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Hub You - Bad Managers are Costing You 73% of Your Employee Productivity
So, you’re thinking about starting a business, but what do you call it? There are a lot of options and theories out there as to what makes a good name. Now, I’m not an expert on naming so I’m just providing some food for thought.When naming your business, think about who the consumer of your product or service is going to be. Think about what your product or service is and how the consumer is going to use it. This is what many in marketing call the “felt need” – that is the need of your consumer and how your product or service meets that need. Incorporating your “felt need” into the name of the business might be of great benefit. Let’s take coffee for example. It’s a hot, no pun intended, item. There are tons of coffee shops and services opening up every where. Now, these aren’t the best examples, but it might be appropriate to name a coffee business Java Jolt, Coffeine or Warm & Cozy. The first two line up the product with the need of being woken up. The third evokes yet another feeling of comfort.So, w
E=mc2
Although the hallowed halls of science have a place for the "Professor," the speed of business does not allow for such analysis paralysis. This manager simply can not make a decision unless ALL facts are accounted for and unless ALL the information is perfect. It is impossible for the "Professor" to trust anyone other then himself. Therefore, he f
The Fox network’s hit reality show American Idol (AI) is watched by millions of viewers. Whether or not you’re a fan of the show, it has some valuable lessons if you’re in the market for a new job. After all, an audition is very much like a job interview, and the panel of judges are like hiring managers--some are encouraging, sensitive and polite, while others can be negative, insensitive and downright mean. (Fortunately, most hiring managers are more like AI judges Randy Jackson or Paula Abdul than judge Simon Cowell.) Here are seven lessons job seekers can learn from AI: 1. Determine whether you’ve chosen the right career path. Many of us fantasize about being a rich and famous pop star or rock singer. Very few of us actually decide to pursue that as a serious career path. During the second episode of the 2007 season of AI, Simon said to one contestant, “This is not the career path for you.” That was actually
The really scary information about this poll is the fact that a full 59% of the workers polled by Gallup stated that they were simply sleepwalking through their day. They were showing up to work to put in their time, but felt no connection with their companies, and therefore no remorse over the fact that they were not performing to their full ability.
On top of that, 14% of the workers polled actually said that they were not only unhappy in their jobs, but that they were ACTIVELY WORKING TO SABOTAGE the efforts of their colleagues. These workers are actually showing up to work just to COST YOU MONEY!
So, why is this happening? Well, according to Gallup studies, a full 84% of people polled stated that they believe business executives have, at best, mediocre ethical standards (rating just above politicians, car salesmen and telemarketers.) In addition, 20% of people polled were dissatisfied with their immediate, front line supervisor.
So it seems that the largest problem, by far, is BAD MANAGERS AND SUPERVISORS. Now it's your job to go find them. To assist you in this quest, I have assembled a list of the most common culprits. I guarantee you, there will be at least one of these characters floating around your workplace.
ARE YOU READY TO RUMBLE???
First up on the list is, of course, the "Bully." We all remember this person from school, if not from the desk right next to us. This manager is loud, obnoxious, over-bearing, often angry, and leads only through intimidation. The "Bully" has no respect for you, or your employees.
This creates an atmosphere of fear and suspicion. Your employees do not know where they stand, and are probably spending more time trying to cover their tracks (simply to avoid getting yelled at) then performing meaningful work for your organization.
