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As the Nature of Work Changes, So Must We
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As the Nature of Work Changes, So Must We

The daily dose of vulgarity continues to distract us all from very real solutions to our very real problems. We stand at one of those fundamental turning points in history. How people live and work are changing rapidly. This process is creating quite a few casualties, but the biggest may be the casualty of thought. characterize themselves as “underemployed.” Of course people are afraid. Of course we have social unrest. However, political leaders on both sides of the fence have failed America by not having the courage to tell us we need to do to fix this. I will repeat: We need to fix the world. No politician or political party has the power to do that. They can help, but only we, as individuals, have the power to change the game. For example, each one of us sees a problem to solve that no one else sees. No one can tell us how to solve our unique problems. When we buy our political leaders’ promises to rescue us, we will not take action for ourselves. We further infantilize many people who are barely getting by. We need leaders telling us it is time to learn how to change, to reinvent ourselves, to become active learners, and to become part of the solution. Waiting for coal ? Pining for J.C. Penney to come back? We are wasting precious time. As the rate of change accelerates, we’re being left in the dust. I am alarmed that at the very moment all of us could be engaging in..

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  • Why Employees Love Feedback… October 23, 2017

    Employees want feedback – especially millennials. With millennials set to comprise by 2025, the desire for feedback among workers will only grow.Given how much employees crave feedback, you may be surprised to learn they’re not so keen on reviews.What’s going on here?Generally speaking, the problem is that employees are asking for feedback, but they aren’t receiving it in an effective, informative way. Only 55 percent of respondents to  said they felt performance appraisals were effective, suggesting performance reviews are broken.What’s the solution to closing the feedback/review gap? It’s simple, really: You have to create genuinely valuable reviews.Here are a few tips on doing just that:Deliver Real-Time FeedbackReal-time feedback has obvious perks. If a mistake is made or plans change, real-time feedback ensures fixes and adjustments happen in a timely manner without disrupting the workflow. Real-time feedback is also more natural and conversational than yearly reviews, which gives managers the opportunity to talk with candidates more openly about their concerns.Plus, if you have praise to give, why not give it right away? Employees want to know they did well when the moment is still fresh, not six months from now. When employees feel valued, they’ll work harder to keep that praise coming – a win-win!Real-time feedback has also been tied to employee engagement. , 43 percent of highly engaged employees receive feedback at least twice a week.Be Constructive, Yet SupportiveInstead of rating employees, give feedback as a mentor. As a manager, your job is to lead your employees to improved performance. This is important to remember when giving..

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  • Surviving Your Boss: We All… October 23, 2017

    You may not believe it, but you can learn as much from a bad boss as good one – sometimes even more.I’m not talking about someone who is abusive, which is inexcusable. I’m talking about a manager with a style you might not appreciate at first. When are more junior and in the process of developing their own skills, they don’t always make the best bosses.Most people who have been in business a long time will have suboptimal managers at some point. This isn’t always the worst thing. When you experience different approaches, you begin building your own view of how you want to manage. Then, if you become a supervisor yourself, you can select the aspects of previous managers that best gel with your own style. You choose those you want to emulate versus those you want to avoid. The more varied management experiences you have, the more you can empathize with your own direct reports and develop into a well-rounded leader.But I’m Working for the Devil!But what if your manager is really bad?First, make sure it isn’t you. I once heard a comment that if you think all your roommates are jerks, then maybe you’re the jerk. If you think all your managers are bad, take a careful look in the mirror and make sure you aren’t the one with the problem.For example, if every supervisor you have had micromanages you, then perhaps you aren’t demonstrating you are on top of things. Or, if you feel none of your managers give you enough..

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