Tags |
|
|
Links |
|
|
Hub You - Close the Performance Gap
While most folks today trust mutual funds and their professional managers with their investments, it’s still important to understand the basics of the stock market. Although investing in individual stocks may not be right for everyone, a basic understanding of the stock market is essential to understanding the workings of our economy and business sector.A stock is a portion of ownership in a compa
b) Ask her what she needs from you.
c) Instruct her to set up a progress check. This process will lead to her being more invested in the results and realizing her own strengths.
Wait…..there’s just one more thing. What if you’re reading this and you work for a manager who is still a “work in progress”? What can you do?
•Ask for more frequent meetings;
•Inform your manager of what you think your obstacles might be.
•Inform your manager about your needs for mentoring or training.
•Inform your manager of yo
Nothing screams elegance like good quality leather. The quintessential marks of success are good leather briefcases. In the days of old, leather briefcases were mainly used to carry legal briefs to court. Now, however, they exude quality and professionalism, and have since significantly evolved into a status symbol.The Evolution of the BriefcaseLeather briefcases were originally desig
Begin by taking a look at your team. Do you have the right people? Before you hire someone, think about the culture of your company, the team that you already have in place and your particular style of management. If you have a very structured environment, then you’ll want to hire people who can fit in to your more disciplined atmosphere. If you have a very entrepreneurial company then you’ll want people who are more independent. If you have talented people that fit your company culture, there’ll be less of a gap between your expectations and their performance.
Now that you know you have the right people and you want to narrow the gap between expectations and performance, here are four suggestions:
1) Be clear about your expectations.
Do your employees know what is expected? Have you fully acquainted them with your vision and desired outcome? Don’t assume they know what it is. Communicate clearly. Once the employees knows what the vision is and you’ve been clear about your expectations, then let them take responsibility for achieving the goals. Your responsibility is to keep everyone’s focus on performance, but don’t expect them to do it your way.
2) Make sure they have the tools and information they need.
This is usually the most clear-cut reason for poor performance. Is your employee afraid to let you know that she doesn’t have the knowledge, tools or information she needs? This can be a tremendous time waster. Make sure you’re approachable and then provide the training needed. Only training can close this part of the performance gap.
3) Get to know your employees well.
Know their particular skills, talents and needs. Know their strengths and development opportunities. Frequent meetings make it much easier to confront the employee with the gap between her performance and your expectations. Keep the communication lines open and be candid. If they aren’t on the right path, it’s important to communicate that in a timely manner.
4) Concentrate on the future.
Once you and your employee have identified the gap, and you both understand the reason it occurred:
a) Ask how she plans to accomplish her objectives.
b) Ask her what she needs from you.
c) Instruct her to set up a progress check. This process will lead to her being more invested in the results and realizing her own strengths.
Wait…..there’s just one more thing. What if you’re reading this and you work for a manager who is still a “work in progress”? What can you do?
•Ask for more frequent meetings;
•Inform your manager of what you think your obstacles might be.
•Inform your manager about your needs for mentoring or training.
•Inform your manager of you
Job growth--or lack of it--and the levels of unemployment continue to confuse obtuse government analysts and the Wall Street crowd.Why? They are ignoring the dramatic effect of rapidly-increasing self-employment.Recently, the weekly number of unemployed declined, but the number of newly-created jobs was very small. How could that happen when there were not enough new jobs creat
Now that you know you have the right people and you want to narrow the gap between expectations and performance, here are four suggestions:
1) Be clear about your expectations.
Do your employees know what is expected? Have you fully acquainted them with your vision and desired outcome? Don’t assume they know what it is. Communicate clearly. Once the employees knows what the vision is and you’ve been clear about your expectations, then let them take responsibility for achieving the goals. Your responsibility is to keep everyone’s focus on performance, but don’t expect them to do it your way.
2) Make sure they have the tools and information they need.
This is usually the most clear-cut reason for poor performance. Is your employee afraid to let you know that she doesn’t have the knowledge, tools or information she needs? This can be a tremendous time waster. Make sure you’re approachable and then provide the training needed. Only training can close this part of the performance gap.
3) Get to know your employees well.
Know their particular skills, talents and needs. Know their strengths and development opportunities. Frequent meetings make it much easier to confront the employee with the gap between her performance and your expectations. Keep the communication lines open and be candid. If they aren’t on the right path, it’s important to communicate that in a timely manner.
4) Concentrate on the future.
