The document discusses whether managers should define what superior performance looks like for employees or leave it undefined. There are arguments on both sides. Defining it could give too much direction but leave employees wanting more guidance. Leaving it undefined risks managers not providing clear feedback. Compensation professionals may favor defining it while learning professionals prefer it be left undefined. Overall there is no consensus on the best approach.
Slide share Strategic Customer Relationship Management & The 7 Sins - compl...Dr. Ted Marra
The attached document goes into more detail regarding Strategic Customer Relationship Management. It represents the beginnings of a new book I plan to write during 2015 based upon my 40 years experience in this field. Let me know if it is helpful so that I can keep it in my plans for 2015. There will be more uploads shortly also on Strategic Customer Relationship Management containing journal articles I have written on the subject over the years.
Fear can be a pretty powerful motivator, but it can also be destructive. Yes, today’s unemployment figures can make every day at the office feel like a cliff-hanger, but the reality is that fear exists in the good times as well as the bad. As human beings, we want to do a good job and we’re essential afraid of doing badly. Afraid of losing our jobs, being demoted, or just disappointing the boss.
10 Golden Rules to Give Feedback to Your EmployeesAli Asadi
1. Department of Labor has stated that the number 1 reason for employees leaving a company is poor communication and a feeling that their efforts are not appreciated.
2. As soon as practical, you must give feedback to your employees about their standards of performance, which includes both good and bad news.
3. Giving feedback is an art you must develop. Your interest is only in the development of employees and improvement in their standards of work.
4. By giving your employees positive feedback (when deserved), you show them that :
• You are attentive to what they do and how they do it.
• Their efforts are appreciated.
• They are further encouraged to perform better.
• Their actions are reinforced.
5. Do not, however, go to the other extreme and give lavish, false praise.
6. Give positive feedback in public, negative feedback in private.
7. Be timely. Try to give positive feedback immediately after noticing a certain activity; give negative feedback within 24 hours. The difference is because you are giving positive strokes publicly, and you do not need to wait for a specific time.
8. Focus on behavior, not the person. Instead of saying “you are habitually careless,” say, “you have damaged the equipment.”
9. Be sure of your facts. Take some time to check in case you have any doubt.
10. Encourage your customers to give good feedback to your employees as well.
what creates employee engagment ? What are the factor for causing disengagment underperformance and finally attrition. This burning issue is addressed by Dr Wilfred Monteiro HRD guru to India's leading business houses
За месяц работы с целевой аудиторией в акции приняло участие более 2000 израильтян - пользователей фейсбука.
Цель проекта: Поднятие продаж алкоголя в период майских праздников
Дата проведения: 01/05/2011 - 31/05/2011
Бюджет: 3000$
Подробное описание: В течение мая 2011 года было проведен интерактивный конкурс, рассчитаный на продвижение ТМ Prime в Израиле в праздничное время.
С нуля была создана страница торговой марки в Facebook.
Анонсирующая страница работала на развитие основной страницы (конкурса).
Основной фотоконкурс:
Задачей участника было сфотографировать свою компанию с продукцией ТМ Prime.
Главным призом основного конкурса стал Ipad.
За месяц работы с целевой аудиторией в акции приняло участие более 2000 израильтян - пользователей фейсбука.
Slide share Strategic Customer Relationship Management & The 7 Sins - compl...Dr. Ted Marra
The attached document goes into more detail regarding Strategic Customer Relationship Management. It represents the beginnings of a new book I plan to write during 2015 based upon my 40 years experience in this field. Let me know if it is helpful so that I can keep it in my plans for 2015. There will be more uploads shortly also on Strategic Customer Relationship Management containing journal articles I have written on the subject over the years.
Fear can be a pretty powerful motivator, but it can also be destructive. Yes, today’s unemployment figures can make every day at the office feel like a cliff-hanger, but the reality is that fear exists in the good times as well as the bad. As human beings, we want to do a good job and we’re essential afraid of doing badly. Afraid of losing our jobs, being demoted, or just disappointing the boss.
10 Golden Rules to Give Feedback to Your EmployeesAli Asadi
1. Department of Labor has stated that the number 1 reason for employees leaving a company is poor communication and a feeling that their efforts are not appreciated.
2. As soon as practical, you must give feedback to your employees about their standards of performance, which includes both good and bad news.
3. Giving feedback is an art you must develop. Your interest is only in the development of employees and improvement in their standards of work.
4. By giving your employees positive feedback (when deserved), you show them that :
• You are attentive to what they do and how they do it.
• Their efforts are appreciated.
• They are further encouraged to perform better.
• Their actions are reinforced.
5. Do not, however, go to the other extreme and give lavish, false praise.
6. Give positive feedback in public, negative feedback in private.
7. Be timely. Try to give positive feedback immediately after noticing a certain activity; give negative feedback within 24 hours. The difference is because you are giving positive strokes publicly, and you do not need to wait for a specific time.
