Marnie Green
Marnie's latest writings
Be Goals, Do Goals
Are you a finisher? Do you love the feel of completing a task and checking it off your list? Goal completion is a strong human motivator. Yet, writing significant goals that have a positive impact on the work environment can be tough. Here's a framework to consider the next time you begin to draft goals. Goals fall into two categories: "be" goals and "do" goals. "Be" goals are goals that define an expectation for how the employee... (posted by Marnie 305 days ago.)
Are you a finisher? Do you love the feel of completing a task and checking it off your list? Goal completion is a strong human motivator. Yet, writing significant goals that have a positive impact on the work environment can be tough. Here's a framework to consider the next time you begin to draft goals. Goals fall into two categories: "be" goals and "do" goals. "Be" goals are goals that define an expectation for how the employee... (posted by Marnie 305 days ago.)
Performance Management: More Important Than Ever
In today's business climate, organizations must actively managing employee performance. In a climate of restructuring and downsizing, top performers are a prized and valuable resource. And, with fewer employees on many payrolls, managers are realizing they need to give extra attention to staff performance. Clear expectations, regular feedback, and praise and recognition are all no-cost tools that must... (posted by Marnie 1 year 163 days ago.)
In today's business climate, organizations must actively managing employee performance. In a climate of restructuring and downsizing, top performers are a prized and valuable resource. And, with fewer employees on many payrolls, managers are realizing they need to give extra attention to staff performance. Clear expectations, regular feedback, and praise and recognition are all no-cost tools that must... (posted by Marnie 1 year 163 days ago.)
Delivering a Layoff Message - Ugh!!
I'm used to helping managers deliver tough messages. "Your performance is not up to par." "We received a customer complaint about your work." "You were late today." These conversations sometimes cause us to pause, but we press forward because if we don't, the team, the organization, and our customers will suffer. Lately I've been working with managers on delivering a new kind of message-a message... (posted by Marnie 1 year 282 days ago.)
I'm used to helping managers deliver tough messages. "Your performance is not up to par." "We received a customer complaint about your work." "You were late today." These conversations sometimes cause us to pause, but we press forward because if we don't, the team, the organization, and our customers will suffer. Lately I've been working with managers on delivering a new kind of message-a message... (posted by Marnie 1 year 282 days ago.)
Setting Mutually Developed Performance Goals with Employees
Performance goals should be set with employees, not for employees. The purpose of setting performance goals is to give employees targets on which to focus. If the employee has not participated in the establishment of these goals, they are less likely to buy-in to the goals and less likely to find them motivating. Involving employees in the goal setting process is critical. (posted by Marnie 5 years 334 days ago.)
Performance goals should be set with employees, not for employees. The purpose of setting performance goals is to give employees targets on which to focus. If the employee has not participated in the establishment of these goals, they are less likely to buy-in to the goals and less likely to find them motivating. Involving employees in the goal setting process is critical. (posted by Marnie 5 years 334 days ago.)
Five Ways to Earn Your Employee's Respect
In the old days, respect came with the title. Managers were respected because they were managers. Heck, we even addressed them as "Mr. So and So." Today we are wise to that scam. Or at least we think we are. The reality is that today’s employees have clear expectations of what they want from their leadership. And, if they get what they need, they’ll respect you. If they don’t get... (posted by Marnie 5 years 334 days ago.)
1
In the old days, respect came with the title. Managers were respected because they were managers. Heck, we even addressed them as "Mr. So and So." Today we are wise to that scam. Or at least we think we are. The reality is that today’s employees have clear expectations of what they want from their leadership. And, if they get what they need, they’ll respect you. If they don’t get... (posted by Marnie 5 years 334 days ago.)
Copyright 2012 IcoLogic, Inc.
Generated live.