E=mc2
Although the hallowed halls of science have a place for the "Professor," the speed of business does not allow for such analysis paralysis. This manager simply can not make a decision unless ALL facts are accounted for and unless ALL the information is perfect. It is impossible for the "Professor" to trust anyone other then himself. Therefore, he fo
As a wedding planner you can have a rewarding career that lets you use your creativity to organize the happiest day of people's lives.In our busy society it's no wonder so many couples turn to a professional wedding planner to ensure their wedding is as stress free as possible. With more than 2.5 million weddings taking place in the United States alone last year, there are more opportunities for wedding planners than ever before.As long as you have the desire, you can become a wedding planner. No special education or experience is necessary to break into this career and succeed. If wedding planning sounds like the career of your dreams, here are ten steps to breaking into this fabulous job, based on the FabJob Guide to Become a Wedding Planner, published by FabJob.com.1. Develop your skillsSuccessful wedding planners have a number of traits in common. They are usually creative people with excellent interpersonal skills who love to plan events. While most of these traits come naturally to m
On top of that, 14% of the workers polled actually said that they were not only unhappy in their jobs, but that they were ACTIVELY WORKING TO SABOTAGE the efforts of their colleagues. These workers are actually showing up to work just to COST YOU MONEY!
So, why is this happening? Well, according to Gallup studies, a full 84% of people polled stated that they believe business executives have, at best, mediocre ethical standards (rating just above politicians, car salesmen and telemarketers.) In addition, 20% of people polled were dissatisfied with their immediate, front line supervisor.
So it seems that the largest problem, by far, is BAD MANAGERS AND SUPERVISORS. Now it's your job to go find them. To assist you in this quest, I have assembled a list of the most common culprits. I guarantee you, there will be at least one of these characters floating around your workplace.
ARE YOU READY TO RUMBLE???
First up on the list is, of course, the "Bully." We all remember this person from school, if not from the desk right next to us. This manager is loud, obnoxious, over-bearing, often angry, and leads only through intimidation. The "Bully" has no respect for you, or your employees.
This creates an atmosphere of fear and suspicion. Your employees do not know where they stand, and are probably spending more time trying to cover their tracks (simply to avoid getting yelled at) then performing meaningful work for your organization.
E=mc2
Although the hallowed halls of science have a place for the "Professor," the speed of business does not allow for such analysis paralysis. This manager simply can not make a decision unless ALL facts are accounted for and unless ALL the information is perfect. It is impossible for the "Professor" to trust anyone other then himself. Therefore, he f
The Small Business Association states that over 90% of businesses fail within their first year of operation and a greater portion of those enterprises still in business unfortunately cease to exist within just three short years. The birth of the Zippo Lighter effectively summarizes just how hard business success is to obtain and George G. Blaisdell, the founder of Zippo can only be sumarized as a business inspiration for all entrepreneurs!George G. Blaisdell’s adolescent years can best be described as alternative and strong-willed. Mr. Blaisdell absolutely hated school and decided in his 5th year of elementary school that he would no longer attend. George’s father however tried to force him in the right path by sending him to the military academy but unfortunately lost the battle just two years later when George Blaisdell was dismissed from the institution. Over the years that followed George Blaisdell would gain valuable traits that would aid him in his greatest accomplishment yet by eventually taking over the
So it seems that the largest problem, by far, is BAD MANAGERS AND SUPERVISORS. Now it's your job to go find them. To assist you in this quest, I have assembled a list of the most common culprits. I guarantee you, there will be at least one of these characters floating around your workplace.
ARE YOU READY TO RUMBLE???
First up on the list is, of course, the "Bully." We all remember this person from school, if not from the desk right next to us. This manager is loud, obnoxious, over-bearing, often angry, and leads only through intimidation. The "Bully" has no respect for you, or your employees.
This creates an atmosphere of fear and suspicion. Your employees do not know where they stand, and are probably spending more time trying to cover their tracks (simply to avoid getting yelled at) then performing meaningful work for your organization.
