Not all employees are alike. Some excel in their roles, while under-performing workers can drag down the bottom-line. Most fall somewhere in the middle. In Part 1 of this series, we introduced several ways to figure out which employee is which. In Part 2, we discussed management strategies specific to those workers in the middle of the range. Today we’ll focus on how to help top performers thrive.
Not all employees are alike. Some excel in their roles, while under-performing workers can drag down the bottom-line. Most fall somewhere in the middle. In Part 1 of this series, we introduced several ways to figure out which employee is which. Today, we’ll be discussing management strategies specific to those workers in the middle of the range.
Redefine your thinking: high potential, if not high performance.
How do you turn average workers into the best they can be? How do you salvage underperformers, or identify when they need to be let go? In our five-part 'Managing Employee Performance' series, we will discuss powerful management strategies that can be applied to each performance group: top, average and underperformers. In the first of the series, this week's blog post discusses the different methods to help identify which performance level your employees fit into.
In the space of just a couple of months or so, the U.S. goes through a series of major holiday events, starting with Halloween and ending with New Year’s Day. With so many major events crammed into a relatively brief period, the holiday season is often one of the busiest and most demanding times of year for everyone – employers and employees alike. That, in turn, can have a negative impact on productivity, if employees are distracted by being pulled in too many directions at once, or they are fretting over meeting all the demands on their time and energy, or the workplace is unprepared. Here are six tips for keeping productivity high during and after the holidays!
When employees fail to show up for work and provide no notice, employers have no choice but to separate and replace them; but not all situations are so clear cut. For example, Sue may have made arrangements for intermittent leave under the FMLA (Family and Medical Leave Act) to attend physical therapy or counseling, but she doesn’t always provide sufficient (or any) advance notice. Complicating the situation, she may have strained relationships with colleagues or supervisors stemming from her absences, and that could raise the specter of harassment or a hostile work environment. How can a business protect itself, navigate this regulatory minefield, and do the right thing?
Job-related stress is a serious issue, that may be getting worse: the American Psychology Association’s Center for Organizational Excellence found in 2013 that one-third of working Americans experience chronic stress. The problem may be getting worse: a more recent 2015 survey from Workplace Trends and Staples Advantage, reported by CIO Magazine, found that over half (53%) of workers are overworked and burned out.
Who needs reality TV when you’ve got work in the morning? According to a 2016 Accountemps survey, 80% of professionals believe that office politics exist in their workplace, and 86% believe participating in office politics is at least somewhat necessary to get ahead. That said, it’s possible to discourage politics – especially the negative, toxic variety – from taking over your work experience. Here are four foundational keys.
In previous articles about employee attendance, we’ve discussed the surprising problems with presenteeism (when workers show up to work when they shouldn’t) and 25 ways to deal with absenteeism (when workers don’t show up when they should).