8. Focus on behavior, not the person. Instead of saying “you are habitually careless,” say, “you have damaged the equipment.”
9. Be sure of your facts. Take some time to check in case you have any doubt.
10. Encourage your customers to give good feedback to your employees as well.
what creates employee engagment ? What are the factor for causing disengagment underperformance and finally attrition. This burning issue is addressed by Dr Wilfred Monteiro HRD guru to India's leading business houses
За месяц работы с целевой аудиторией в акции приняло участие более 2000 израильтян - пользователей фейсбука.
Цель проекта: Поднятие продаж алкоголя в период майских праздников
Дата проведения: 01/05/2011 - 31/05/2011
Бюджет: 3000$
Подробное описание: В течение мая 2011 года было проведен интерактивный конкурс, рассчитаный на продвижение ТМ Prime в Израиле в праздничное время.
С нуля была создана страница торговой марки в Facebook.
Анонсирующая страница работала на развитие основной страницы (конкурса).
Основной фотоконкурс:
Задачей участника было сфотографировать свою компанию с продукцией ТМ Prime.
Главным призом основного конкурса стал Ipad.
За месяц работы с целевой аудиторией в акции приняло участие более 2000 израильтян - пользователей фейсбука.
Throw out best practices, double email conversion (15 minute version)A. Litsa
Watch on YouTube: http://www.youtube.com/watch?v=YdFDAjieEpw
We figured out how to increase email-campaign conversion by 146%!
Last summer my team studied post-transaction email with the goal to influence more shoppers to review recent purchases. After much trial and error and one major pivot, we learned something key to conversion: email is a mobile thing.
This eureka moment motivated the team to explore the relationship between smartphones, email campaigns, and website traffic. In this session you will
• Get compelling statistical evidence of the strong relationship between email and mobile
• Hear the story of our trial and error, and what lead to a major pivot in the study
• Learn why and how you can double email campaign conversion too
• Discover the potential impact of mobile device usage in a least two other major marketing channels
• Find out what critical oversight web-analysts make when measuring mobile traffic
Enjoy! And please tweet feedback to @a_litsa
Report on Indigenous Development and the Prime Ministerial Trade Mission to A...Wayne Dunn
This report summarizes the Indigenous Development aspect of the Prime Minister’s Trade mission to South America. The report, and the participation of Wayne Dunn as the Economic Development Advisor to the President of the World Council of Indigenous Peoples is significant. This is believed to be the first time that Indigenous economic development was included as an aspect of a Prime Ministerial Trade Mission.
Wenn man wissen will, was die eigene Applikation so macht, hilft messen. Als Appetizer für diejenigen, die eventuell vor einem ähnlichen Problem stehen. Vortrag bei der PHP Usergroup München.
15Five's Guide To Creating High Performing TeamsDavid Hassell
Managing a team has never been more complex. Knowledge-based workers are challenging status-quo leadership at every turn. How will you keep your A-players, ensure their happiness and call forth their best week after week?
15Five's Guide To Creating High Performing Teams contains helpful management tips on everything from building better relationships with employees to supercharging meetings and performance reviews.
1,304,019 views Jun 4, 2012, 901 amThe Top 9 Things Tha.docxjeremylockett77
1,304,019 views | Jun 4, 2012, 9:01 am
The Top 9 Things That Ultimately Motivate Employees to
Achieve
More From Forbes
Glenn Llopis Contributor
Leadership Strategy
I help organization build high-performance leaders, teams and cultures focused on inclusion and the power of
individuality. Leadership in the Age of Personalization.
12/10/19, 9:31 PM
Page 1 of 8
When you wake up in the morning, what is the passion that fuels you to start your day?
Are you living this in your work? If others asked you what drives you to achieve, would the
answer be obvious? The triggers that motivate people to achieve are unique for everyone.
Many would say its money; more people are starting to claim that they are driven to make
a difference. Regardless of what motivates you and drives you to reach peak performance
– it must be managed and balanced. Too much motivation in one area will weaken other
parts of your game.
Motivation has been studied for decades and leaders in the workplace have used
assessments like DISC and Myers-Briggs to determine their employee’s personality types
to better anticipate behaviors and tendencies. Additionally, motivational books are used
as tools to get employees to increase their performance and / or get them back on track.
While assessments, books and other tools can help project and inspire short and long
12/10/19, 9:31 PM
Page 2 of 8
performance, the factors that motivate employees to achieve evolve as they mature and
begin to truly understand what matters most to them. Therefore, as leaders we must hold
ourselves accountable to build meaningful and purposeful relationships that matter with
our employees. This allows us to better understand those we are serving, just as much as
ourselves.
