As the chief engagement and brand officer at EHE, Joy Altimare knows how important it is to level-set or benchmark an individual’s health status. Here are the details she shared on a Manage Smarter podcast about how to benchmark a new manager’s status.
Category: Retention Tips for Managers
Managing a team of blue-collar employees in today’s workforce comes with plenty of stress. Your employees are constantly looking over their shoulders.
You have to be at the top of your game to manage the details of the upcoming reduction in force or merger. No matter how careful you are about keeping things quiet, employees soon start speculating about the future of the company and their prospects. How you do manage your way through this process?
If people are leaving your company for one of your competitors, they haven’t felt engaged at your organization. Here’s what you can do to improve the situation.
With all the media focus on millennials and baby boomers, it’s easy to forget there’s another generation sandwiched in between these groups. The Gen X workforce may be small in numbers, but these folks are in their prime leadership years.
Recently, Google updated its management manifesto. The company’s findings may surprise you.
One way to ensure a good source of future leaders who understand your company culture is to check in with your current staff members. In his column for GreatLeadershipbyDan.com, Hunsaker explains how his receptionist became a member of the strategic planning team at Counsilman-Hunsaker.
Your team members care about culture and meaningful work, but they also care about their pay rates. The latest research shows, it’s not so much about what they’re getting paid, but about how they stack up gender-wise.
When’s the last time you heard someone in your company beg to do kitchen duty? Exactly. Kitchen duty is one of those office housework assignments that everyone would like to avoid.
It’s easy to imagine that workers are leaving because they’ve been lured by a competitor with a better salary and stock option deal. The truth is far more uncomfortable for employers to hear: employees often leave because of company culture.
As we near the end of 2017, is your organization thinking about enhancing its learning and development programs to better prepare new managers for their roles? If your company is like most, the commitment to talent development is huge.