Most new managers are left to sink or swim when they get promoted into a leadership role. The data is concerning, 40% of new managers don’t last 18 months. Why do so many companies tolerate the lost time, lost opportunities, lost money, and of course the inevitable heartache that comes with dealing with a new manager who does not perform?
What are the reasons that some teams reach their goals, while others never seem to fulfill their potential? Successful teams achieve their goals not only because of "who they are", but more often because of “what they do.”
One of our clients emailed me recently wanting to know, “How do you hold people accountable or punish bad results and unmet deadlines in a professional manner, especially in a small family business where employees I’m responsible for have more experience than me?”
Numerous studies on motivation have identified reasons why much of the feedback managers give to their employees isn’t very motivating or constructive. Here are some tips to do a better job of giving feedback.
One of the benefits of working with RESULTS.com is that we get to observe thousands of teams working on their Goals, and by analyzing the patterns we quickly learn what works and what doesn’t in terms of achieving better business results.
Industry Week posted an article about some of the common traps that leaders fall into. This inspired me to write on this topic:
We see lots of management articles about how important it is to empower your team and drive employee engagement.
Weekly team meetings are vital to share information, make decisions, and align your team for business execution – but the subtleties of each individual’s particular needs cannot be fully addressed in a team meeting.
One of the keys to effectively manage and coach your people is to make everyone’s performance visible. The Harvard Business School calls this management approach “radical transparency” and it has been found to deliver superior results.
Guest blog post by Zane Safrit, @ZaneSafrit
Since implementing the RESULTS.com software, communication between staff members regarding reaching targets and goals has improved ten-fold. (There is also healthy competition with the new “gamificiation” feature!)
Tania Young – Director – BRAVEday
59 Grant Ave. 2nd Floor, San Francisco, CA 94108 USA
Shed 24. Princes Wharf, Viaduct, Auckland City 1010 New Zealand
Read Our Manifesto