As a leader, don’t just read the assessment scores, get to know those whom you are leading
and be specific about how you help each of them achieve their goals, desires and
aspirations. The objective should be to help one another and to accomplish this each of
you must identify those things that motivate you both to work together.
To help you get the most from your employee relationships, here are the nine (9) things
that ultimately motivate employees to achieve. As you read this, think of how you associate
with each of them. Share your story and perspectives – and comment about it. This is a
hot topic and the more we can discuss it, we can help one another become better leaders.
1. Trustworthy Leadership
Leaders that have your back and that are looking out for your best interests – will win the
trust of their employees who in turn will be more motivated to achieve. I once had a
department manager that always looked out for me. He was upfront in communicating his
performance expectations and his feedback was direct. He never treated me like a
subordinate and looked for ways to include me in senior management meetings. This
opened my eyes to what lied ahead in my career and thus motivated me to re ...
Learn How To Get An Authority Domain & Create An Effective Site For Amazon Affiliate Marketing
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I'm afraid to ask an executive to do a touchy feely management assessmentLeslie S. Pratch
Knowing before or shortly after you invest in a company whether management can do what you need done and can cope with unexpected change is important, especially in volatile industries. It makes sense to have management assessed with a method that informs you of what the managers can do and how best to work with them for all of you to be successful.
Some investors almost always do rigorous and informative management assessments. But others are very skittish about asking leaders of the companies in which they are investing to be assessed. They say they are worried about losing the deal by asking before it's closed or of straining relationships with management afterwards.
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The Great eBook of Employee Questions Part 2: Return of the Question MasterShane Metcalf
The original Great eBook of Employee Questions was so popular that we created this outstanding sequel. In The Return of the Question Master, you’ll find over 60 new questions along with detailed information about why they are valuable and when they should be asked. Topics include: culture building, employee development, productivity, and collaboration.
The seed of question mastery is within us all, but it must be nurtured like any other skill. We hope that by asking these powerful questions you will receive insightful answers to help you and your team gain a better understanding of yourselves, your workplace culture, and the product or service you are bringing into the world.
LEADERSHIP SELF-ASSESSMENT FOR TALENT RETENTIONNonprofitHR
From my experience, most executive leaders, and especially those with bleeding hearts for their causes, want to partner with and inspire their teams. Most want their employees to thrive and to see staff reinforce their organization’s brand values. Most want to understand who their employees are on a personal level and spend time engaging with them. So, a level-headed leader is never completely shocked when great employees leave nor do they deny being a key reason for the staff member’s departure. And then, there is the out-of-touch leader who is simply unaware of the impact that their actions have on their employees.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
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RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
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➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
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➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
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"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
1. What are the keys to success? How do we explain the fact that over time, two equally
talented people often get dramatically different results? Why is that?
Some people believe success is a matter of luck. Others believe it is the result of talent
or education, or "being in the right place at the right time." Some of us think it has to do
with "who you know," or (let's be honest) that luck maybe does play a part.
Well. I don't think "luck" has much to do with it, except in the sense that some people
have a knack for doing the right things, in the right way, at the right time, and attracting
the things they want in life. And the profound, life-changing truth is that that kind of luck
has nothing to do with magic or random chance!
In fact, the best metaphor for success I've found doesn’t mention luck or talent at
all. I think it's more accurate to describe success as a habit, as a set of behaviors and
attitudes that are repeated every day until they become automatic.
A few years ago, I read that the top sales people in a large insurance company earned
54 times more than the "average" salesperson made in commissions. Think of that--
some people earned 54 times more than their colleagues who were selling the same
products for the same company, with the same training. How could that be?
Were the top people 54 times smarter or 54 times more talented? Would you argue they
were 54 times luckier? Of course not! It turns out, the differences in income were almost
entirely the result of "small differences that made all the difference."
It's true that the top sales people DID make more calls per day--but not 54 times more
calls, just a few extra calls. The top people did return calls more promptly and had
slightly better phone skills. The top people read more, and had a better understanding
of their products, and were perhaps slightly better at communicating with prospects.
The essential piece, however, is that the top people were only a little bit better, and the
things that mattered were the ordinary, routine skills that everyone has to master. It was
the "little things" that made all the difference!
In a couple of months, the whole world will seem to focus on the "March Madness"
national basketball tournament, and you’ll see this principle at work in every single
game. The winners are not necessarily more talented, younger, stronger or richer. Often
the difference between winning and losing is a moment's concentration, or a small extra
effort. I can safely predict that even in the national championships, the difference
between winning and losing will be small, ordinary things that will ultimately make all the
difference!
http://ziaullahkhan.blogspot.com/2012/01/its-little-things.html
2. Effective leaders set their teams up for success. This requires that they avoid any
management practices that could potentially kill employee productivity. Inept leadership
styles come in all flavors, from the disorganized or forgetful boss to the extreme
micromanager. Here are five practices that are guaranteed to sink your workers’
efficiency — and the alternatives to supercharge it.
