I know you have heard these words spoken before: “It’s not my fault!” And when I hear these words from someone in a leadership position, that “leader” quickly loses credibility with me. That is because leaders don’t blame other people when something goes wrong.
You can turn a soul-crushing performance appraisal into an opportunity to engage your staff. Make it an interactive conversation that energizes both you and your employee. My team and I have used the following format for performance feedback for over a decade. We use it for both glowing appraisals and tough reviews
Are there people in your organization that regularly break promises, violate expectations, or behave badly? Does a lack of accountability and a culture of indifference encourage this behavior and make others afraid to speak up?
As baby boomers retire, organizations are faced with how to attract – and retain – younger employees. It’s a particular challenge for government organizations that may not seem like appealing – or lucrative – career paths. What do millennials – those 73 million individuals born between 1980 and 1996 – really want in a job?Read… Read more »
I had always considered myself to be an engaged employee and not a part of the problem. But somewhere along the way, I had joined those who were just waiting for the clock to hit the time to go home.
David Bray, Chief Information Officer at the Federal Communications Commission, offered several tips for addressing friction on the road to change.
Finding a mentor is the most important advice I give when growing your career. Professional networking is the other, but how do you do it? Many agree with the importance but the question is should government or private industry help build a professional network for its employees?
Confidence is a companion of success — in and out of the workplace. Armed with confidence, you are more likely to gain workplace recognition and be a satisfied worker. Here are a few simple strategies for boosting your confidence in the workplace.
Constructive criticism is tough to swallow. It’s even more tough with a difficult boss. Read for practical tips on how to develop a game plan that works in your favor.
When your team is only a small part of a larger agency, you have to figure out what in the FEVS applies to you. How do you engage your employees about engagement?