;… Read more »
The average manager spends 30 to 40% of a typical workday giving information to others— in face-to-face interactions, in writing, via the telephone, or through e-mail and other electronic media. Despite this emphasis on conveying information, breakdowns continue to be one of the greatest sources of problems in the workplace. Most managers have never been… Read more »
It is a documented conclusion through studies conducted on employee engagement, retention and high potential performers that the majority of employees don’t quit the job. They quit the manager. When the Gallup organization researched over one million people, in order to discover how to attract and keep talented employees, the findings reinforced that the key… Read more »
Jeff is a talented software developer who recently got his dream job of bringing his network administration expertise into an organization that has an outdated, heavy system. He is enthusiastic about the opportunity to oversee the process from idea through integration. He knows that he can help his new employer develop a nimble, efficient system…. Read more »
In the not-so-distant past, it was much more common for companies to fund employee training as well as continuing education for their employees. Many companies made it more of a priority to invest in the professionalism in the workplace for their employees. Once the economic downturn occurred, many businesses were anxious to tighten their belts,… Read more »
Not all big companies have trouble with talent retention. Instead, some big companies use their size to offer even better benefits to their employees rather than having their employees get lost in the shuffle. A recent CNN article details some of the more unusual perks that some well-known companies offer as a way to promote employee… Read more »
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