Employee Performance

Massage the ego of your stars

March 1, 2008
You want everyone on your staff to respect you. But what matters even more is that your top performers enjoy working for you.

Put the squeeze on your lowest-performing worker

March 1, 2008
Put the squeeze on your lowest-performing worker … Dangle a challenge to your team … Take a two-hour workday break at least once this month.

Demystify on-the-job excellence

February 1, 2008
From the moment your employees arrive at work, they should know exactly what’s expected of them and what they need to do to excel. Your job is to tell them.

Avoid performance review traps

January 1, 2008
Otherwise intelligent managers may not realize that they’re implementing people-management strategies that are doomed to fail, especially when conducting performance appraisals.

When workers need outside help

December 1, 2007
Employees having chronic personal problems can see their productivity diminish at an alarming rate, with profound consequences for their teams.

Positive confrontation gets results

December 1, 2007
What do you do when an employee consistently turns in a poor performance? You can plan for “positive confrontation” that can minimize tension and maximize success.

Taming your high-energy employees

November 1, 2007
Talented, high-energy employees can deliver spectacular results. They can also irritate other employees, be generally disruptive, and undermine your authority.

A veteran can’t meet the new team goals

October 1, 2007
As the manager of a successful retail outlet, your company introduced an upsell approach to increase sales. One of your most experienced employees just can’t get the hang of the new strategy.

Get employee buy-in on job descriptions

September 1, 2007
Do you have current job descriptions for every position on your team? If they’re more than six months old, you may have a lot to gain by updating them.

How to plan your own performance

August 1, 2007
It can be difficult to appraise an employee’s performance in the roles of “people manager” or “team leader”–and that goes for your own performance as well.