Addressing Unacceptable Employee Performance and Behavior – Part II

In my first post on this subject, I shared with my fellow managers and Human Resources professionals the first four of my eight recommended best practices for addressing unacceptable employee behavior and performance. You will remember, from the first post, that they were: 1) Address the concern timely; 2) Don’t make it personal; 3) Remember …

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How to Have a Difficult Conversation with Your Boss or Co-Worker

Have you ever wanted or needed to speak with your superior at work regarding a sensitive subject? Maybe you took offense to something that they said or did. Has a fellow team member offended you? Do you feel that someone else on the team is failing to pull their weight? I think that we have …

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Addressing Unacceptable Employee Performance and Behavior – Part I

If you have been a manager or supervisor for six months or more, you have likely had to address some type of employee behavior or performance concern. It is my opinion, as someone who has provided guidance to employees and managers regarding many employee relations issues, that this task is possibly the most-dreaded, and often …

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Always Say Thank You

Remember when you were younger and your Mother always reminded you to say thank when someone gave something to you? Even if you did not particularly care for the item, she still made you say thank you as a gesture of respect and appreciation for their thoughtfulness. Well, the same goes for job interviews. Whether …

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Answer Strategically When the Hiring Manager Asks You to, “Tell Me About Yourself.”

You finally got that long-awaited call inviting you to interview for your dream job. You are super pumped. You have researched the organization and likely know more about its history than many of its current employees. You have researched the most-common and most-difficult interview questions and practiced answering them in front of the mirror. You …

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