Some people exude negativity because they don’t like their jobs and they don’t like their company. Their managers are always jerks and bad, bad, bad bosses. They are always treated unfairly by their boss and their organization.
They think that the company is always going down the tube and that their customers are worthless. You know these negative Neds and Nellies—every organization has them—and you can best address their impact on you by using these nine tips.
As a result of the strategic planning article, people asked: now that I know what all of this strategic planning should look like, how do I actually make strategic planning happen in my organization? And, how does an organization ensure that once the time was spent on planning, that the planning has an impact?
This strategic planning question strikes at the heart of how to make changes of any kind happen in your organization. Find out how.
In an age-old dilemma, managers perennially ask why employees don’t do what they are supposed to do at work. While part of the responsibility falls on the choices that individual employees make, managers need to shoulder a portion of the blame, too.
Employees want to succeed at work and managers are responsible for creating the work environment in which they can succeed.
Do you know a single person who gets up in the morning and says, “Gee, I think I’ll go to work to fail today.” Many of the reasons employee responsibility fails are due to a failure in the employee management systems. Start with the failure of the manager to provide clear direction.
Are you feeling increasingly unhappy about your job? Are you listening to yourself complain more as each day passes? Are friends at work avoiding you due to your complaining?
Do you find yourself daydreaming about the other things you could do with the time and energy you now expend at work? Do you dread the thought of going to work on Monday mornings to the point of spoiling Sunday evenings with the feelings of dread? If so, then it is probably time for you to quit your job. Take a look at ten possible reasons why it's time to quit your job.
Practicing personal courage is necessary if you want to really resolve conflicts at work. Why doesn't successful conflict resolution occur more frequently at work?
Many people are afraid of conflict resolution. They feel threatened by conflict resolution because they may not get what they want if the other party gets what they want.
Even in the best circumstances, conflict resolution is uncomfortable because people are usually unskilled and unpracticed. They are afraid to hurt the other party's feelings and they are afraid they will get hurt, too. See how you can gain more personal and professional courage.
As an organization leader, manager or supervisor, you are responsible for creating a work environment that enables people to thrive. If turf wars, conflicts, disagreements and differences of opinion escalate into interpersonal conflict, you must intervene immediately.
Conflicts do not resolve themselves and they rarely disappear without some form of intervention. Conflict resolution, with you as the mediator, is essential. Conflict resolution is an immediate priority for your organization.
Don't let your goals and resolutions fall by the wayside. Chances are that to achieve your dreams and live a life you love, those goals and resolutions are crucial. You can focus on accomplishing goals.
Difficult people exist in every workplace. Difficult people come in every variety and no workplace is without them. How difficult a person is for you to deal with depends on your personal self-esteem, your own self-confidence, and the amount of professional courage you are willing to exercise.
Dealing with difficult people is easier when the person is just generally obnoxious or when the behavior affects more than one person. Dealing with difficult people is much tougher when they are attacking you or undermining your professional contribution. See how to deal with the difficult people you find in your workplace.
You're weary. You're frustrated. You're unhappy. You're demotivated. Your interaction with your boss leaves you cold. He's a bully, intrusive, controlling, picky and petty.
He takes credit for your hard work and never provides positive feedback. Moreover, he misses every meeting he has scheduled with you.
He's a bad boss, seriously bad to the bone. Dealing with less than effective managers, or just plain bad managers and bad bosses is a challenge too many employees face every day. These ideas will help you deal with your bad boss.
People in every workplace talk about building the team, working as a team, and my team, but most of them do not understand how to create the experience of team work or how to develop an effective team.
These twelve tips cover the concepts necessary to build a successful work team. Use these twelve tips to build successful work teams.
Top 10 Toughest HR Questions: Asked and Answered
Questions Employers Ask About Managing Employees
Regular emails from readers ask hundreds of questions each year. Patterns emerge about the toughest situations you face in your organizations. These are the ten toughest, but most frequent, questions you send and how-to piece to answer each question you’ve asked. These articles address and answer your toughest questions. Do you see any surprises on the list?