You First People management can be thought of as having three phases: Phase 1 – Achieving Competence: Selecting and then onboarding a new employee. Or, preparing an existing employee for a new responsibility. Phase 2 – Improving Performance: Coaching that employee to their full potential on existing responsibilities Phase 3 – Career Development: Defining and then taking action to move…
How to apply the Question Method as a Follower: Managing up, down, laterally, and internally In my work with people and organizations I have learned the more productive an individual is the more satisfied they are with their work. Productive people are ore engaged and demonstrate greater commitment to the work they are doing. An easy way to find fun…
A source of disaffection and “the great resignation” in the workforce is leaders' tendency to focus on getting more out of their peak performers and, to some degree, giving up on the low performers. In their defense, managers lack the time, patience, and tools to know how to turn around low performers. However, I would suggest that the biggest dividends…
I have worked with several organizations that utilize a one-on-one approach to supervision and performance management. The one-on-one approach is presented as a meeting between the supervisor and employee to review important information, check in on progress, and discuss any issues or topics that need to be addressed. These meetings could include standard expectations, the individual’s career or workplace goals,…
This month, Gallup reported the lowest employee engagement scores in 11 years. Highly engaged workers constitute only 30% of full—and part-time workers, down from 33% in the last quarter of 2023. This indicates lower overall satisfaction with their organizations and less connection to purpose and fellow employees. Engagement is crucial to productivity, retention, customer service, and profitability. In short, this…
Local consultant and writer wrote an excellent piece for the Anchorage Daily News re. needing to start solving employee disengagement at the top of the company. https://www.adn.com/business-economy/2023/12/11/the-problem-of-employee-disengagement-starts-at-the-top/ She offers an assessment tool for leader/managers to have employees complete to rate them (she proposes a scale of 1-7)“in terms of trustworthiness”. She lists 7 elements as follows: Is a straight shooter…
It is either in my DNA or sourced in an early childhood experience, but I am a compulsive helper. It was my role in the family and, ultimately, a mainstay of my leadership approach. An Ivy League master's degree in business/public administration afforded me no knowledge of how to lead people. It was (is it still?) strangely absent from the…
“The Great Resignation” saw/is seeing a shift in why people leave their jobs. A 2021 Pew Research Center study https://www.pewresearch.org/fact-tank/2022/03/09-majority-of-workers-who-quit-a-job-in-2021 cite-low-pay-no-opportunities-for-advancement-feeling-disrespected/) 63% of those leaving cited low pay, 63% no opportunities for advancement, and 57% felt disrespected. It would appear that many of those who were out of work during COVID came to see their work-life balance differently and decided…
Def. Crucible: a situation or severe trial in which different elements interact, leading to the creation of something new Often, non-profit organizations lack the apprehension about the future and a sense of urgency typically found in for profits. There are exceptions, such as non-profit healthcare organizations whose customers have multiple choices in the marketplace. But, those that are grant-funded, although…
In recent blogs, I point out the trends of declining employee engagement and the rise in percentage of workers (now over 50%) that are considering leaving their positions. I have urged strengthening relationships, shifting from a supervision model to a coach model and increasing the frequency of one-on-one interactions. But I got to thinking, how has what employees want from…