It’s that holiday time of the year. I’m not talking about how to hire help in advance of the busy season. This post is about how to stop the exodus of employees that happens after the new calendar year starts.
As a leader, it’s your job to maintain the work culture that you and others have carefully crafted. If you want your employees to be motivated and engaged, you have to take action when an employee grossly violates your company’s values
Is it time to fill the sales manager position at your company? If you’re like many leaders, you’re seriously considering moving your top rainmaker into the position. Unfortunately, that line of thinking has wreaked havoc on more than one sales department.
Younger consumers will do business with your company if you show authentic support for a social cause. These same activist consumers could also be your star employees. Attracting and keeping these employees requires specific action on your part.
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.
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?
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.