1. Fearmongering
Fear is a powerful motivator, but managers who regularly threaten job security and
employees’ livelihood run the risk of paralyzing their team. Employees who are afraid to
lose their job may bow under pressure, waste company time looking for jobs “just in
case” or gossip with coworkers — all activities that kill morale and decrease
productivity.
Instead, cultivate a culture centered on trust, respect and engagement. Such a work
environment encourages growth, learning from one’s mistakes and effective
communication. Engaged workers who aren’t afraid of being fired can relax and focus
on doing their best work. Similarly, disengaged workers can destroy team morale from
within.
2. Calling employees out in public
Managers should praise publicly and counsel privately. Criticizing a team member in
front of his peers is embarrassing for him; it also has an awkward, demotivating effect
on his coworkers, who may now be fearful to make a mistake.
If you need to counsel an employee, do so in a way that won’t attract attention or
distract others. This is especially important in offices with glass-walled meeting rooms or
open floor plans, where it’s easy for others to see and hear sensitive meetings.
When I worked in an open-plan office, I’d initiate all one-on-one “development” meetings
with an instant message or a short email that explained why I wanted to speak with the
team member. Then I’d approach the employee and say something like, “Hey, let’s go
take a walk. Will you be free in 10 minutes?” We’d then head to a nearby park, where
we could speak freely. Because the company had cultivated a culture of trust, feedback
and engagement (see No. 1), employees learned to look forward to these “walks” as
opportunities to improve.
3. Avoiding project ownership
Managers who hold the strings in every regard aren’t leaders — they’re tyrants.
Employees who are mere pawns can quickly become disengaged; they have little
incentive to go above and beyond in any particular task.
Employees who have ownership over a project are emotionally vested in its success.
That small measure of recognition builds accountability. An employee who is the point
3. person for a project may go above and beyond to coordinate his teammates, meet
project deadlines and communicate their progress with you.
4. Ignoring top performers
What practices separate your peak performers from your average performers?
Ineffective leaders micromanage top performers or ignore their prowess altogether,
essentially getting in their way or demotivating them.
Good managers recognize and acknowledge high-performance workers. Give these
team members responsibilities that best leverage their skills. Meet with these individuals
and ask what tools they need to do their very best work. Try to understand their work
processes and how they may differ from the rest of your team.
http://ziaullahkhan.blogspot.com/2012/01/5-management-
practices-that-kill.html
Thanks to Marissa Brassfield / Life Hack / Stepcase Limited
Thanks to Philip E. Humbert, PhD, President of Resources for Success!â„¢ and The
Philip E. Humbert Group, Inc.
Sunday, January 22, 2012
Should We Define Superior Performance?
I think most of us agree on the importance of setting performance goals and clearly
communicating performance expectations to employees. Without this, you're left with
something like management by mental telepathy.
But here's a question that has dogged me for some time: Should managers, as part of
the setting of performance expectations, give employees information on what they must
do in order for their performance to be considered "superior"? What it would look like to
"far exceed expectations"? Or is it better, even necessary, that we fall back to
the Justice Potter Stewart position - that excellence is hard to define but we'll know it
when we see it?
I hear more arguments against than in favor of pre-defining superior performance. That
it would give too much - even too specific - direction to workers. That it boxes
employees in and limits the possibilities of what they might accomplish. In a world as
fast-moving and uncertain as ours, these are compelling points. Yet I'm left with the
nagging sense that we're letting ourselves off the hook too easily here.
And here's another angle to consider. In my admittedly unscientific observations, I am
left with the impression that compensation professionals favor predefining superior
4. performance and that leadership/OD/learning professionals typically fall on the side of
leaving superior performance undefined.
Are these sweeping generalizations on target? If they are - why would it be so? Is it
that we who practice in the rewards field feel tend to be too black and white, too linear in
our perspectives and preferences? Or, like me, have too many of us had conversations
with motivated employees who want very much to do what it takes to excel (and to earn
the rewards associated with excellence), but who are frustrated by a boss who refuses
to provide concrete suggestions - or even hints - of what they can do to better their
contribution to the organization's success. For an employees in these shoes, the
response of "I can't tell you but I'll know it when I see it" can feel like a big fat cop-out.
Is it?
Where do you come down on this question? I'd love to hear the thoughts of those both
in and outside of the compensation field.
Ann Bares is the Founder and Editor of the Compensation Café, Author of
Compensation Force and Managing Partner of Altura Consulting Group LLC, where she
provides compensation consulting services to a wide range of client organizations. She
earned her M.B.A. at Northwestern University's Kellogg School and is a bookhound and
aspiring cook in her spare time.
Thanks to Ann Bares / Compensation Café