Once you and your employee have identified the gap, and you both understand the reason it occurred:
a) Ask how she plans to accomplish her objectives.
b) Ask her what she needs from you.
c) Instruct her to set up a progress check. This process will lead to her being more invested in the results and realizing her own strengths.
Wait…..there’s just one more thing. What if you’re reading this and you work for a manager who is still a “work in progress”? What can you do?
•Ask for more frequent meetings;
•Inform your manager of what you think your obstacles might be.
•Inform your manager about your needs for mentoring or training.
•Inform your manager of yo
Or is it that inventors make great engineers? Either way, they go hand-in-hand.Engineers of virtually any specialty get paid to experiment with the technologies of today and add in improvements of their own. In the process, they often create new, useful inventions that may be eligible for a patent.Engineers invent new technologies for the rest of us.There are many engineers (otherwise
2) Make sure they have the tools and information they need.
This is usually the most clear-cut reason for poor performance. Is your employee afraid to let you know that she doesn’t have the knowledge, tools or information she needs? This can be a tremendous time waster. Make sure you’re approachable and then provide the training needed. Only training can close this part of the performance gap.
3) Get to know your employees well.
Know their particular skills, talents and needs. Know their strengths and development opportunities. Frequent meetings make it much easier to confront the employee with the gap between her performance and your expectations. Keep the communication lines open and be candid. If they aren’t on the right path, it’s important to communicate that in a timely manner.
4) Concentrate on the future.
Once you and your employee have identified the gap, and you both understand the reason it occurred:
a) Ask how she plans to accomplish her objectives.
b) Ask her what she needs from you.
c) Instruct her to set up a progress check. This process will lead to her being more invested in the results and realizing her own strengths.
Wait…..there’s just one more thing. What if you’re reading this and you work for a manager who is still a “work in progress”? What can you do?
•Ask for more frequent meetings;
•Inform your manager of what you think your obstacles might be.
•Inform your manager about your needs for mentoring or training.
•Inform your manager of yo
The mini storage business can be very profitable and rewarding. If you choose to start a mini storage business, you can get a high return on your investment.Most people do not know how to build mini storage for maximizing their returns. You must know about how much it will cost to build mini storage. It is important to build a mini storage with a low investment to maximize the returns.Th
3) Get to know your employees well.
Know their particular skills, talents and needs. Know their strengths and development opportunities. Frequent meetings make it much easier to confront the employee with the gap between her performance and your expectations. Keep the communication lines open and be candid. If they aren’t on the right path, it’s important to communicate that in a timely manner.
4) Concentrate on the future.
Once you and your employee have identified the gap, and you both understand the reason it occurred:
a) Ask how she plans to accomplish her objectives.
b) Ask her what she needs from you.
c) Instruct her to set up a progress check. This process will lead to her being more invested in the results and realizing her own strengths.
Wait…..there’s just one more thing. What if you’re reading this and you work for a manager who is still a “work in progress”? What can you do?
•Ask for more frequent meetings;
•Inform your manager of what you think your obstacles might be.
•Inform your manager about your needs for mentoring or training.
•Inform your manager of yo
If published statistics are accurate, employment agencies and search firms fill about 20% of all jobs in the US. Job boards fill anywhere between 2% and 8%. So how do the others get filled?Networking consistently fills more jobs than any other method. Yet people often don’t know how to network well or only act in crisis (I need a job now!) Networking when you don’t need a job will help you cultivat
b) Ask her what she needs from you.
c) Instruct her to set up a progress check. This process will lead to her being more invested in the results and realizing her own strengths.
Wait…..there’s just one more thing. What if you’re reading this and you work for a manager who is still a “work in progress”? What can you do?
•Ask for more frequent meetings;
•Inform your manager of what you think your obstacles might be.
•Inform your manager about your needs for mentoring or training.
•Inform your manager of your ideas for success.
None of this is easy; being a good manager and a good employee is hard.
The road to making it easier is paved with both good intentions and good follow through.
© 2005 Julane Borth
HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.iadvice.info/article/24459/iadvice-Close-the-Performance-Gap.html">Close the Performance Gap</a>
BB link (for phorums):
[url=http://www.iadvice.info/article/24459/iadvice-Close-the-Performance-Gap.html]Close the Performance Gap[/url]
Related Articles:
Search Engine Marketing - How Customers are Searching for Your Business
Those Wonderful Women Truckers
Considering Being an Accountant?
Bookmark it:
|