good management

a round-up of good advice for managing people and projects

I write a bunch of stuff for Intuit QuickBase’s Fast Track blog (which I link to here twice a week). Today I worked with them to create a list of the best Fast Track posts of 2015 — my articles and other people’s too — covering everything from how to tell your team their work isn’t quite good […]

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how to improve transparency on your team

People often think of “transparency” as being something that happens (or doesn’t happen) at the very top levels of a company, like transparency with shareholders, the media, or the public. But transparency is also important for individual managers, because it will lead to better decision-making, better collaboration, and a great sense of ownership throughout your team. […]

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how to build a leadership pipeline on your team

If you don’t have a leadership pipeline in place to develop talent internally, you’ll probably need to spend a lot of time searching for good outside talent when vacancies open up on your team – and you may find yourself in a situation where you can’t easily take on new challenges yourself because there’s no […]

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what consequences can managers enforce, other than firing someone?

A reader writes: I’ve just begun my first managerial role and I’m wondering about consequences. You frequently mention clearly explaining the consequences “up to and including termination” when an employee is not meeting expectations. What are those consequences prior to being fired? I work in an international nonprofit, and we don’t do things like write-ups, […]

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my new hire turned from Dr. Jekyll to Mr. Hyde

A reader writes: I’m a manager at a large nonprofit. The budget is tight and I am short-staffed. I finally was approved to open up a position with the understanding that it would be a 90-day trial period and at the end of that period the organization would evaluate how well it worked and then […]

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why I’m thankful for the bad managers in my past

I’ve worked with and for a lot of bad managers in my career. I consider them anti-mentors: bosses who were so bad that they unwittingly formed the start of my thinking on management, by providing a perfect model of what not to do. Over at Inc. today, I talk about those bad bosses and why I’m grateful to […]

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my exempt employees are confused about how to manage their own time

A reader writes: I manage two groups of employees. The first are paid hourly, and personnel matters are governed by union contract. The others are salaried professional staff, who have individual contracts with our employer. This group is compensated and evaluated based on results, not how many hours they work. Our leadership is very clear […]

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am I going overboard with praising my staff?

A reader writes: After many years as an individual contributor and lead, I’ve been stretching into leadership for the last year and find I enjoy it. I also find I seem to be doing very well in this arena (thanks to your blog, no doubt) and I’ve been asked to step up to a higher […]

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my employee sulks when his work is questioned

A reader writes: I am a manager of several remote workers in states other than my own. I have one worker who acts in a way I consider to be childish. Our work environment is fast-paced and can be stressful at times. When I or any of my supervisor staff calls to ask questions about his work, […]

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