E=mc2
Although the hallowed halls of science have a place for the "Professor," the speed of business does not allow for such analysis paralysis. This manager simply can not make a decision unless ALL facts are accounted for and unless ALL the information is perfect. It is impossible for the "Professor" to trust anyone other then himself. Therefore, he f
Training your employees, you can also say it's important for large organizations to have a training department. When an employee shifts job, the job requirement changes according to the change of industry, product and lot more. The process now-a-days companies follow is the moment they have a new hire, employees straight goes into a training process wherein they are exposed to the new organization and trained according to their job profile.Along with this, companies regularly conduct various training classes that relates to employees and companies benefit overall. Managing these at times is a hard core job for a company with employee size above 500. Since you may have employees from different departments falling into the right fit category for a particular training class.Communicating with them and maintaining a record of the complete training development and after paper work gets tedious. With a system in place where selection of the right fit can be automatically done according to the job function, mai
ARE YOU READY TO RUMBLE???
First up on the list is, of course, the "Bully." We all remember this person from school, if not from the desk right next to us. This manager is loud, obnoxious, over-bearing, often angry, and leads only through intimidation. The "Bully" has no respect for you, or your employees.
This creates an atmosphere of fear and suspicion. Your employees do not know where they stand, and are probably spending more time trying to cover their tracks (simply to avoid getting yelled at) then performing meaningful work for your organization.
E=mc2
Although the hallowed halls of science have a place for the "Professor," the speed of business does not allow for such analysis paralysis. This manager simply can not make a decision unless ALL facts are accounted for and unless ALL the information is perfect. It is impossible for the "Professor" to trust anyone other then himself. Therefore, he f
Whats in a name? Possibly your entire image – take time to choose the right name.Think about the last time you named a child or a pet or perhaps that prize-winning racehorse! How many days and nights did you agonise over choosing just the right name? Think of all the baby name books, the names that jumped out at you while watching TV or listening to the radio. How they sounded when you said them out loud. A lot of time and effort was spent in coming up with just the right name because you knew that you’d have to live with your decision for many years. Choosing a name for your company and products can be just as difficult.A good name portrays personality, stands out in the crowd and is memorable. A great name is one that is easy to spell, pronounce or remember and tells the consumer what you do. A perfect example is Toys R Us. Everyone instantly knows what the company sells.Image with ImpactReinventing a brand can take many forms – new packaging design, advertising, sometimes a whole new per
E=mc2
Although the hallowed halls of science have a place for the "Professor," the speed of business does not allow for such analysis paralysis. This manager simply can not make a decision unless ALL facts are accounted for and unless ALL the information is perfect. It is impossible for the "Professor" to trust anyone other then himself. Therefore, he forces your employees to re-do their work over, and over, and over.
This does absolutely nothing except demotivate your employees. They loose their autonomy and creativity. Worse still, your employees begin to loose faith in their own abilities because they can not seem to get anything right for this manager. The question your employees start to ask themselves is "Why am I even trying? I'm just going to have to do it over anyway!"
YEE HAH!!! IT'S THE WILD, WILD, WEST!!!
Yessir, ladies and gentlemen; it's the "Gunslinger." As the name might suggest, this manager shoots from the hip, and once you are in his sights, your days are numbered. This manager shoots to kill based only on gut reactions; without regard to the consequences, or to the facts at hand. Interestingly, this manager also ACTIVELY seek out evidence to support his gut reactions, whether or not his opinion is correct.
The problem with this manager is that your employees never now who is next in his sights; so they have absolutely no sense of stability. Therefore, your employees are more apt to be working the rumor mill, rather than their actual work, just so that they can create some sense of stability.
I WANNA BE A REAL LIVE BOY!
The favorite expression for this manager is "He's the Boss!" therefore earning this manager the title of the "Puppet." Typically, this manager is subservient to the "Gunslinger" or the "Bully" but can be subservient to anyone in authority if he is actually wimp enough.
The sad fact for this manager is that he will ATTEMPT to make their opinions and observations known, but will unfailingly back down in the face of righteous confrontation. This creates distrust and uncertainty among your employees because this manager will SPEAK what he thinks, but will DO what the boss wants, whether or not he agrees. Therefore, your employees, again, do not know where they stand and will spend time, and energy, trying to figure that out rather than working.
GOT BAIT???
The "Worm" is the hardest to find, and probably one of
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