As managers, we know it’s important to listen to what our team members tell us. We also know it can be hard to get people to open up about what they are thinking.
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.
Is there a workday that employees dread any more than Mondays? Since the start of the industrial age, people have looked for ways to put off the sound of the alarm clock ringing on Monday mornings.
Do you have any rock stars on your team? If you’re like many managers, you may be over-relying on these employees.
There’s no better time to challenge your team to think creatively than the start of a new calendar year. You may be facing the challenge of designing a new product or rolling out a new service that increases sales by 20% by year-end.
They’re ambitious, highly educated and want to participate as individual contributors at work. Does this description sound familiar?
Managers are always looking for ways to motivate team members and make work more fun. The concept of a relative incentive might sound appealing.
Do you have skilled sales reps on your team who aren’t making their numbers? The root of this problem is often a lack of motivation.
Are your youngest employees feeling unmotivated? The latest Deloitte Millennial Survey reveals that workers under age 35 want specific actions from the leaders who run their places of employment.
It’s easy to justify departures by blaming the booming economy. After all, this could be an employee’s chance snag that dream job. But, there could be a more ominous reason for turnover at your company.
Sales managers of top-performing groups already know this secret. Do you?
There is a surprising amount of misinformation and assumptions out there about effective teamwork and creating and maintaining an effective team. Leaders who believe these myths can actually hamper team cohesion.