There can be several reasons for failure. And sometimes it’s not the employees’ fault, but the manager’s. For example if a manager doesn’t explain the task properly, or makes assumptions and doesn’t communicate the task clearly, a team member would be ill equipped to perform to his or her maximum
This managers‘ dilemma came to my mind today. It reminded me of the philosophy of a certain manager who wasn’t willing to invest in his people’s education, reasoning that they would become too skillful and would in all likelihood leave the company and find another job. My opinion on this
According to the Gallup organization, the engagement of employees worldwide is only 13%. This number is alarmingly low. Taking into account that engagement significantly affects the performance of employees, imagine the better outcomes our teams and companies could have if we boost employees’ engagement. But how can this be done?
Giving feedback is an important part of any managerial role. The standard technique used by managers is the sandwich technique. But is this way always appropriate? What negative effects does it have and when not to use it? The sandwich technique means starting with praise, then criticizing, and returning to
Right now, I’m finnishing my ebook Happy manager. It’s about techniques how to manage and lead your people to make them highly motivated, independent and productive so that you have much more time for yourself.
