PayScale’s VIP Blog Roundup: Draft Your Team Like an NFL Manager, How Depression Affects Your Job, and Answering the Second Most-Awkward Interview Question
There's a difference between constructive criticism and, well, whining. If your team is doing more of the latter these days, you don't have to stand by and let negativity take over. There are steps you can take to make sure that you still hear feedback but don't encourage aimless complaining.
Most people aren't crazy about change, especially at work. If you like how your company does things, any alteration seems like a potential for disaster; if you don't, well, any situation can always get worse. Add in the unstable economic environment of the past couple of years, and it's no wonder that managers struggle to convince their reports to give change a chance.
When you look back on your career, you probably remember a handful of managers who stood out from all the rest, some for good reasons, some for bad. If you want to be one of those bosses people remember fondly in years to come -- think A Christmas Carol's Fezziwig, and not The Devil Wears Prada's Miranda Priestly -- here's what to do.
Do you feel like you need to do everything at work yourself, or it won't get done the right way? Chances are, you're overextending yourself, compromising both your productivity and your happiness in your career. So when should you pass the baton, and when should you keep running for the finish line?
Is your team fleeing the company like the proverbial rats off the sinking ship? Bad news. The problem might not be your organization. The problem might be you.
Let's say you've recently taken over a team of workers. Perhaps you've been promoted into the role, or perhaps you're a new hire. Whatever the case, suggests Ron Ashkenas in Harvard Business Review Blog Network, the biggest mistake you can make is to hesitate too long in getting rid of the people who just aren't making the cut.