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Managing unionized employees - how hard is it?
 
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This video is about Managing unionized employees. Is it hard? Should you be concerned or scared? In this video, that’s what we get into. Managing in a unionized environment is different. But it’s not all bad. Be sure to SUBSCRIBE here: https://goo.gl/1LHWJ9 Sign up to our email list here: http://eepurl.com/dq3x2n On this channel, Leadership with Mike, I discuss leadership, management and overall success in the workplace. I post every Tuesday and Thursday. My goal is to help managers lead and leaders succeed. If there is a topic you’d like me to dive into then leave a comment and I’ll be sure to look into it! Follow me on Twitter https://twitter.com/leadwithmike Follow me on Instagram https://www.instagram.com/leadership_with_mike/ #leadership #Leader #manager #manage #lead #succeed #success
Managing Difficult Employees
 
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http://blog.hr360.com/hr-blog/managing-a-difficult-employee-video-blog Video Highlights: 0:42 Managing a difficult employee is one of the biggest challenges a supervisor can face. We’re talking about individuals who are not violating company policy or breaking the law, but whose demeanor, attitude and behavior are off-putting to others. 01:12 Left unaddressed, a difficult employee has the potential to do serious harm to overall workplace morale and productivity, and can even drive other valuable employees away from the department or company. 01:29 You must be responsive to the issues and complaints of the offending employee’s colleagues. Don’t brush them off. Document the complaints in detail, and ask for specific examples of the behavior in question. 01:49 Address the employee in question. This is understandably uncomfortable, but it must be done. Ideally, you will speak with the employee immediately following an incident, so that the event is fresh in his or her mind. 02:19 Follow an established protocol of steps based on a progressive discipline policy. Start with a conversation, or counseling session. If the behaviors persist, move to a verbal and then a written warning. 03:27 If all these efforts fail, you may be forced to consider reassignment or termination of the employee. However, absent special circumstances, this should generally be the last resort and done only after all other avenues have been exhausted.
Views: 121163 HR360Inc
Stop Managing Your Remote Workers As If They Work Onsite
 
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In 1979, IBM was making headlines by becoming one of the first large companies to allow employees to work remotely. Fast forward to 2017 — IBM tells its thousands of remote workers to relocate to an IBM office or find a new job. What caused IBM to reverse a seemingly successful policy? It was the belief that locating teams in the office would make them more productive, innovative, and agile. But the reality is that remote work is the future. 51% of workers would change jobs for a role that offered them flextime and 37% would make a move for a role that allowed them to work remotely at least part-time. By changing your attitude and management style, you can make remote work work for your team. To learn more about remote work and how to set up a teleworking policy, check out: https://hubs.ly/H0bVLYK0 remote work, teleworking, telecommute, management, remote jobs, virtual teams, work-life balance, how to manage, management style
Views: 6553 HubSpot
Hiring and Managing Seasonal Employees
 
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http://blog.hr360.com/hiring-and-managing-seasonal-employees-video-blog Video Highlights: 00:48 You’ll want to start recruiting early. Especially in times like these, when the labor market is strong and unemployment low, it’s the early bird that catches the qualified workers. 01:03 When hiring seasonal workers, it’s best to be clear up front that the work is temporary. 01:19 Take time to develop a job description. You may feel that the job duties—helping out with overflow work—are obvious, but what’s obvious to you may not be to someone new. 01:41 Try to keep your hiring standards as high for short-term workers as you would for regular employees. 01:57 Even though the seasonal workers are short-term, they still should be properly trained and well integrated into your workforce, particularly when they are in customer-facing roles. 02:33 Even in the most collegial work environments, an unfriendly rift may develop between regular and seasonal employees. Break down these kinds of barriers by letting your existing employees know the temporary workers are part of the team and were brought on board to make their jobs easier. 02:57 Treat the newcomers with the appreciation every employee deserves… congratulate them on jobs well done…and remember to include them in company outings and celebrations. 03:14 Just as you shouldn’t skimp on onboarding your short-term employees, neither should you hesitate to quickly address any problems they present… including getting rid of difficult employees who need to go. 03:37 Just like your regular employees, seasonal workers are protected by laws dealing with harassment, discrimination, and workplace health and safety, among others. 04:03 Also be aware that IRS tax withholding rules apply to part-time and seasonal workers, just as they do to your regular workforce. 04:20 Finally, keep in touch with your short-term workers in the off season via the occasional phone call, email or social media, so you’ll have a ready, experienced workforce when your next busy time comes around.
Views: 1327 HR360Inc
Karen Kane: Managing Difficult People Effectively - Connection 2014
 
