4 Minute Read
Picture this scenario: People at work are unengaged. You can feel your direct reports whispering about you around the water cooler. Sometimes you feel walked on. And your team thinks that they can get away with anything…because you won’t do anything about it. Does any of this sound familiar?
Having crucial conversations with your team is hard. We know our employees have good intentions. But sometimes, they make mistakes, or we need to correct performance issues. And holding them accountable for missing the mark can be extremely uncomfortable.
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3 Minute Read
There are all kinds of studies that show the main reasons people leave their jobs. One of the top reasons in almost every study is for lack of career development. So as an employee, you might ask yourself, “Who is responsible for my career development?”
Research by EdAssist and the University of Phoenix looked into that very question. Most workers (74% of them, actually) believe their company or manager is responsible. On the other hand, most managers (98% of them) said that employees have to take responsibility for their own career development. Those statistics alone show why so many companies fail at career development. Each party believes it’s the other person’s responsibility. So which is it?
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3 Minute Read
Being a manager has its ups and downs. Sometimes, your team is on a roll; they’re rock stars. Things are going great. They’re following your direction and they’re hitting goals. Then you get to celebrate! Other times, nothing seems to be going right. You know you’ve got good people, but you can’t get them to follow your lead. You coach and train them several times, and while most of them catch on, there’s that one person who will continually do things his own way, despite all the time you spent training and coaching.
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