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What Do Your Employees Really Think of You?

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Trustworthiness is an essential quality workers expect from their managers, according to a recent survey that focused on workers and their managers.

 

 

Workers generally give their managers high marks on a wide variety of needed performance measures, according to a recent survey from Instructure. Overall, they feel that their bosses are effective at expressing industry knowledge and expertise, while cultivating a collaborative culture. Managers are also giving timely and constructive feedback, while establishing transparency about department and company developments. The latter point remains critical, as the vast majority of workers rank trustworthiness among the most essential qualities of managers. In addition, they value managers who are creative while taking the time to train staffers on needed job skills. The findings convey a generally positive state-of-mind among today’s professionals, as most of them feel secure in their jobs and say that all of their talents and skills are put to use at work. In addition, they say they receive recognition when they do good work, and like working for their employers. A total of 1,050 U.S. employees took part in the research.

Dennis McCafferty is a freelance writer for Baseline Magazine.

– See more at: http://www.cioinsight.com/it-management/careers/slideshows/what-do-your-employees-really-think-of-you.html#sthash.30E1jjzg.dpuf

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7 Things That Make Great Bosses Unforgettable

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Unforgettable bosses change us for the better. They see more in us than we see in ourselves, and they help us learn to see it too.
BY TRAVIS BRADBERRY

Author, ‘Emotional Intelligence 2.0’

IMAGE: Getty Images

Once again, Google has topped Fortune magazine’s list of the “100 Best Companies to Work For.” This marks Google’s second year in a row at the top of the list, and their sixth victory overall.

Most people assume that Google tops the list because of their great benefits and all of the fun and perks that they pack into the Googleplex. But that’s just part of the equation.

Google knows that people don’t leave companies; they leave bosses. But unlike most companies, which wait around hoping for the right bosses to come along, Google builds each Googler the boss of their dreams.

Their people analytics team starts by researching the qualities that make managers great at Google. They’re the managers everyone wants to work for. Next, Google built a training program that teaches every manager how to embrace these qualities. Once managers complete the program, Google measures their behavior to ensure that they’re making improvements and morphing into managers that Googlers want to work for……

1. Great bosses are passionate. Few things are more demotivating than a boss who is bored with his or her life and job. If the boss doesn’t care, why should anybody else? Unforgettable bosses are passionate about what they do. They believe in what they’re trying to accomplish, and they have fun doing it. This makes everyone else want to join the ride.

2. They stand in front of the bus. Some bosses will throw their people under the bus without a second thought; great bosses pull their people from the bus’s path before they’re in danger. They coach, and they move obstacles out of the way, even if their people put those obstacles there in the first place. Sometimes, they clean up messes their people never even knew they made. And if they can’t stop the bus, they’ll jump out in front of it and take the hit themselves.

3. They play chess, not checkers. Think about the difference. In checkers, all the pieces are basically the same. That’s a poor model for leadership because nobody wants to feel like a faceless cog in the proverbial wheel. In chess, on the other hand, each piece has a unique role, unique abilities, and unique limitations. Unforgettable bosses are like great chess masters. They recognize what’s unique about each member of their team. They know their strengths, weaknesses, likes, and dislikes, and they use these insights to draw the very best from each individual.

Read more….http://www.inc.com/travis-bradberry/7-things-that-make-great-bosses-unforgettable.html

Why Leaders Can’t Afford to Overlook Rudeness at Work

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Heather R. Huhman Contributor Career and Workplace Expert; Founder and President, Come Recommended

August 31, 2015

Anger, gossip and irresponsibility are the sorts of behaviors that come to mind when we think about a toxic workplace, but a new study reveals another behavior leaders should beware of: rudeness.

Rude behavior is contagious and can spread quickly throughout the workplace, according to the study published in the Journal of Applied Psychology in June. The study found impolite interactions cause employees to perceive rudeness in later interactions, which often results in impolite retaliation.

Leaders shouldn’t tolerate this kind of harmful behavior — it’s not something that can be swept under the rug. Here are some ways to address rudeness in the workplace, before it spreads:

1. Set and maintain expectations.

One of the most important employee needs is clear expectations. If there aren’t any established boundaries and expectations, employees don’t have a guideline to follow.

“Great managers don’t just tell employees what’s expected of them and leave it at that; instead, they frequently talk with employees about their responsibilities and progress. They don’t save those critical conversations for once-a-year performance reviews,” states an article published in Gallup’s Business Journal in April.

Establish expectations through frequent conversations with employees. Don’t not just meet monthly or quarterly. Keep a positive tone and address examples of what employees already do well. When gray areas are uncovered, address them by collaborating with employees to determine a set rule.

Related: How the Epidemic of Bad Behavior Affects Your Business

Read more: http://www.entrepreneur.com/article/250005

Image credit: Marie Richie | Flickr

9 things bosses do that make great employees quit

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It’s pretty incredible how often you hear managers complaining about their best employees leaving, and they really do have something to complain about—few things are as costly and disruptive as good people walking out the door.

Managers tend to blame their turnover problems on everything under the sun, while ignoring the crux of the matter: people don’t leave jobs; they leave managers.

The sad thing is that this can easily be avoided. All that’s required is a new perspective and some extra effort on the manager’s part.

First, we need to understand the nine worst things that managers do that send good people packing.

1. They Overwork People

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5 Office Mistakes Costing Millennials the Promotion How managers are misinterpreting Millennials’ approach to success in the workplace.

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By J.T. O’Donnell
Founder and CEO, CareerHMO.com
IMAGE: Getty Images

Now that career-minded Millennials make up 50 percent of our workplace, it’s safe to assume (like every other generation to enter the work force) they’ll want to earn promotions as quickly as possible. Unfortunately, we’re hearing across the board that a lot of Millennial workers aren’t promotion material, citing a lack of drive and professionalism. However, the real problem lies in a lack of Millennial understanding of the power of perception. In my experience, simple insights are all Millennials need to turn things around.

“People hear what they see.” –Doris Day

We know actions speak louder than words. What some Millennials don’t understand is certain actions at work give the perception they’re lazy and unskilled.

Let’s take a look at the most common mistakes Millennials make and how they get misperceived.

1. Being a clock-puncher. Millennials value their free time. As a result, some tend to be meticulous about only working the hours they’re paid for–to the second, i.e., they walk in at 8:29 a.m. and leave at 5:59 p.m. on the dot (because they took exactly 30 minutes for lunch). When you’re so focused on leaving the office not a minute later than you need to stay, you send the message you couldn’t care less about the work you’re doing. In the mind of management, it’s just a job to you. Perhaps that’s the case, but managers have no desire to promote people who aren’t focused on and interested in the work they do.

Advice to Millennials: Once or twice a week, stay 15 minutes past your normal work hour and get an extra task done. As the rest of your peers exit en masse, you can score a chance to say good night and make small talk with your boss about what you’re working on and why you chose to stay late to finish it. Those moments can help you build a better personal connection with your boss and show you aren’t obsessed with the clock–two things the boss will consider when a promotion comes available.

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