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Karen Kane, certified leadership and team coach and Principal of Still Point Leadership, discusses why the most important part of managing a challenging employee isn't to focus on them, but rather to focus on managing yourself effectively. To find more Connection 2014 content, go to: http://www.manynet.org/Public/events/FeaturedEvent.aspx
Views: 76298 Youth Collaboratory
Managing Remote Teams Successfully: Remote Project Management Tips & Tactics
 
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Learn 6 field-tested tactics for managing remote teams. Find out how to run with remote project management teams more effectively, and see how our software at https://www.projectmanager.com/?utm_source=youtube.com&utm_medium=social&utm_campaign=ManagingRemoteTeamsSuccessfullyRemoteProjectManagementTipsTactics makes it easier to manage your resources. Watch this information-packed video on how to manage project teams remotely and listen as ProjectManager.com Director Devin Deen explains the significance of good communication with remote teams, the importance of remote team building tactics, how to conduct daily stand-ups with a remote project team, and much more. If you're currently managing a remote project team and looking for a tool to help with remote team management, claim your free 30-day trial with ProjectManager.com today! Simply click the link below: https://www.projectmanager.com/?utm_source=youtube.com&utm_medium=social&utm_campaign=ManagingRemoteTeamsSuccessfullyRemoteProjectManagementTipsTactics To subscribe to our YouTube Channel, click here: https://www.youtube.com/user/projectmanagervideos To see another video on project team management, check out:"How To Build Project Management Teams" by simply clicking here: https://www.youtube.com/watch?v=ntO5_IAi-8E
Learn how to manage people and be a better leader
 
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Aspire to be a better leader? Then you need to be a team player with the right character traits, interpersonal and communication skills. Learn how to manage people and become holistic leaders with these few quick tips taken from the Leadership and People Management WSQ Course (LPM WSQ). This animated video was developed with the support of Capelle Academy. To get the skills you need to progress in your career, check out the LPM WSQ Course at http://bit.ly/LPM_WSQ
Views: 2148895 Workforce Singapore
Gitlab's Secret to Managing 160 Employees in 160 Locations
 
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Ali Rowghani, head of YC Continuity, talks to Gitlab CEO Sid Sijbrandij (W15) about how Gitlab has built a completely distributed company with 160 people (and growing). We filmed this conversation at Gitlab’s SF headquarters, where Sid is the only local employee. Sid’s biggest tip for success in scaling a distributed company: write everything down. Listen up for… 2:41 – Gitlab values boring solutions: our product should be exceptional, but the company structure should be run-of-the-mill. 3:10 – “After a few days, they just started working from home” – Sid talks about how Gitlab didn’t really set out to create a distributed company — it just evolved naturally. 3:46 – Take an extra minute to write things down, so that you can save time and give people the tools they need to succeed. Everything from who starts a video conference, to OKRs for the whole company. 8:28 – What has been the most difficult part about building a company this way? Fundraising. It was difficult to convince investors that Gitlab could continue to scale the completely distributed company. They kept hearing, “You tick all of our boxes, except for this remote thing. That’s new and we can’t take a risk.” 10:02 – What type of person works best in this model, and what are the social components to make up for what people might miss from working at an office? 14:20 – What wisdom can Sid share for other YC companies (or any startup) who may want to try to grow a company this way? Be a broken record about writing everything down Special appearance: Sid’s cat, Suzy, who is also based out of Gitlab’s SF HQ. Note from Ali: We filmed this interview on January 26. We hope to get together with Sid to dig into GitLab's approach to transparency with customers, which was shown in a big way last week after we finished up this video. If you missed it, GitLab went so far as to livestream their team's real-time progress as they worked through a database incident.
Views: 25516 Y Combinator
Managing Conflict Between Employees
 
