By Bob Rosner
The bestselling advisor to motivating and handling each employee―updated for the recent international of business!
As a manager in today’s hugely aggressive international, you need to not just get extra out of every worker― you want to additionally turn out your department’s strategic effect at the association. This well known, hugely functional advisor is helping you're making your division shine. The Boss’s Survival Guide, moment version, has been up to date that will help you deal with today’s hot-button matters, such as:
- Hiring and protecting the easiest expertise
- Handling layoffs and terminations
- Using social networks similar to LinkedIn and fb
- Managing time and working with tension
- Keeping up with the most recent adjustments in employment legislations
- Maintaining your individual marketability and dealing with your career
Praise for the 1st variation of The Boss’s Survival Guide
―Tom Peters, writer of In seek of Excellence
“This booklet has every little thing you’ll ever want to know approximately being a good boss yet don’t have time to learn.”
―Ken Blanchard, Ph.D., coauthor of The One-Minute Manager, Raving Fans, and Gung Ho
“At final, a definitive consultant for bosses at the hiring, care, and feeding of employees.”
―Richard N. Bolles, writer of What colour Is Your Parachute?
Read or Download Boss's Survival Guide: Managing Performance PDF
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Extra info for Boss's Survival Guide: Managing Performance
Stay Out of Jail • Don’t put anything in the file you wouldn’t want read in court. • Allow employees to see their own files. Employees have many reasons for wanting to see their files, and in broad terms the courts have said they should be allowed to. The courts also have ruled that access shouldn’t be a free-for-all, and that employers should be allowed some limits, such as CH09_Rosnerx 1/29/02 3:14 PM Page 291 MANAGING PERFORMANCE 291 • Requiring employees to submit a written request • Allowing employees to see their file only by appointment • Allowing employees to see their file only during regular business hours • Allowing inspection only on the employee’s own time • Requiring that a representative of the employer (such as you or someone from HR) be present • Limiting the frequency of inspections Virtually every state has laws regulating personnel files.
A co-worker was stalking an employee. The employee was understandably terrified, and the stalker was unresponsive to discipline and even to a restraining order. Mona believed that she needed to fire the stalker and reassign his victim, but the stalker was a diagnosed schizophrenic and therefore protected by the Americans with Disabilities Act. Mona knew that if she fired him, she could expose the company to a wrongful termination suit. Despite that risk, Mona fired him (and also reassigned the employee).
Don’t make any assumptions about employees. Just as you shouldn’t accept at face value the accuracy of a resume, don’t make assumptions after the hire. Employees may volunteer for additional responsibilities out of boredom, a wish to please, or to earn a higher wage. It doesn’t mean they can actually do the work. Investigate their claims. • Don’t ignore or minimize problems, actions, statements, or signs that an employee is a potential danger to himself or others. After the tragic shootings at Columbine High School, the media was filled with evidence of the boys’ troubling behavior.