I believe that…
· Employees are capable of excellence.
· Certain employee behaviors, which do not meet expectations can be improved upon by utilizing a SOLID corrective action process.
· Great leaders recognize individual genius in people, and they know how to ignite it!
· Great leaders must address poor behavior and performance at times to ignite this genius.
Topics: Takeaways, culture, onboarding, hiring, Growing, HR, Human Resources, Growth, workplace productivity, Success, Management, Employee Retention, Corrective Action
“Every coin has two sides.” Just like a coin, every adverse employee act has various corrective action options. Even though a set of black and white guidelines denoting specific actions for every situation would be nice, it is not that easy. Employee behaviors and performance are rarely identical, which requires managers to understand the broader reasons for corrective action. In the end, corrective action exists CORRECT behaviors and/or performance contrary to the organization’s purposes, plans, and outcomes. Managers must understand the context of a team-member’s situation to know how to best utilize corrective action.
Topics: Takeaways, culture, onboarding, hiring, Growing, HR, Human Resources, Growth, workplace productivity, Success, Management, Employee Retention, Corrective Action
It was a cold December morning. With coffee in hand and the radio blaring out weekend football scores, Sam headed to work. It was his third year as a manager. His division was neither under nor over-performing, but it was another average year of performance. Sam thought through his day and remembered that he was to meet with Henry, his supervisor, for his annual performance evaluation. Sam knew it would be another review filled with circled numbers, meaningless reflection, and wandering chatter. Little did he know that this would be his last day on the job.
Topics: Takeaways, culture, onboarding, hiring, Growing, HR, Human Resources, Growth, workplace productivity, Success, Management, Employee Retention, Corrective Action
Greetings! It’s me your Job Descriptions. A few months ago, my cousin sent you a letter. As you recall, his name is Employee Handbook. After speaking with him, it sounded like he was helpful. In fact, he encouraged me to write you a similar letter. Now, please do not take offense or ignore me. I know I am not the center of attention at strategic planning sessions nor do employees discuss me at happy hours. Just like my cousin, we tend to age with few revisions or little attention.
Topics: Takeaways, culture, onboarding, hiring, Growing, HR, Human Resources, Growth, workplace productivity, Success, Management, Employee Retention, Job Descriptions
In my prior posts, I have shared the basics and when to use OneNote. Next, I wanted to share some of the features of OneNote and explain how I use OneNote. There are so many features, I will just cover the ones I currently use and find helpful throughout my workday.
Topics: brixey and meyer, dayton, Leader, productivity, workplace productivity, Success, Wisdom, OneNote, Organization
In my last post I shared the basics of Microsoft OneNote and included one example of how I use the software to keep my notes organized and efficient. But there are countless scenarios when to use OneNote in the workplace. I will focus on when to use OneNote in an office setting with both internal and external clients and when the OneNote templates can be used in these scenarios.
Topics: brixey and meyer, dayton, Leader, productivity, workplace productivity, Success, Wisdom, OneNote, Organization
Do you ever feel like you struggle keeping all your notes organized? You have a notebook you carry around with you where you take detailed notes at client meetings, internal meetings, and make to-do lists. Or you have folders for each project with notes and handouts in each one that multiply on your desk. When someone asks you for a piece of information, you are left shuffling through your notebook or folder to find that specific note. The information is most likely there, but difficult to find. In the past I've used both of these methods, but found that Microsoft OneNote software has helped me stay organized and gives me the ability to keep my notes organized wherever I happen to be working that day whether it be in the office, home, or at a client.
Topics: brixey and meyer, dayton, Leader, productivity, workplace productivity, Success, Wisdom, OneNote, Organization
One of the scary aspects of leaving my job as VP of North American Sales at a multibillion-dollar international company was the uncertainty. How would we build a business from a base of podcast fans? How would we create revenue from something that is free to listen to? How would I productize myself? Now that it’s been three years, we are starting to get some of these answers.
Topics: brixey and meyer, dayton, Ryan Hawk, Learning Leader, Leader, Leadership Advisory, Success, Wisdom, 2020, Welcome To Management
He asked the typical candidate question. “Tell me about your company’s culture?” I asked him what he meant. He responded, “I don’t know. I’m just wondering what it’s like to work at your company?”
Topics: Takeaways, culture, onboarding, hiring, Growing, HR, Human Resources, Growth, workplace productivity, Success, Management, Employee Retention
It is not hard to see why Output-Based Cultures create superior results and attract the best kind of people. Creating this type of culture is difficult work…especially if the organization has been entrenched with an Input-Based mentality. After doing the hard work, it is often more difficult maintaining an Output-Based Culture. To sustain an Output-Based Culture, it is important to recognize internal signs of slipping back into an Input-Based mindset. This is not an exhaustive list, but it is a good start!
Topics: Takeaways, culture, onboarding, hiring, Growing, HR, Human Resources, Growth, workplace productivity, Success, Management, Employee Retention