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Managing Technical Professionals is now available on Pluralsight! Visit hoffstech.com/managingtechpros to view the course preview! VIDEO OVERVIEW When you are in a management or leadership position, managing conflict between employees is crucial to your team's success. If it is not done properly, then you can end up escalating the issue. Or, if you choose to do nothing then the issue will not have closure which could affect the performance of your team. You should always use the following best practices when you manage conflict between employees. Attend to Conflict Quickly You should do your best to begin managing conflict as quickly as you can when you see or hear about a conflict on your team. That way, the event or situation will be fresh in everyone's minds and you are not letting the situation fester which can create a toxic work environment. Mediate a Discussion The conflict needs to be addressed by everybody involved and the best way to handle that is through a mediated discussion. You need to understand the conflict from all sides so that you are able to set a resolution. During the discussion, you need to allow everybody involved equal time to present their case. That way, everyone will feel heard and no matter what the resolution is, your employees will know that their opinions are valued. Do Not Avoid It It is your job as a manager to make sure that you are managing conflict and not ignoring it. If you avoid conflict, the problem will continue to cause more problems on your team. Your employees may also see your avoidance as weak management and they will not feel confident in your skills as a leader. Do Not Aim to Please Everyone Sometimes when you are managing conflict there is a resolution that is amiable to everyone on your team. But more often than not, the resolution will displease someone when they do not get their way. You should select the best resolution for the conflict at hand, do not select a resolution just because it will please everyone. You can learn more in our Pluralsight course, Managing Technical Professionals! Visit hoffstech.com/managingtechpros to view the course preview. Follow HoffsTech on Social Media! http://www.hoffstech.com YouTube: http://youtube.com/hoffstechllc Twitter: http://twitter.com/hoffstech Facebook: http://facebook.com/hoffstech Instagram: http://instagram.com/hoffstech Follow Shelley Benhoff on Social Media! http://twitter.com/sbenhoff http://facebook.com/shelleybenhoff Music provided in this video courtesy or OCRemix.org. Cid (Solace Simplicity) performed by Children of the Monkey Machine.
Views: 773 HoffsTech
How to Manage Tasks and Lead People - Leadership Training
 
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Learn the difference between managing and leading with Leadership Coach Susanne Madsen. For more free project resources, visit us at: https://www.projectmanager.com/?utm_source=youtube.com&utm_medium=social&utm_campaign=ManagementvLeadershipPMTraining
Managing Underperforming Employees
 
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Underperforming employees are a challenge for every business! How do you address an employee who is not meeting productivity standards? Or an employee whose quality of work is poor? Watch as Janice Leroux, CHRL, gives some practical tips on dealing with this common employee issue.
Stop Trying to Motivate Your Employees | Kerry Goyette | TEDxCosmoPark
 
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It’s a misconception that you can motivate your employees. They’re already motivated. The key is to unleash their motivation. The Founder of Aperio Consulting Group, Kerry Goyette takes a deeper dive into motivation, how to leverage it, and the counterproductive motivations that may be holding us back from success. Kerry is the Founder & President of Aperio Consulting Group, a corporate consulting firm that provides workplace analytics and training to build high performance cultures. Kerry consults clients across the world on scientific strategies for engineering teams that maximize performance. She is also the founding authority of the Motivational Research Institute focused on identifying the key human factor contributors to success.Kerry is certified to administer a wide variety of cutting edge workplace analytics measuring motivation, engagement, safety/risk management behaviors, attitude, mental ability, emotional intelligence and many others. In addition, she is a certified forensic interviewer with advanced training as an expert witness by the American Prosecutors Research Institute. This specialized training has given her unique insight in diagnosing the true problem. Her consulting has taken her all over the world which has exposed her to a variety of workplace cultures and industries. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at http://ted.com/tedx
Views: 618992 TEDx Talks
5 Tips for Managing Remote Employees
 
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The work-from-home boom isn’t going away, and with the incoming millennial generation seeking flexibility, it’s important to adapt with the times. While remote work does not make sense for all employees, here are five tips for making it work. We make what seems complicated uncomplicated. You need employees to run your business. But does Human Resources Management feel too overwhelming? It doesn’t have to be. At Inspiring HR, we believe in making the process easy. Our HR-SURE® service model delivers employee management solutions that are Simple, Understandable, Relevant and Empowering. This approach guides the way toward a basic and comfortable level of HR independence.
Views: 68 Inspiring HR, LLC
Managing a Chronically Late Employee
 
