There might be some good reasons to retain (or attempt to retain) employees after they’ve announced they want to leave their jobs. I guess it all depends on what motivated employees’ to declare their intentions in the first place. Find out the reasons why employees quit is a good way to figure out the collectiveRead… Read more »
As a senior executive, sometimes it’s easier <and more appropriate> to delegate challenging and complex assignments to middle managers. Doing them yourself means having to set aside your long term projects to focus immediately and directly on the problems at hand, fabricating solutions on your own, making decisions on your own, and dealing with situationsRead… Read more »
When you’re the BIC (the boss-in-charge), sometimes it’s easier to delegate work to Middle Managers than it is to take on intricate projects yourself because that’s when you have to say, “I’m responsible”; that’s when you have to do the leg work to get the job done the way your want it. But, if you’reRead… Read more »
Are you someone who wants to get better at developing yourself or other employees? Are you a supervisor who wants to improve your supervisory skills? Perhaps you are a worker-bee who just thinks your supervisor needs to get a clue? No matter where your position is found in the chain-of-command, when managers do the rightRead… Read more »
I would love to hear from any HR Specialist who hasn’t been pressured by someone “higher up” to qualify the applicant they want to fill a vacancy (either internally or externally) and to put that person within reach on a selection certificate, no matter what. But it’s that “no matter what” part that pits ethicsRead… Read more »
OK… let’s get real. How many of you have ever been rewarded, encouraged, or even allowed to use fowl language in your business communications? I’m hoping most of you answered in the negative to that one! I’m also hoping you would expect the employer to have some sort of discussion with someone who chose toRead… Read more »
For most of us, the oft dreaded annual performance appraisal rears its ugly head at least once a year. Loathed by the majority of managers & employees alike, one’s approach to performance appraisals is a sure-fire way to experience a positive or negative outcome. Perhaps it’s time to take a fresh look at what’s reallyRead… Read more »
In the wake of controversy and the rush to remove a government official from appointed office, there are some lessons here that all of us can learn. Lesson One: Build and Maintain a Workplace Culture That Fosters Respect. Just as national figures mistakenly react, people in the workplace also are capable of making the sameRead… Read more »
Welcome to this inaugural posting by The HR Gov Gal! As a featured blogger on Govloop, I will be posting every Wednesday, with work-related career tips and my thoughts about Civil Service employment with the Federal government. Future topics include the job search, developing yourself for promotion, getting the most out of work, tapping intoRead… Read more »
People honestly believe they have the ability to motivate others. That’s always sounded pretentious to me. But, successful training firms have thrived on this belief and have sold training to many employers to teach their supervisors the motivational techniques that employers think their supervisors need to succeed. Employers have also spent hundreds of thousands ofRead… Read more »