In this semi-regular Can Your Managers Manage … series, we’ve talked about managing performance but how about just managing the work? It’s easy to focus on other, more people-focused issues such as feedback, motivation, and dealing with conflict and take the workflow for granted. But it’s a key management skill all the same
Conflict is inevitable. If you don’t believe that, take a look at the news headlines, or cast your mind back to your last family reunion. Alongside our undeniable capacity for greatness, as a species we can also be petty, vindictive, small-minded, and most of all, unforgiving of those who disagree with us. If that all sounds rather bleak then take comfort in the fact that conflict can also be the engine that drives a truly creative and thriving business. What is conflict? A definition always helps. How about this one? Conflict is… …a
According the CIPD’s latest HR Outlook survey, employees tend to see their leaders as competent when it comes to technical, financial and operational matters but not so much in terms of people and performance management. In fact, 46% see performance management as one of the top five leadership behaviours needed over the next three years. So, that begs the question for all of us: do we need to be better at managing performance? Why bother with performance management?
How we deal with (and work with, and provide services to) people different to ourselves is a topic that springs in and out of the headlines, depending on what’s going on in the world. No surprise then, that articles about anti-Muslim prejudice appear in the wake of
Many skills are essential to being a good manager but given that every manager manages people (the clue is in the title!) the ability to communicate is arguably the most essential competence for the job. And when it comes to communicating, giving an employee feedback about how they’re doing their job can be a particularly tricky type of communication to deliver. Whether you’re telling someone they’re doing great or the opposite, the message may be simple but the person on the receiving end may find it difficult to hear (in face, many people find it harder to accept
It’s that time of year again. No, not the season of mists and mellow fruitfulness, the annual CIPD absence management report. Admittedly, autumn sounds more fun but the way your business deals with staff off sick, is probably more relevant. New data this year After sixteen previous surveys, the CIPD has added a new wrinkle for 2016. For the first time, they asked HR professionals to name the three most effective approaches for managing absence in their organisation