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http://blog.hr360.com/hr-blog/managing-a-chronically-late-employee-video-blog Video Highlights: 00:42 A perpetually tardy employee has the potential to do harm to your business, both in terms of productivity and morale. Failing to address the situation amounts to tacitly allowing it and you’re sending the rest of your employees the message that lateness is acceptable and tolerated. Even worse, you could be accused of favoritism or preferential treatment. 01:02 Begin setting expectations for timeliness and punctuality during employee orientation by presenting new hires with your employee code of conduct as part of your employee handbook. Employees must have fair and reasonable notice of what is expected of them and the rules of permissible and prohibited conduct in the workplace. 01:42 You should obtain a written acknowledgement from all employees that they have read and are aware of all policies covered in the employee handbook, including your attendance requirements. This ensures that all parties are fully informed and protects you from an employee’s claim that he or she wasn’t notified of the correct work hours. 02:28 Your first step should always be a conversation with the employee. Open by saying you have an area of concern. 02:58 The employee may be receiving physical therapy or caring for an elderly parent or child who is sick. Depending on the size of your company and other factors, these types of circumstances may qualify for FMLA leave. Be sure to document the meeting for your records. 03:20 You can help the employee manage his or her absences with sick leave, personal or vacation time, flexible work arrangements, or even official Family and Medical Leave. Work together with the employee and HR to draft a plan for moving forward. 03:34 In cases where the employee is simply late, for no discernible reason, you must proceed as you would with any other disciplinary or performance issue. Begin with a verbal warning, which could be considered that initial conversation. If the behavior doesn’t change, proceed to a written warning, followed by a performance improvement plan with specific requirements and consequences for failing to meet them. Schedule regular meetings to monitor the employee’s progress, and, as always, be sure to document everything. 04:13 No supervisor wants to be in the position of babysitting an employee, or even worse, having to dismiss an otherwise valuable member of the team for excessive tardiness. With open lines of communication and clear expectations, that situation can often be avoided.
Views: 14406 HR360Inc
The Hard Truth About Managing People
 
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I really wanted to share this talk about trusting employees, giving them trust and then learning how they operate from there rather than the traditional "trust is earned" stance. Also, for anyone that is confused, because I'm a very alpha character and I believe that the new "man" is growing in emotional intelligence and "soft skills". Kindness, empathy, and gratitude, which were once considered "soft" are now becoming cool. — If you haven't joined my #FirstInLine community, you need to jump on it ASAP! By joining #FirstInLine, my messaging program, you get details on exclusive giveaways that I'm doing, updates regarding my keynotes/conferences, and more ;) You can join here: https://garyvee.com/JoinFIL Thank you for watching this video. I hope that you keep up with the daily videos I post on the channel, subscribe, and share your learnings with those that need to hear it. Your comments are my oxygen, so please take a second and say ‘Hey’ ;). — Get my new shoe here: https://garyvee.com/GaryVee003 — Follow my journey as an #entrepreneur here: https://www.youtube.com/playlist?list=PLfA33-E9P7FA-A72QKBw3noWuQbaVXqSD — ► Subscribe to my channel here: http://www.youtube.com/subscription_center?add_user=GaryVaynerchuk ►Check out my second channel here: http://www.youtube.com/askgaryvee — Gary Vaynerchuk is a serial entrepreneur and the CEO and founder of #VaynerMedia, a full-service digital agency servicing Fortune 500 clients across the company’s 4 locations. Gary is also a prolific public speaker, venture capitalist, 5-time New York Times Bestselling Author, and has been named to both Crain’s and Fortune’s 40 Under 40 lists. Gary is the host of the #AskGaryVee Show, a business and marketing focused Q&A video show and podcast, as well as #DailyVee, a docu-series highlighting what it’s like to be a CEO, investor, speaker, and public figure in today’s digital age. — Check out my Alexa skill!: http://garyvee.com/garyvee365 — Follow Me Online Here: 2nd YouTube: http://www.youtube.com/askgaryvee Instagram: http://instagram.com/garyvee Facebook: http://facebook.com/gary LinkedIn: https://www.linkedin.com/in/garyvaynerchuk/ Snapchat: http://snapchat.com/add/garyvee Website: http://garyvaynerchuk.com Soundcloud: http://soundcloud.com/garyvee/ Twitter: http://twitter.com/garyvee Medium: http://medium.com/@garyvee Podcast: http://garyvaynerchuk.com/podcast Wine Library: http://winelibrary.com Official Merchandise: http://garyveeshop.com Subscribe to my VIP Newsletter for exclusive content and weekly giveaways here: http://garyvee.com/GARYVIP
Views: 39756 GaryVee
The New Leader's First Team Meeting
 
