Corporate ladder, meet elevator
Corporate ladder, meet elevator
Providing feedback should be approached as a favor given, not an accusation
Scripts for providing feedback
This is the third in a series on the topic of giving feedback to your manager. For most of us, this can be an intimidating conversation because no one wants to upset the person who has influence over their career.
Your team members fly is open. Does that have to be a tough conversation?
The tough conversation doesn’t have to be tough
Last week we discussed why your manager might be difficult to work with. This week’s topic was supposed to discuss scripts to use, but I realized I missed a step prior to the conversation.
I have an incompetent manager
Your manager sucks. We have all worked for them. Maybe someone in positional power is an ass and could benefit from feedback for improvement. You may feel your incompetent manager shouldn’t have their role. We have all thought it at one point in our career and this is OK.
You know she is asking for what she really wants!
Budget request
Ever put together a budget request for a special project? When you are working on a project that requires employee hours or financial resources, is your budget request on point? One of the most common career mistakes a person can make is not asking for enough.
Career Tracker, the next step in your job search
Listen to Career Tracker roar. HRNasty is quiet no more
Big news on the HRNasty front. I am proud to announce that I am a co-founder of a new product/software service called Career Tracker. Career Tracker is a web application that seeks to level the playing for job seekers in several ways:
Are you getting all of your new ideas launched and executed?
How do you present new ideas at work?
Have you ever pitched an idea to our boss and run into a brick wall? Was your idea shot full of holes or dismissed? Today I provide insight into why some new ideas get off the ground and others die on the vine.
This guy has no fear of providing employee feedback for improvement (and a little something extra)
Employee feedback is hard
As a manager, one of the most common, anxiety causing moments is when we need to provide “ employee feedback” for improvement. No one wants to tell a colleague they are doing something wrong.
Don’t mention that you can do the job in an interview!
The most common phrase in an interview
that candidates share with their interviewer is, “I can do this job”. Believe it or not, this is a phrase you want to avoid in your interviews. This is one of the last phrases you want to share with your interviewer and we will provide a number of reasons why this is the case.
Keep employees engaged so they don’t think about giving their two-week notice.
Does your company conduct exit interviews?
Last week I blogged about employees turning in their two-week notice. As an HR person, it has been my experience that more than half the employees leave a company without saying anything to their manager about what causes the disconnect.
Turning in your two-week notice without a conversation is a short-sighted move
Why quitting your job should be the last resort
If you are thinking about turning in your two-week notice for any of the following reasons, I encourage you to have an honest conversation with yourself. Below are the more common reasons and employees will turn in their two week’s notice and quit:
Look in the mirror
If you are thinking about turning in your two-week notice,
Is your company training setting the right work ethic?
A 9-5 work ethic and nothing more?
I would suggest that a number of company training programs are not pushing new hires fast enough. I especially believe this is the case in a few areas:
Do you have new employees who leave as soon as the clock ticks 5:00 PM?
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