Posted by & filed under Communication.

Ready to learn more? Here is a roundup of our most popular performance management articles.

Emergency Intervention for Performance Management

Dear Suzanne,
I  manage employees for a law firm in San Antonio. I know that star employees who leave an organization are often leaving the manager not the job itself. Recently I have had a few  resign, so I can’t help but ask myself if they are leaving because of my management style. If you had to make a short list for an emergency intervention of performance management, what would it be? Find out…

Impact Performance Now

Are 80% of YOUR Employees Dissatisfied, Too?
According to Deloitte’s Shift Index survey, as much as 80% of people are dissatisfied with their jobs. As if that isn’t bad enough, now consider what percentage of leaders are likely dissatisfied.

With that in mind, you can imagine that with the unique and extreme challenges leaders have had to face over the last few years, they are probably just as dissatisfied as the people they are managing. With most employees (and likely their leaders) languishing in a pit of job dissatisfaction, organizations need to make sure employee outlook stops raining on the success of the organization.  Read more…

Increase Personal Effectiveness in Every Setting!

One of the most important elements of communication is clarity. If you are communicating to manage performance you must be able to convey clear performance expectations to your team. But not only is this simple directive more difficult than it sounds, the difficulty is often exacerbated by the depth of your knowledge of the information to be disseminated. The fact is, the more you know about a subject the harder it can be to communicate that knowledge to others. Here’s how to get started.

Are You Considered a “Good” Boss?

Think about the best manager that you’ve ever had. What put him or her into that category for you? Undoubtedly, your performance was enhanced while you were working with that manager. Now think about your own team members. Do you think you fall into the “Good Boss” category for them? If you aren’t sure, here are some things you can do to help yourself get voted into the “Good Boss” category with your team and grow your organization.

I’ve got increasingly more pressure to increase productivity in my department, so I hope you can help me out.

When I give feedback to my team, I usually experience resentment and even an effort by the employee to slow play the changes. -At least that’s how it feels on my end. What am I doing wrong? As the manager, it’s up to me to give direction, but I have a gaggle of unruly geese to control, and it’s not working.

Increase Your Personal Effectiveness!

Improve Clarity in Your Communication to Increase Effectiveness!

The average manager spends 30 to 40% of a typical workday giving information to others— in face-to-face interactions, in writing, via the telephone, or through e-mail and other electronic media. Despite this emphasis on conveying information, breakdowns continue to be one of the greatest sources of problems in the workplace. Most managers have never been trained in how to explain things clearly, simply, and effectively. Yet the command of the spoken and written word plays an extremely important part in their success. Here’s how to increase clarity.


Leave a Reply