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I was asked, "What are some tips for communicating with my team as a new leader?" I'm framing it around the first time you meet with them. Learn more about Bud to Boss at: http://budtoboss.com/ Download our FREE Report, "The First Seven Things to Do When You Get Promoted": http://www.budtoboss.com/7-things-for-new-supervisors-free-report/ Subscribe to Bud to Boss: http://bit.ly/1PuTWLR Get more Kevin: Follow Kevin: http://twitter.com/kevineikenberry Like Kevin: http://facebook.com/kevineikenberryfanpage Get more Bud to Boss: Follow Bud to Boss: http://twitter.com/budtoboss Like Bud to Boss: https://www.facebook.com/FromBudtoBoss/ LinkedIn: http://linkedin.com/company/bud-to-boss Visit: http://budtoboss.com/
Views: 27664 Bud to Boss
Steve Jobs talks about managing people
 
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"we are organized like a startups"
Views: 3963448 ragni
Managing Conflict Between Two Employees
 
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MANAGING CONFLICT BETWEEN EMPLOYEES - Managers who find themselves being the referee when employees are having conflict typically cause more harm by not bringing employees together earlier. In this 12-min video, Shelly takes managers through a facilitated process to resolve issues between team members.
Views: 6195 Synfini Works
How to Effectively Manage Remote Workers
 
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Teambuilding and management expert Marianne Worthington says your employees thrive on structure, so clear and regular communication is crucial. Remote team managers also need to be flexible with their staff. Finally, it is important to address conflict appropriately. Listen to Episode 3 of the Career Strategies for Working Women podcast for more on how to manage a remote workforce. https://skillpath.com/resources About SkillPath A leader in the learning and development industry, SkillPath provides business professionals worldwide with strategic and innovative training solutions. Since 1989, SkillPath has trained more than 10 million people, including employees from 997 of the Fortune 1000 companies, the federal government, U.S. military and major sports leagues. A nonprofit, SkillPath helps fund scholarships for students at Graceland University in Lamoni, Iowa. Learn more at http://www.skillpath.com.
Views: 47 SkillPath
Managing Employees in a Unionized Environment
 
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Learn more or Register for this program at http://www.cpmsnational.com Why is it that even the most successful organizations have difficulty managing in a unionized environment? Unionized employees believe that they can't be touched, and that if it is not in their existing job description then they don't have to do it. Sick time is used as an entitlement rather than a benefit and any form of coaching is seen as discipline and therefore challenged. No wonder, supervisors cringe at the site of the Shop Steward, and freeze in astonishment when an employee says 'no' to an instruction and walks away! Most supervisors and managers do not know their rights and do not have the skills to manage these issues when they arise. They become at the mercy of their union and are left feeling disillusioned and frustrated.
Views: 2831 CPMSLeadershipVideos
Managing Employees in a Unionized Environment
 
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Learn more about this program at http://www.apmsnational.org Why is it that even the most successful organizations have difficulty managing in a unionized environment? Unionized employees believe that they can't be touched, and that if it is not in their existing job description then they don't have to do it. Sick time is used as an entitlement rather than a benefit and any form of coaching is seen as discipline and therefore challenged. No wonder, supervisors cringe at the site of the Shop Steward, and freeze in astonishment when an employee says 'no' to an instruction and walks away! Most supervisors and managers do not know their rights and do not have the skills to manage these issues when they arise. They become at the mercy of their union and are left feeling disillusioned and frustrated.
Views: 162 apmsnational
How to deal with workplace conflicts - Develop your personality and business skills.
 
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How to deal with workplace conflicts - Develop your personality and business skills. Blog: http://www.learnex.in/how-to-deal-with-workplace-conflicts Skillopedia video to learn about dealing with office conflicts. Office conflicts - Makes you nervous, irritated and frustrated! So how do you manage office conflicts. Work place is naturally a stressful environment and conflicts among your co - workers or bosses is inevitable. There are various reasons to it, jealously, ego, pride, compensation issues and so on. The following tips will help you to handle conflicts on day to day basis. 1. Approach a conflict with an open mind - Different people have different perceptions and solving workplace conflicts required finding a common ground. One should not wait for the other person to approach you instead you can be the first one to do so. One should understand the other person's point of view and how he or she arrived at it. Lack of information, misinformation or no information at all creates conflicts. Clear, concise and timely communication will help you to ease both the number and the severity of conflicts. 2. Control your emotions - When you are in control of your own emotions versus them being in control of you, you are able to handle conflicts well. Don't be a dram queen or drama king by shedding crocodile tears the moment you face a conflict. Do not throw a fit of rage on the heat of the moment. This kind of behaviour will tend to ruin your career. Stay calm and let not your emotions control you. 3. Stop assuming - Someone just said something and you find yourself rolling your eyes in aggravation. Just try to give the other person benefit of doubt. One should not think negatively all the time, Before jumping to conclusions try to understand what the other person has to say ,acknowledge and paraphrase their opinion back to them to enhance your comprehension. 4. View a conflict as an opportunity - In a conflict check on 'what's there for me' In every conflict there is a hidden teaching and learning opportunity for every one of us. Where there is disagreement there is an inherent potential of growth and development. Handle the conflict in a positive way and this stimulate innovation and learning. If all these do not work for you then a timely apology is a great way to deal with crazy conflicts. An apology is a sign of respect n civility. Conflicts are everywhere - it just depends on you, the way you choose to handle. So hope these points help you to decide the way to deal with the workplace conflicts.
Conflict – Use It, Don’t Defuse It | CrisMarie Campbell & Susan Clarke | TEDxWhitefish
 
