We are all human beings. We take to some people better than to others. Some we would merrily ignore, given half the chance. However, it’s a tough situation when we have to work with a person we do not like. Even more complex if we are in a position of leadership regarding such a person. So what’s the best way to deal with this?
No matter how tempted or rushed you are, do not start a new work day without first pausing to plan. Starting your day without a plan will surely lead you to lose control of your agenda. This is one sure way for frustration to take root. Of course, it’s not easy to stay in control of your agenda, but by learning more about yourself, you can create a plan that empowers you fully.
So you advertised a job vacancy, and, having received and filtered scores of résumés, and maybe even interviewed some candidates, you come to the realisation that none of them fit the bill. What do you do?
Job interviews can be fun. However, with poor training, they can be tedious. Done right, job interviews can also be a source of great inspiration. The best job interviews ensure win-win outcomes for everyone – the employer finds a candidate that meets his requirements; the successful candidate is hired for a role that suits him; and the unsuccessful candidates get feedback that will assist their future plans.
In this post, I give three tips on getting the best out of a job interview.
Most businesses have an annual appraisal system where, at a particular time of year (generally, at the end of the year), an employee receives feedback for all his work during the year. Many businesses also operate a performance-related pay model, linking the outcome of an employee’s appraisal with a possible increase in salary or other benefits. So, quite apart from the importance of giving feedback to improve performance for the employee and the business, the outcome of the appraisal could also have a direct impact on the employee’s salary prospects.
If handled right, performance appraisals could make a very positive impact on your employee, and, consequently, deliver great results for your business. However, if not handled right, they could be counterproductive, leading to poor morale, and even a loss of confidence in the appraisal system.
It is therefore vital to get it right. In this post, I will highlight three top tips for giving successful performance appraisals: