Tag Archives: managers

Jan 17

Accelerating Time to Performance

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Time is money, as the old saying goes, and companies today can ill afford to waste either when it comes to bringing a new hire up to speed. Learning plays a critical role in transforming the onboarding process from an exercise in efficient tactical execution to an experience that accelerates performance, builds engagement, and fosters a sense of connection between new hires, their managers, and their team. This Insight will examine how learning in the onboarding phase of the employee lifecycle can improve time-to-productivity and set the stage for long term excellence. Request Free!

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Oct 04

Talent Management Helps Small Companies Make Big Moves

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To move up the business maturity curve, small companies need big ambitions. These companies also need to move up the HR maturity curve and become more process-oriented. Download SuccessFactors’ new white paper, “Small & Sophisticated: Unique Possibilities of Integrated Talent Management in Small Businesses,” and find out how! You’ll find out why talent management matters and how it can help your company: Increase revenue : Set measureable goals for your organization and align those objectives with the things your employees do each day. Cut costs : Help your managers and employees spend less time shuffling paper and more time doing real work. Introduce new products : Hire better, develop faster and retain your best employees by creating a climate that allows innovation to flourish. Enter new markets : With the right skills and the proper alignment with business goals, your people can accelerate your growth. Request Free!

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Apr 17

Performance Appraisal Goofs – Common Managerial Mistakes Series

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netbyte-design-studio-0380Performance appraisals are probably the most misused, and goofed-up management tool in existence. Starting from misunderstanding the whole point of appraisals, right on through to use of poor communication with employees, managers make a fairly consistent set of mistakes about employee reviews , and performance appraisals. Here’s some of them in the fourth in our series of common managerial mistakes.

Since there are a fair number of errors made by managers in the performance appraisal and employee review process, we’ll approach this set in brief point form. Stay tuned since we’ll be dealing with a few more performance appraisal errors in a future article in this series. Until then here’s the first five.

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Apr 15

Over Empowering Employees – Common Managerial Mistake Series

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Managers, influenced by the “employee empowerment” buzz of the late ’90′s sometimes place too much empnetbyte-design-studio-0380hasis on insisting that ALL employees exercise more power, discretion and decision-making in their jobs. The result can be the appearance of indecisiveness on the part of managers, and a desire, on the part of employees, to be “left alone” to do their jobs within a more limited scope. Learn how to avoid this common error on employee empowerment.

As a result of the encouragement of management gurus in the late 1990′s empowerment became a state of affairs of value in and of itself. While having employees capable and willing to make decisions and act on their own is a good situation, some managers have taken the concept too far.

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Apr 14

Leaders Who Refuse To Lead – Common Managerial Mistake Series

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netbyte-design-studio-0380Often, the only path to career advancement involves promotion to a higher level in the organization — to a supervisory, managerial, or executive position. However, not everyone is suited to, or understands that being promoted to such a position means that one automatically is expected to lead those that are “underneath” in the hierarchy.

It’s not uncommon for people to accept such a promotion, without understanding the leadership responsibilities, or without a willingness to carry them out.

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