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Conflict is an Energy Source. Why You Should Listen The #1 source of pain on a team, or in any relationship, is conflict. What if conflict wasn’t good or bad? What if conflict was an energy source your team could harness to produce innovative, creative, and transformational results? Invest 18 minutes learning the two magic ingredients and how you can put them to work with any team you care about. CrisMarie Campbell and Susan Clarke have spent over 15 years working with hundreds of business leaders and their teams across many industries. Their clients call them “The Team Doctors” because of their expert, laser-like focus on the health of the team in order to get to smart business results. What makes them experts? They are a team. CrisMarie and Susan are work and life partners. Plus, they each have very different styles and approaches to conflict. What they do agree on is that conflict is healthy and a natural part of every relationship. So use it, don’t defuse it! This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at http://ted.com/tedx
Views: 205440 TEDx Talks
Managing Employee Compensation and Benefits
 
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This webinar was organised by EmployWise HR software. It is on Managing Employee Compensation and Benefits. This webinar was presented live on 25th September, 2011. For more information, please write to us at [email protected]
Views: 31002 EmployWise
Managing Insubordination
 
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https://uniquedevelopment.com/ Dealing with insubordination is something that you might run into as a frontline supervisor, manager, or even as an executive. We're going to look at what it insubordination, and what should you do about it when you do encounter it? Insubordination can be defined really, in two different ways. Number one is it can be a work refusal, that is, you ask me to do something as the boss, and I either don't do it, or and by the way, I could refuse to your face. In other words, there's no way in heck I'm going to go ahead and do that. That's obviously blatant Insubordination. Then there's also the person just doesn't do what you've asked them to do, but they don't tell they're not going to do it, they just don't do it. Finally, third would be that they take an extraordinarily unreasonable amount of time to do what you've asked them to do. That would be actually not doing something that you've assigned to a person. That is insubordination. The second type of insubordination though, isn't so much a work refusal, it's the disrespectful conduct. If you have an employee that tells their boss to go to heck or worse, curses and swears, is disrespectful to the leader, that is also insubordination. If that happens, a couple things need to happen. First of all, if you as a leader just put up with it or condone it, it's probably going to get worse and worse over time, so you're going to have to actually step up and be very direct to the person and say, "I've asked you, or I've assigned you a work task," or, "when you speak to me like that, that is insubordination. That is unacceptable conduct. You have a choice right now. You can apologize, you can reform your behavior, or this is going to become a disciplinary situation." Leaders do not have to put up with that kind of conduct from their teams. On the flip side of that, I just want to be direct with you. You as a leader have to watch that you're not being overly disrespectful or almost insubordinate to your people. Technically that's not insubordination, but it is just good leadership behavior to make sure that you're not using profane language or being disrespectful to your team. If you set a high standard in terms of your own conduct, if your team then treats you that way, you can then talk to them about that being insubordination. The problem if you never say anything about insubordinate behavior, is it starts to set the standard in your team, and different people will just not do what you've asked them to do, and then what you'll do is you'll take that job assignment and give it to somebody else who's more cooperative. Meanwhile, that person says, "See, I don't have to do the same work as other people." Insubordination is not something you want to tolerate as a leader, and of course, like any disciplinary situation, you're going to need to go and talk to human resources to get them on side, or to your manager. And again, if they just say, "Oh maybe that's just the person being themselves," just say, "Hey, I'm just sick of that, I'm sick of that behavior. It needs to change. I want to confront it. I want to correct, and I want to change it." Remember, your job as a leader is not to be a chief punisher. Your job is to correct behaviors, to get people to meet your expectations. If possible, don't go accusational, don't start yelling and screaming at the person, stay calm, because you're talking to them about their behavior. You want to make sure your behavior is setting the standard, so stay calm, discuss it with them, say, "Hey I can't have you refuse to do the work that I've assigned you. I can't have you talk to me or others disrespectfully, so what I need you to do is to be the great employee I know you can be, and meet the expectations from a behavior standpoint." By dealing with insubordination it's just one of the challenges you can run into as a leader, and or course, if we can be of any assistance on site doing one of our leadership workshops, or maybe having you subscribe to our online learning library or video subscription service, or just buying some of our books for your frontline team, you can do that on our website at frontlineleadership.com, and if you want to join in with other like-minded supervisors, managers, and executives, you could sign up on our Facebook page, which is Frontline Leader.
Views: 6813 Front Line Leadership
Problem Employees? It's Not You, It's Them
 
