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Will You Add? - Top Tips For Managing People
Gentlemen: if you want to save your relationship, read this.George Foerst, Lighthouse Point, Florida inventor, was listening to a friend complain that her partner always forgot to put the seat and lid down after using the toilet. This ‘primordial act’ was perceived to be so irritating, this guy was going to be shown the communal door. George figured he could solve this, having himself lived on a boat at one time, having to use a marine toilet. He knew full well that his answer t
4. Don’t put off ‘til tomorrow what you should be doing today! You can guarantee that the problem won’t go away, and that things really won’t improve even if left another week. All you can bank on is that you’ll have an e
When you spend 40+ hours a week at your desk, it’s important to make it your own. Pictures, lighting, cartoons, calendars — they’re all easy ways to put your stamp on your space. But just as your clothing at work gives an impression of you, the way you decorate and organize your desk offers up some impressions of its own. Keep it real and professional with these tips for personalizing your workspace.Work with what you’ve gotChances are, you don’t have a l
2. It doesn’t pay to be nice! No, we don’t mean that you shouldn’t be friendly, polite or treat your employees well – just don’t make exceptions or excuses on the basis of wanting to “be nice” to them. It is a sad but only too often seen scenario, that in letting someone get away with being late one day, this opens the door to them being late each week; that by paying full sick pay to your star performer you’ve created a precedent for paying everyone else; and that by turning a blind eye to a policy breach for one ends up negating the whole policy which you may later want to apply to others. The moral of this story? Don’t be “nice” – be consistent and fair – it’s nicer to all in the long run!
3. Assume your employees know nothing! Not really as insulting as it sounds, but the safest way to implement concrete policies you can all rely on. If you don’t specifically tell someone something and have the document trail to show that they have been told it, you can pretty much assume that in the eyes of the law they can’t be expected to know it! If you not only make policies straight-forward, simple to read and clear to understand, but get employees to sign to say they’ve read and understood them, then everyone can know where they stand – problem solved!
4. Don’t put off ‘til tomorrow what you should be doing today! You can guarantee that the problem won’t go away, and that things really won’t improve even if left another week. All you can bank on is that you’ll have an ev
With the rising level of automobile production and its corresponding worldwide stocks based on the rapid industrialisation in Asia, Africa and Latin America plus the rising demand in Eastern Europe, the proportion of textiles in a motor car is increasing in response to more stringent comfort and safety needs in industrialised countries like the USA, Japan and Western Europe.Automobile textiles, which are non apparel textiles, are widely used in vehicles like cars, trains, buses,
3. Assume your employees know nothing! Not really as insulting as it sounds, but the safest way to implement concrete policies you can all rely on. If you don’t specifically tell someone something and have the document trail to show that they have been told it, you can pretty much assume that in the eyes of the law they can’t be expected to know it! If you not only make policies straight-forward, simple to read and clear to understand, but get employees to sign to say they’ve read and understood them, then everyone can know where they stand – problem solved!
4. Don’t put off ‘til tomorrow what you should be doing today! You can guarantee that the problem won’t go away, and that things really won’t improve even if left another week. All you can bank on is that you’ll have an e
When you are professionally overqualified, there are usually lots of stressful issues, which have to be dealt with.When you are in this situation, there is a constant internal struggle and debate going on in your mind about your presence at that job. You keep asking yourself, “What am I doing here? What am I doing with my life?" You even begin to question who you are and the things you stand for! When others inquire why such a talented and qualified person like yourself would ac
3. Assume your employees know nothing! Not really as insulting as it sounds, but the safest way to implement concrete policies you can all rely on. If you don’t specifically tell someone something and have the document trail to show that they have been told it, you can pretty much assume that in the eyes of the law they can’t be expected to know it! If you not only make policies straight-forward, simple to read and clear to understand, but get employees to sign to say they’ve read and understood them, then everyone can know where they stand – problem solved!
4. Don’t put off ‘til tomorrow what you should be doing today! You can guarantee that the problem won’t go away, and that things really won’t improve even if left another week. All you can bank on is that you’ll have an e
Keep your business promises, no matter how small they may be.Sounds like the most basic of business principles, doesn't it? Why then do so few businesses keep their day to day promises? This is something I've always taken for granted in my business dealings, but my own recent experiences have highlighted how much of a real differentiator reliability can be to online and offline to businesses that excel in this area. If you want to make people remember and trust your brand, ke
4. Don’t put off ‘til tomorrow what you should be doing today! You can guarantee that the problem won’t go away, and that things really won’t improve even if left another week. All you can bank on is that you’ll have an e
For those who have been following the Paul Wolfowitz scandal concerning a breach of ethics stemming from the World Bank promotion of his girlfriend, Shaha Riza, it is getting close to decision-making time for the organization's board. On Wednesday last week, United Press International reported that the board's decision on Wolfowitz's future with the organization is expected this week.Some background for those unfamiliar with this story: Wolfowitz, former deputy secretary of defe
4. Don’t put off ‘til tomorrow what you should be doing today! You can guarantee that the problem won’t go away, and that things really won’t improve even if left another week. All you can bank on is that you’ll have an even tougher time trying to resolve the issue, and in some instances may even have prevented yourself from safely tackling it at all. If you have a concern – act on it. That doesn’t necessarily mean disciplinary action but perhaps simply some constructive feedback and helpful pointers. Just like training a dog or a child, feedback or corrective action needs to take place as close to the event in question as possible otherwise the poor creature will have no idea what they’re being chastised (or even praised) for! If you therefore see one of your employees do something you do or don’t like – have a quiet word with them there and then whilst it’s still fresh in everyone’s memories. If you do need to consider disciplinary action, then it’s even more important that this is tackled in a timely fashion, as leaving an issue unaddressed for several weeks would suggest to everyone else that it isn’t really an issue at all, making any punitive action you want to consider appear completely unjustified!
5. Take a deep breath and count to ten…gather your thoughts, gather your evidence, and most importantly – gather your composure! Whilst you shouldn’t be putting things off, you shouldn’t be rushing headlong into spur-of-the-moment decisions either. When you feel like you want to throttle someone (never recommended!) or throw the book at them, try to step back a minute and consider
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