The leaders in your organization are likely doing well. But, do you suspect they could be doing a little better?
Are you having trouble hiring the kind of person you really want for an open position? In these economic boom times, employers are fortunate if they get a handful of applications from qualified candidates.
You’ve done it! You’ve finally hired the last person who will complete the dream team you’ve been trying to assemble.
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.