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Leading satirist Dr. E.L. Kersten, author of "The Art of Demotivation," shows how to manage three types of problem employees. Whether you're dealing with the "perpetually offended employee," the "aggrieved superstar," or the "egomaniac," the answer is simple: they need to be grateful for what they have.
Views: 66668 BNETvideo
RUNNING A 50+ EMPLOYEES COMPANY AT 28. DAILY LIFE.
 
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Started business at 21, started YouTube in 2015 moved to Silicon Valley in 2016. Day in life of a co-founder of an international company and a YouTuber with almost 1M followers. Instagram: https://www.instagram.com/linguamarina/ Follow me here: LinguaTrip.com: https://goo.gl/NmWy1q Facebook: https://www.facebook.com/marina.mogilko Twitter: https://twitter.com/linguamarina Language-learning YouTube channel: https://www.youtube.com/c/linguamarina 📷 FILMING EQUIPMENT VLOGS (outdoors): - Canon G7X - http://amzn.to/2l2aSfE VIDEOS indoors: - Sony A7R II (also perfect for instagram) - http://amzn.to/2DrCNTU - Sony 50 mm lens - http://amzn.to/2G2r4c4 SOUND: - Zoom H4n Pro (better than any built-in camera sound) - http://amzn.to/2DVJzyr - Rode video mic (when I have to use my camera to record the sound) - http://amzn.to/2BhkCKW 🎈PROMOS $20 TO SPEND ON AIRBNB - https://abnb.me/e/B2yx6PJZER $20 TO SPEND ON UBER - http://ubr.to/2k1B89L 🎵Intro music: Alex Podzorov - https://vk.com/aleksandrpodzorov , https://www.instagram.com/alexpodzorov PARTIRO - https://vk.com/studio_partiro
Views: 892983 Silicon Valley Girl
Hiring and Managing Staff
 
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http://www.homecaremarketing.net "Helping Service Providers Find Those in Need of Care" 848-444-9865 Hi Folks, Hiring employees is the start of creating a strong foundation for you and your business. As an owner, it is important to maintain a productive and efficient work environment to avoid employee turnover. The key to a successful business is to manage the expectations of your staff. On this week’s episode of A Drink with “The Hurricane,” I have enlisted the help of HME’s director of Operations/ Business Coach, Nicole Peretti, to discuss the common issue of hiring and managing your staff. When hiring a new employee, it is crucial to come up with a game plan for them. Assign them a specific role. Sometimes in the hiring process, it can be hard to give up some control, and trust me, that is understandable. However, it is your job as a business owner to delegate tasks to this individual. By doing this, it will not only keep the new employee busy, but it will lighten the workload on you. 2. Find out what motivates each of your employees. What motivates you might be different than what motivates your staff. Some common motivators include money, praise, advancement, security, a challenge, or even time off. 3. Reward your employees. Create a goal, and once your employees meet that goal, reward them. This could include a bonus, a night out to dinner, or a day off. Having your employees work towards a goal will keep them focused on each task at hand. Hiring and managing your staff is essential for your business to grow. If you are interested in learning more staffing techniques, come to the next Hurricane’s Home Care Boot Camp in Denver, Colorado. Steve “The Hurricane” has sold out Boot Camps nationwide and has transformed the lives of business owners across the nation. If you are serious about establishing a solid foundation for you and your business, this is an event you won’t want to miss! I look forward to meeting you in Denver, where our team will teach you how to Blow Away The Competition!
Managing Employee Performance: Dealing with Difficult Employees
 
