Direct and specific conversations are the first rule of performance management. Good and bad.
Good and great performance deserves to be acknowledged. Let them know that you appreciate their effort, what...
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Too many times, dissatisfied managers share their opinions (they moan) with everyone except the one person who most needs to know and can make things right.
By the time you’ve made...
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Now you think about it, it’s been a long time since you sat down for a decent one on one chat with most people in your team. That might be...
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One of your people did something brilliant this week. How did they do that? What was their process? What was it about how they organised their effort? Consulted others or...
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Even the strongest team members have crises of confidence. They fail to be assertive, are less demanding than they should be, are less bold and more prone to pulling back...
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