Three steps to protect your organization from the wrong employees
Occasionally, a group member's negative behavior can derail a meeting. Reasons for negative behavior may include a meeting climate that avoids confrontation, personal style, or even the "rush" that such actions cause
Study says they undercut groups in destructive, expensive ways
Rudeness in the workplace isn’t just unpleasant: It’s also contagious.
Sometimes co-workers can enliven your day and even inspire, while others...well, some can be downright soul-crushing
No matter what the reason, whether because of an economic downturn or poor work performance, firing someone is never enjoyable. As a manager, even if the firing is deserved, it’s never fun to be responsible for terminating someone’s source of income. It can get emotional, and sometimes there are legal consequences if the employee is not given enough of a chance to improve before he or she is let go.
Disappointment is inevitable for leaders. At times your people will disappoint you, and there will also be instances where you disappoint others. So the fact that disappointment occurs isn’t the challenge. The real issue to address is how you respond to the disappointment.
Child Psychiatrist David Levy introduced the term "sibling rivalry" in 1941. Self-explanatory in its terminology, the concept of sibling rivalry is easy to grasp. The mechanism of employee rivalry works essentially the same way, with the employees in a competitive relationship, striving for greater approval from their employer or manager.
Most Americans spend the bulk of their waking hours at work. Some say that Americans’ “best” hours are given to their employers. If workers like their jobs and/or workplace, they can accept that reality without a fight. Yet, when employees find themselves working with really difficult people, life at work can be extra trying or downright exasperating!
Tips for handling once-peers and others who seek to undermine your authority