Many managers are fearful of handling conflict because of perceived negative ramifications in the future. They are afraid that favorable employee relations may never be restored to a positive and…
It is generally assumed that employees conduct themselves in a professional manner in the workplace. But, harmonious relationships don’t always exist, and occasionally a “difference of opinion…
After conducting phase one [coaching] and phase two [corrective action] of performance management, it is time to move to the third and final stage of performance management: termination. Termination…
A few weeks ago, we shared some basics about managing poor performance and how to begin the process of addressing it through coaching. If an employee is still not meeting their position's…
April Fools! Well not entirely... On March 14th, the US Department of Labor [DOL] submitted its final changes on the proposed overtime regulations to the Office of Management and Budget [OMB]. Later…
The Department of Labor’s [DOL] proposal to update overtime regulations has been on the radar for many of today’s business leaders these past few months. Last week on March 14th, the DOL …
Performance management provides a structured plan for developing, managing, and continuously improving employee performance. Accurate documentation, consistently maintained for each employee, tracks…
The goal of an effective performance management program is to make the best even better. Prior to the implementation of any stage of performance management, it is important to understand if there are…
Once you've mastered how to create a favorable interviewing environment, ask thought-provoking questions, answer any difficult questions from the applicant, and watch for questionable behaviors…
As the interview proceeds, information on critical topics can be uncovered by asking thought-provoking questions of the applicant. The following sample questions will effectively generate information…
