Archive for employeemanagement SmartBlogs

Do leaders work or do they sit back and supervise others? Where you stand on that issue depends upon where you sit in the leader versus led relationship. From the bottom up, leading doesn’t appear to involve much work. The “real” work happens at the bottom of the organization chart – on the front lines. The higher you go in the hierarchy, you’ll see less “real” work and more talk about real work.[…] Continue Reading »

Don’t wait until an employee leaves to have an exit interview. Instead, keep your workers with a “stay” interview. This easy, inexpensive interview is a key employee-retention strategy. The “stay” interview will help you reduce employee turnover and keep your top talent satisfied.

Here are the essential elements of a “stay” interview.

It’s a term all too commonly used — discretionary effort. Some may even call it discretionary performance. Generally speaking, we understand enough to know that when it comes to employees delivering it, we want and need as much as we can get. But what truly is discretionary effort and why do so many leaders struggle to get more of it?[…] Continue Reading »

Have you ever had someone on your team who is very talented but acts as if the rules do not apply to him?

The lesson for managers is no one is bigger than the team. When one member starts to act outsized, the manager must act. Know the warning signs before you act.

Holding direct reports accountable is a good first step.[…] Continue Reading »

Peer leadership requires conviction that the person in charge is one whom you trust and are willing to follow even though that person has no authority over you. So why believe?

Leading those who can say “no” to you is always a huge challenge, but if you can convince them by your actions and your enthusiasm, then they might believe in what you are doing.[…] Continue Reading »