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While some people spend their days dreaming about the corner office and adding the word “manager,” to their LinkedIn profiles, others find themselves in management positions almost by accident.
Most businesses hit a breaking point when they can’t keep up with deadlines and assignments with simple email communication. As young start-ups get bigger, they often face the growing pains of keeping an eye on employee hours.
Companies and managers who are looking to grow should invest in workforce management solutions. Next, you will send out countless more emails – some of which employees might not reply to.
There are even some tools out there that tell you if the recipient downloaded attachments and how long they looked at the message.
If communication breakdowns continue to happen, evaluate where the holes in the system are.
It’s possible that your employees don’t feel comfortable offering feedback and suggestions yet. An outstanding title can increase tweets, Facebook Likes, and visitor traffic by 50% or more. Generate great titles for your articles and blog posts with the Tweak Your Biz Title Generator. Tweak Your Biz is a business community - a place where business professionals like you can stand out. 1) The need for human beings to get appreciated by others is innate in their nature as social beings.
3) Beyond the basic needs that can be met financially, employees also look for higher level needs such as challenges, more responsibilities and a sense of contributing to something that is bigger than themselves.
Performance reviews are usually done at the end of the year in organizations to assess how employees have performed through-out the year and to give them an increment and promotion based on that. It is difficult to remember the contributions made by the employee through-out the year, and so the manager instead focuses on the past few months or few weeks of performance which is fresh in memory.
2) Instead of doing an objective review, managers consider these reviews as an annual ritual and try to complete it without giving enough attention.


2) Manager might overlook all the positive contributions and instead the focus might get more on negatives.
3) In today’s organizations, there is a lot of collaboration and lateral dependencies on people and their performance. These practices of ineffective Performance management effects the growth and efficiency of the employee as well as the Organization.
Continuous feedback allows employees to get feedback year long not just from managers but also from their teams, skip level managers, internal customers, external customers and other relevant people whom they work with. 2) Since multiple people share their feedback, it is more validated and moderated, benefiting both managers and employees. 3) The year end reviews would be easy on everyone, as the expectations and feedback have been communicated in both directions round the year and there will be no surprises! 4) The organization can also experiment with rewards and recognition programs that are peer reviewed and link these to financial rewards at the end of the year.
Gartner recommends that organizations should balance their top-down traditional performance reviews and pay-for-performance programs with bottom-up, social recognition and rewards.
You’re adding to your team or your customer-base is increasing, but either way, there’s more work for you to manage.
Project management software like Podio lets teams come together to assign tasks and deadlines to stay accountable.
The original founders might be salaried and willing to work 60 hours per week, but the new hourly employees like to leave early or take long lunches. At the very least, it makes your business look more professional, while, at the most, it saves your company time and money.
Something as simple as creating company Skype accounts can help employees collaborate and share files. If you’re having a problem with employees spending all day on Twitter, consider making company accounts.
This list was meant to help get you thinking of new ways to implement technology to make your office run smoother.


It makes working on projects and collaborating across departments intuitive, easy and most of all fun. Read the specialists, share your opinions and sign up to become recognized for sharing your expertise by writing on this site!
But often times, the performance review activity turns a nightmare for employees, managers and HR. While positive feedback gives them a sense of accomplishment, they can still look at negative feedback with a clear mind when the evidence is fresh in their mind so that they can take corrective actions. So the right mix of continuous feedback and rewards, employee specific reviews and the formal annual reviews will make performance management more effective, resulting in better engagement, motivation and development of employees. In order to post comments, please make sure JavaScript and Cookies are enabled, and reload the page. First time managers who suddenly find themselves responsible for a group of employees – or even their ex-peers – will face myriad challenges in the transition.
As a manager, you’ll be better able to grasp the workloads of your charges and make sure that no deadlines slip through the cracks.
Some new companies just use a Google Doc as a time clock or ask their employees to email their hours on the honor system.
Having employees clock in and out through the software instead of using the honor system will assure you that you’re getting the full 40 hours a week from them. All of your employees will go through you to make decisions, so failing to reply could hold up an entire project.
Email software tells you when someone opened an email, and reminds you to send a follow-up if you haven’t received a reply in a set number of days.
A successful manager will face challenges head on and try new systems and tools for improvement, and a poor manager will stick to a broken system.



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effective communication rcn



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