Tag: trust
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MY TEAM HATE ME…
About a week ago I received some feedback (from my team but through HR) about my management style and the culture of my team. Some of it was good and great to hear, but much of it was quite negative. I’m pretty upset about it. I have always considered myself to be a good manager,…
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OFF DUTY BAD BEHAVIOUR
I have received a complaint from one of my staff about one of their colleagues who has, let’s just say, been misbehaving out of hours. Now the team are all pretty close and they tend to socialise together quite a bit in small groups. The problem is that this particular employee has apparently been drinking…
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DO I HAVE TO APPROVE THIS REQUEST?
I have a new starter who has informed me on her second day that she’s going to want to work part time three days a week as she is a single mum with a four year old. Do I have to approve this?
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YOU CAN’T SAY THAT STUFF AT WORK !
ɪ ʜᴀᴠᴇ ᴀ ᴍᴀʟᴇ ᴇᴍᴘʟᴏʏᴇᴇ ʙᴇʜᴀᴠɪɴɢ ɪɴᴀᴘᴘʀᴏᴘʀɪᴀᴛᴇʟʏ ᴛᴏᴡᴀʀᴅꜱ ᴀɴᴏᴛʜᴇʀ ꜰᴇᴍᴀʟᴇ ᴛᴇᴀᴍ ᴍᴇᴍʙᴇʀ…
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DEALING WITH A NARCISSIST AT WORK
Narcissus dies by a pool gazing at his own reflection that he falls in love with. He has no concern about anything around him nor does he eat or sleep. How do you manage your office narcissist?
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5 THINGS TO REMEMBER WHEN RECOGNISING PERFORMANCE
You know that you need to recognise good performance in the team but what if doing so makes someone uncomfortable or embarrassed in front of their peers. Should praise and recognition be done in public or privately? Well, it depends on the person doesn’t it?
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WHEN IT’S NOT FOR BETTER OR FOR WORSE…
There are times when the relationship just isn’t work out for either person. It doesn’t mean that one or both are bad people, it just means that they weren’t quite right for each other and they should end the relationship and free each other up to go and be with other people.
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AUTHENTICITY IS NOT A FREE PASS…
Pick up a leadership book in the airport or listen to a leadership podcast on a long flight and you are going to come across some expert promoting the concepts of authentic leadership and/or radical candour.
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LETS TALK ABOUT HOW WE TALK TO EACH OTHER…
Lets start from the assumption that both managers and employees, generally, want to be able to come to work and do a great job, get along well with each other, and succeed both as teams and as individuals. The key to that is going to rely, in part, on the good intent of both sides…
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DON’T BRING A KNIFE TO A GUNFIGHT
Performance management processes are designed to be a developmental approach to helping the employee achieve the required standard of performance for the role they are in. This is a remedial process where the manager works with the employee to guide, coach and mentor them to build the skills and capabilities to be effective at their…
The Workplace Coach 