By Bob Rosner
The bestselling consultant to motivating and dealing with each employee―updated for the recent international of business!
As a manager in today’s hugely aggressive global, you want to not just get extra out of every worker― you want to additionally turn out your department’s strategic influence at the association. This renowned, hugely sensible consultant is helping you are making your division shine. The Boss’s Survival Guide, moment version, has been up-to-date that will help you deal with today’s hot-button matters, such as:
- Hiring and protecting the simplest expertise
- Handling layoffs and terminations
- Using social networks similar to LinkedIn and fb
- Managing time and working with tension
- Keeping up with the newest adjustments in employment legislations
- Maintaining your personal marketability and coping with your career
Praise for the 1st variation of The Boss’s Survival Guide
―Tom Peters, writer of In seek of Excellence
“This ebook has every little thing you’ll ever want to know approximately being a good boss yet don’t have time to learn.”
―Ken Blanchard, Ph.D., coauthor of The One-Minute Manager, Raving Fans, and Gung Ho
“At final, a definitive advisor for bosses at the hiring, care, and feeding of employees.”
―Richard N. Bolles, writer of What colour Is Your Parachute?
Read or Download Boss's Survival Guide: Managing Performance PDF
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Extra info for Boss's Survival Guide: Managing Performance
Real Life Example Mona was in a no-win situation. A co-worker was stalking an employee. The employee was understandably terrified, and the stalker was unresponsive to discipline and even to a restraining order. Mona believed that she needed to fire the stalker and reassign his victim, but the stalker was a diagnosed schizophrenic and therefore protected by the Americans with Disabilities Act. Mona knew that if she fired him, she could expose the company to a wrongful termination suit. Despite that risk, Mona fired him (and also reassigned the employee).
Develop specific, measurable training goals that will serve as learning objectives. Trainers can use these goals to design the training, and employees will understand what they’re expected to learn and whether they’ve learned it. Employees may also have ideas of training they’d like. Solicit those ideas at staff meetings, during performance reviews, or through informal surveys. Don’t feel compelled to find a way to honor every request, though. Even if you wanted to, you couldn’t. There aren’t enough hours in the day or dollars in your budget.
All kinds. Some you can provide yourself (teaching an employee to use a Palm Pilot or to file an expense report, for example), but most training demands subject expertise (sexual harassment training, for instance). It may also demand expertise in adult learning, curriculum design, evaluation, and presentation skills. Training (though sometimes seen as a part of HR) is a profession with its own standards, certification, and associations. Rely on that expertise, whether you find it in your company’s own CH09_Rosnerx 1/29/02 3:14 PM Page 299 MANAGING PERFORMANCE 299 training department, you contract with an outside expert, or you partner with a local community college.