Tag Archives: feedback
April 30, 2013 – 10:02 am
In my last post, I responded to a reader’s request to revisit “crazy-making boss behavior” with a review of the “Have You Gotten Any Better at That Yet?” boss. But of course there isn’t only one type of this behavior, so you might also want to know more about the “Brainstormy” Boss, who creates a [...]
October 9, 2012 – 9:55 am
A seasoned executive has been venting to me about her dissatisfaction with the work of a longtime employee. Over time, the employee seems to have succumbed to a combination of habitual carelessness and general lack of focus that may be exacerbated by some personal difficulties. The result is an increasing number of errors and frequent [...]
Also tagged competence, consequences, corrective action, development, employee performance, job fit, leadership, management, motivation, performance, performance pitfall, responsibility, supervision
September 25, 2012 – 10:12 am
Isn’t it annoying when management bobbles the ball, and then can’t understand why the rest of the team is stumbling around in disarray instead of flawlessly executing plays? All kinds of management compromises can occur when a senior executive is on the road much of the time, and leaves her staff in the care of [...]
Also tagged authority, consequences, development, leadership, management, matrixed organization, motivation, performance, performance pitfall, responsibility, supervision, training
September 19, 2012 – 10:04 am
It’s not enough to announce to your staff, “Just get it done!” Because either they will or they won’t. If a manager doesn’t communicate specifically enough, with a real understanding of how the job gets done in the real world, then it’s unlikely that the job will get done. And when the manager wonders why [...]
Also tagged collaboration, competence, corrective action, employee performance, leadership, management, motivation, performance, performance pitfall, supervision, The Haggler, unintended consequences, values
September 11, 2012 – 12:01 pm
From time to time, I’ve been privy to performance problems in which no one means a bad thing, but at least one of the parties communicates in ways that show a lack of understanding of motivation, collaboration, or the impact of their behavior on others. You’ve probably experienced similar situations. This post launches a series [...]
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Liz Alt Kislik is President of Liz Kislik Associates LLC. Liz brings more than two decades of customer-focused management experience to businesses of all sizes and segments. She helps managers address complex organizational problems, particularly in the areas of customer care and employee performance.
