How to Deal With Defiant Employees
By Yong May Ken
As a management team, do you have problem dealing with defiant employees? This type of incidents have to be handled immediately, tactfully and professionally. Any delay will encourage other employees in the organisation to follow suit. Inappropriate handling will lead to chaos in the workplace, losing your reputation, credibility and ability to manage your workers in the long run.
Below I will like to share with you best approaches to tackle such situation.
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Giving Feedback to Manage Performance
By Kate Tammemagi
xReceiving feedback on your effort, your attitude or your performance is the way that you learn, improve or are motivated to maintain a good performance. Giving feedback effectively and frequently is a key requirement of the role of Manager or Supervisor. Giving and receiving feedback should be a normal part of the Leader and Team Member relationship, a process that both parties understand and accept.
It is best practice for the Supervisor to begin giving feedback as part of the initial training period, and to continue this in regular performance coaching sessions throughout the employee’s career.
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Managing Poor Performance – Supervisor Dos and Don’ts
By Dianne Shaddock
Managing employees who are not performing in their jobs at the level that you’d expect is not an easy task for even the most seasoned supervisor. No one likes having difficult conversations with staff, or losing valuable business time and resources focusing on micromanaging an under performing worker.
The reality is that you have a lot more to lose than time and resources by not taking the time to address, and work towards improving poor performance. Ignoring workplace issues can be costly for you in terms of employee morale, customers, clients and revenue.
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Does Your Dress Code Address “Flip Flops”?
By M. Glenn Shepard
One of the most important things a manager can do to set healthy boundaries in the office is to define a dress code. It’s more critical today than ever before. Young men today show up for job interviews wearing shorts and muscle shirts.
Others look like they just crawled out of bed wearing baggy jeans pulled down to reveal their boxer shorts, baseball cap turned sideways and three-day stubble. Young women show up wearing mini skirts as if they just came from a nightclub. Others wear low-rise jeans, flip flops, and spaghetti strap tops with their bellies hanging out.
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How to Avoid Promoting People Who Will Fail
By Peter Mitchell
Why do we continue to assume that a person’s success in one area will have any relevance to their likelihood to succeed with promotion to a higher level? Because we’ve made no distinction between skills, knowledge or talent we say things like, “James has shown that he is very reliable and an excellent sales person as a result he should make a very good sales manager.”
We know that talent exists when people are excellent in a job but we also know that talent is very difficult to train. Skills and knowledge are easy in comparison.
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Want Top Customer Service? Relearn the ‘basics’
By John Borillo
We cannot ignore the basics. The basics serve as the foundation of everything, and they have brought us to where we are today. We may have become industry trailblazers earning the accolades of our peers left and right but at the end of the day, it is about knowing the very heart of what we do and excelling in it every day.
The boom of the call center industry says a lot about that excellence. Its core focus has always been managing the expectations of the customers. Any small business wanting to see real bottom-line results should be powered by customer service, whether it is set as in-house or from a customer call center.
Customer service can definitely build – or break – any enterprise. We should learn and relearn the basics of customer service, and apply them until they become a habit that never goes away.
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Many managers tell me they don’t delegate tasks as often as they’d like because they just don’t know where to start. Here’s a 3 step process that can help to identify what you could delegate, who you could delegate to and how much of a task you could delegate.
It’s all about making that start!
STEP ONE – IDENTIFY THE TASKS
The first step is to identify the tasks that would be suitable for delegation.
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Coaching Does Not Occur in a Vacuum – Successful Coaching Involves Six Key Stages
Coaching does not just happen without an organizational culture that supports coaching and a coaching plan. Successful coaching involves six key stages: (1) create a coaching climate, (2) investigate the coaching opportunities, (3) develop a coaching plan, (4) discuss the coaching opportunities with the employee, (5) coach the employee, and (6) evaluate the coaching process.
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Performance Review Meetings – 3 Steps For Preparing a Highly Motivational Meeting
Often managers, team leaders and supervisors struggle with how to ensure that the performance review or appraisal meetings they undertake are motivational for the staff member (rather than the ‘box ticking exercise’ that some people experience). A simple approach is to craft the meeting agenda to ensure that your staff member’s motivational needs are met. Here’s how
Step 1. Look at what would motivate you
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Employee Assessments – Presenting the Bad With the Good
Employee assessments are one of the most important tasks that someone in a managerial position must take on. Assuring that everyone is working at his or her highest standard or at least growing and strengthening within their position is extremely important to the growth and success of your company.
These assessments allow management to express their appreciation for a job well done, but they also provide an opportunity for pointing out the areas the need improvement. Here are some tips on presenting both the good and the bad, without making your employee feel as if they are being attacked.
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