Some managers spend their time setting goals for and coaching their team members. They’re usually aiming to reach targets set by senior managers. So, what happens when the manager’s manager isn’t setting the right targets?
Managers count on team members to be productive every day. And to ensure commitment to the work, organizations create incentives based on compensation and bonuses. Determining how big bonuses should be can get complicated and expensive for organizations.
As you encounter people and situations on a daily basis, you develop responses. After a while, these responses become habits, some good and some bad.
Managers are always looking for ways to motivate team members and make work more fun. The concept of a relative incentive might sound appealing.
What can you do to stop conspiracy theorists from running the gossip mill at your company? Cynthia Wang, a clinical professor of management and organizations at the Kellogg School and a team of researchers, looked into why people start and spread conspiracy theories.
On occasion, you’ll be lucky enough to hire a rock star employee. You know the one I’m talking about. She’s willing to keep working on a problem until she solves it.
Hiring managers from outside of the organization makes sense if you’re in the midst of a major shift in product strategy or a general company turnaround. But, if you need to fill a management position that is not slotted for significant change, why not promote from within?
Managers know well that an effectively functioning team can make a huge difference to the bottom line. On the other hand, a dysfunctional team can result in ‘squandered’ work time at a cost of $15.5 million for the average large company.
Today, we all expect to find meaning in our work and in the workplace. That goal can be fulfilled if we feel that our managers genuinely care about us as individuals.
If you’re spending your lunch break whining to your co-workers about how things would be different if you were in charge of the company, don’t expect anything to change. More often than not, the changes you want will come about only if you initiate them.
Business leaders know the path to success involves being able to step back and look at the big picture. Effective leaders do this on an annual, monthly, and even daily basis. The steps leaders take following self-reflection may be even more important.
New research from the Kellogg School of Management at Northwestern University reviews two well-known leadership styles and when these styles can make the biggest impact. Most leaders can learn to employ these styles once they learn to identify them.