One of the biggest challenges for any organization is to keep its employees happy and loyal. Employees who are unhappy or dissatisfied with their work environment, compensation, recognition, or opportunities can have a negative impact on the organization’s performance and reputation. They may also leave the organization for better prospects, causing high turnover and recruitment costs. How can managers and leaders avoid or minimize these problems?
Advice is a common form of communication that aims to help others solve their problems or improve their situations. However, not all advice is welcome or effective. Sometimes, people give advice without being asked, which can have negative consequences for both the giver and the receiver.
This article explores the risks of offering unsolicited advice, and how to avoid them. It also provides some tips on how to refrain from needing to always give advice, and how to respect the autonomy and preferences of others. Finally, it discusses how your credentials may not be seen as impressive by those who do not seek your advice, and how to deal with that reality.
Reminders are essential for staying on track with tasks and deadlines, but they can also be a source of frustration and resentment. How can we set reminders that work for ourselves and others, without nagging and annoying them? How can we use reminders as a motivational tool, rather than a form of criticism? How can we leverage technology for reminders, without becoming dependent on it?
In this article, you will learn some effective techniques for subtle and productive reminders, based on psychological principles and practical examples. You will also discover how to follow up on tasks and deadlines, without hurting your relationships or your reputation. Whether you need to remind yourself, your colleagues, your clients, or your family members, this article will help you do it in a respectful and efficient way.
In a world where information is abundant and accessible, it can be hard to tell who is a genuine expert and who is a phony. Fake credentials and claims are rampant in many fields, and they can mislead, manipulate, or even harm unsuspecting people. How can you spot the difference between a real expert and a fraud? How can you verify the sources and references they use to back up their arguments? How can you ask critical questions and challenge their assumptions? How can you detect their bias and ulterior motives? And most importantly, how can you protect yourself from scams and frauds that exploit your trust and ignorance?
This article will help you develop the skills and strategies to recognize phonies and find reliable experts in any domain. You will learn how to evaluate their expertise, understand their thought processes, and assess their credibility. By doing so, you will be able to make informed decisions and avoid falling prey to false or harmful information.
Many managers and leaders may not realize how their language choice can affect the way they communicate about their subordinates. Using possessive language, such as “my team”, “my assistant”, or “my staff”, can imply that subordinates are property or objects that belong to the manager. This can have negative consequences for the work quality, the subordinate engagement and performance, and the perception of the manager by others.
In this article, you will learn how to avoid possessive language when describing subordinates, and how to use respectful and inclusive language instead. You will also discover the benefits of this approach for both you and your subordinates, as well as some tips for better communication that will make you sound like a leader, not a bossy boss.
Giving advice is easy, but what happens when it is ignored? Many people face the challenge of acting on unheeded advice, meaning they have to deal with the consequences of others not following their suggestions.
This article explores why others don’t follow suggestions and how to act on unheeded advice in different scenarios. It also offers some tips on how to wholesomely support their new direction, beware of them hiding their decision to go against your advice, and avoid saying “I told you so” if things go wrong. By reading this article, you will learn how to handle acting on unheeded advice with grace and professionalism.
Reputation is a powerful asset that can open doors and create opportunities. But it can also be a double-edged sword that sets high standards and expectations. How can one build a strong and positive reputation without falling into the trap of overpromising and under delivering? How can one handle criticism and feedback without losing confidence and credibility? How can one maintain and protect one’s reputation in a competitive and dynamic environment?
These are some of the questions that this article will explore, drawing on insights from psychology, business, and communication. The article will offer practical tips and strategies on how reputation influences perception and expectations, and how to manage them effectively.
An employee’s leverage over managerial staff is a situation that managers tend to try preventing. A skilled employee whose expertise a team can’t function without is a danger to a manager’s sense of power over the team. That employee gains leverage; they are able to work on what brings them fulfillment, master a particular skill, whilst retaining negotiating power.
Expectations are powerful tools that can shape the behavior and performance of employees. They can motivate them to achieve higher standards, or they can demoralize them and lower their productivity. In this article, you will learn how to use expectations as a method of control in a positive and constructive way. You will discover how to set SMART goals and objectives that are specific, measurable, achievable, relevant, and time-bound. You will also learn how to communicate expectations clearly and effectively, using various methods and channels.
Moreover, you will find out how to monitor and measure progress and results, using data and indicators. Furthermore, you will explore how to provide feedback and recognition, using praise and rewards. Finally, you will understand how to hold employees accountable for their actions, using consequences and corrective actions. By applying these principles and practices, you will be able to create a culture of excellence and accountability in your organization.
Many people confuse feedback with advice, but they are not the same thing. Feedback is a response to an action that has already been taken, while advice is a suggestion for a future action. Feedback vs advice is a crucial distinction for anyone who wants to learn, grow, and improve.
In this article, you will discover why feedback is important, how to give effective feedback, and when to use feedback after action instead of advice before action. You will also learn about the benefits of feedback for both the giver and the receiver, and how to avoid the pitfalls of sacrificing autonomy for information. Whether you are a teacher, a student, a leader, or a follower, this article will help you understand the power of feedback and how to use it wisely.