Hiring is expensive, but hiring the wrong person costs a whole lot more.
How much more? Try an additional $14,900.
And the really bad news? Nearly three in four managers (74%) say they’ve hired the wrong man or woman for the job.
That’s the latest from the folks at CareerBuilder.
And it snowballs.
Ask any employment lawyer the first rule of thumb for workplace documentation and she or he will tell you:
“If it isn’t in writing, it didn’t happen. Period.”
OK, that may not be totally true, but it’s a good guideline.
Yes, it’s a chore and many of us aren’t certain what to do when documenting employee behavior.
Hint: It ain’t just the bad stuff.
To light a fire under employees – and keep it burning – be an inspiration.
Employees with inspirational bosses are engaged, productive, reliable and loyal, a Gallup poll found.
Almost all of those who don’t have an encouraging boss are actively disengaged.
How can you inspire employees? Do what inspirational bosses have in common:
No matter how talented you are, having to have a difficult conversation with an employee is not something you look forward to.
Not only does it cause anxiety, such conversations can be morale-sapping and are full of legal minefields.
So it is key not to make mistakes when having those conversations. Here are the 10 biggest mistakes you can make.
It may seem harmless, but avoiding telling an employee the truth during a performance evaluation can be a really expensive mistake.
Yet many managers do just that – sugarcoat performance reviews.
They give a pablum review, steer clear of giving the employee an honest appraisal. And stamp it “Satisfactory, meets requirements.”
In the long run, they pay for it — one way or the other.
Get the full picture with this ResourcefulManager SlideShare.
Hate speaking in front of a group? Aren’t receptive to negative feedback? Worried that you’ll fail?
It’s OK.
Most leaders feel the same – at least a little – at one time or another.
But if you recognize and work around the most common leadership fears that hold back good leaders you’ll become a great one.
Here are the six most common fears people in leadership positions face and tips on how to overcome them.
Not all bosses are created equal. Some may be born leaders, but most of us have to learn how to master the role.
But even if you’re doing a great job of leading your team, there’s always room for improvement, right?
And the good news: 70% survive their leadership weaknesses, says Jack Zenger and Joseph Folkman, authors of Speed: How Leaders Accelerate Successful Execution.
But first, you need to identify your weaknesses. Here are five common leadership liabilities shared by Business News Daily – and how to turn them into assets:
Storytelling isn’t just for the office gossip anymore. It has real leadership advantages.
Managers can more effectively sway people with stories than with logic. A well-delivered tale can win hearts and minds.
Here are the keys to effective storytelling:
Let’s say you have two employees who are struggling and need to change course:
Darlene is quiet, sensitive. Carla is abrasive, defiant.
Neither is easy to deal with, especially when you need to have a difficult conversation.
And doing that in today’s workplace makes it even more complicated.
Is there a middle ground – a way to deliver tough feedback to a wide variety of employees?
Or must you scream, rant and rave with some and sandwich it with niceties for others?
Dorothy Parker, the satirist, is famous for saying, “If you have nothing good to say about someone, sit next to me.”
Someone like Parker is likely employed at your organization. These are the folks who live for the scraps of information – negative or positive – that are traded day in and day out in most workplaces.
Office gossip and the office grapevine are as old as the workplace and as difficult to manage as the people and processes in them.
People can rarely resist “spilling the beans” when they hear a juicy tidbit of information, whether it’s about work or a colleague.
