It is quite a big leap to make the transition from team member to leader, and many new supervisors are not prepared for the challenges that await them. HR is a big part of the promotion process when the decision is made to move someone into a supervisory role, and it is important that we’re supporting new supervisors and giving them the tools to succeed as leaders. This includes training, ongoing support and mentorship.
Employment Enterprises Blog
If you’re managing a team, you might wonder what comes first: engaged and personally invested employees or productive, great work? Is an employee doing great work because they’re engaged? Or will the employee become more engaged after doing great work?
An issue that organizations seem consistently faced with today is a lack of skilled workers that can further their growth, success, and ability to compete with competitors. This "skills gap" is explained by the U.S Chamber of Commerce Foundation (USCCF) Center for Education and Workforce's new report, as a result of education and workforce systems in the U.S that are failing to keep pace with the changing needs of the economy.
So how do we remedy this talent shortage and close the skills gap? This is a hot topic among organization leaders and management, and USCCF's report offers an interesting strategy that, while different, may be an actionable way for organizations and institutions to start remedying this challenge. The strategy proposes to apply a supply chain management approach to talent, leveraging lessons learned from innovations in supply chain management and engaging employers to expand leadership roles, acting as "end-use customers" of education and workforce systems.
Great leaders are great communicators. They share their vision in a way that inspires others and projects a contagious enthusiasm. But this ability doesn't always come naturally. We’ve all experienced the pep talk that falls flat: the gung ho “take one for the team” speech that triggers sarcasm instead of motivation.
So how do some people stimulate belief, loyalty, and a commitment that defies logic, while others are dismissed and disrespected? With deliberate intent and lots of practice.
Generally when you hear the word “sabbatical,” most people think of a college professor taking time off to do something intellectual that would then contribute to their ability to shape the minds of young people. If you search the word “sabbatical” it is actually defined by Google as “a period of paid leave granted to a college teacher for study or travel, traditionally every seventh year.”
When someone who has never been a manager is hired or promoted, he or she often makes the kind of common mistakes that seem to be unavoidable due to lack of experience. Your company can avoid these mistakes by implementing mentorship or shadowing programs that allow new managers to learn from old pros before taking the reins themselves. Here are some common first-time-manager mistakes.
A job description outlines the duties and responsibilities of a given position, and the qualifications an individual must have in order to successfully perform the job. Well-crafted job descriptions can help employers set clear expectations for employees and align individual goals with the overall goals of the company. However, all too often job descriptions lack essential information, are used inconsistently, or are rarely updated. The following are eight common job description mistakes and how to avoid them.
Do you ever finish up an interview and feel like you have not learned enough information to make a good hiring decision? If so, it may be time to revise your interview style. An interview not only gives us a chance to ask questions about a candidate’s skills, but it is also a way to determine if someone will fit into our company culture. With a few updates and changes to your approach to interviews, you will be able to hire the best candidates.
I’ve always worked in organizations where this time of year was budget time. We spent hours in meetings talking about the goals we wanted to accomplish in the upcoming year (and how to fund those projects.)
Managing employees can be one of your most challenging–and also most rewarding–responsibilities as you move up within a company. When your management works and you see your employees surpass even their own expectations, it's wildly exciting and incredibly fulfilling!