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Despite good hiring and inspired leadership, all supervisors ultimately must deal with someone with Toxic Attitude Syndrome. Whether it’s poor attitude, attendance,or just inability to do good work; employee performance issues often consume large amounts of time, energy, and emotion. In fact, 57% of employees have witnessed abusive or intimidating behavior and probably 100% work with someone who isn’t pulling their weight.This webinar is designed to give managers insight and tools for effectively dealing with performance issues. It is a challenging job but with the right preparation, we can hold employees accountable and improve our organizations. This webinar by expert Wes Pruett will highlight the steps for conducting disciplinary investigations. It will discuss how to hold employees accountable for sustained change and detail a simple system for determining how to coach employees. It will also focus on Performance Improvement Plans (PIPs) and how progressive discipline policies can hurt you. Watch the full Webinar on www.edupliance.com
Views: 110 Edupliance Webinars
How to Deal with Negative Team Members
 
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For detailed notes and links to mentioned resources, visit http://www.patrickbetdavid.com/victim-mentality-team-member/ In this video I talk about how to deal with team members with a victim mindset. I first cover 7 qualities of people with a victim mentality, and then give 12 suggestions for how to handle this type of team member. 7 Qualities of People with a Victim Mindset #1:They Have Way Too Much Time on Their Hands and They Stop Working 0:54 #2: They Start Blaming - 1:29 #3: They Start Justifying Everything 1:45 #4: They Spread Negativity to Others -- 2:32 #5: They're Some of the Best Recruiters in the World 3:10 #6: They Spread Rumors -- 4:08 #7: Never Ending Issues 4:44 How to Deal with People with a Victim Mentality -- 6:32 #1: Immediately Meet with Them - 7:02 #2: Ask Them Why They Got Involved with the Company in the First Place - 7:22 #3: Are Those Things Still Important to You? -- 7:52 #4: Find Out What the Challenges Were and Help them Clear Up 8:27 #5: Ask Them if They Would Like Things to Change -- 9:22 #6: Study Trends -- 10:06 #7: Go Through Qualities of a Victim Mentality: 13:05 #8: Give an Assignment - 13:52 #9: Don't Fake It -- 14:34 #10: Hold Them Accountable - 15:13 #11: If they Fall Once or Twice, Give them a Second or Third Chance -15:35 #12: If Things Get Worse, Ask Them to Leave and Take a 90-Day Break 16:17 For detailed notes and links to mentioned resources, visit http://www.patrickbetdavid.com/victim-mentality-team-member/ Subscribe to the channel: http://www.youtube.com/valuetainment?... Valuetainment- The best channel for new, startup and established entrepreneurs. Visit the official Valuetainment Store for gear: https://www.valuetainmentstore.com/ Schedule: New episodes every Tuesday and Thursday on a broad array of entrepreneurial topics. To see more videos from Entrepreneur Network partner, Patrick Bet-David check out VALUETAINMENT https://www.youtube.com/user/patrickbetdavid
Views: 52904 Valuetainment
Managing Struggling Employees.flv
 
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Employees often experience difficulties during the first few months on the job, and many managers simply ignore it. Improve the performance of a struggling employee by first checking your own expectations and giving feedback.
Views: 495 SavolaFoodsAcademy
Managing Remote Employees
 
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It is estimated that 80% of white collar supervisors have at least one direct report who works in a different location. Managing remote employees has become an increasing challenge as more and more employees are working remotely. As a leader, it is our job to insure that our remote employees are productive and engaged. Leadership Roll Call - Providing helpful suggestions, recommendations, and training content to help you become a more effective leader.
Managing Employees
 
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What are the key factors that enable the organizations to effectively manage their employees? The following factors enable the organizations to effectively manage their employees. - Identifying the objectives: The objective of employee relationship management are first identified and determined. Once these objectives are identified all the employee relationship management revolves around attracting talented employees and taking measures to retain them. The success of this effectiveness depends on how much time it takes to hire, turnover time and overall satisfaction among employees. - Deciding on the employee needs: The needs of employees change depending on the age, gender, marital status, role played in the organization etc. The best way to find the needs of an employee is to directly discuss with the employees by setting up a one to one conversation and ask about what their needs are. Organizations do this continuously through various means like polls, surveys etc. - Work-life balance: Ensuring that the employees get enough work life balance is the modern factor to be considered for effective employee relationship management. Organizations achieve this through various means like part-time, flexi hours, off-site assignments etc. - Open and honest communication: Communication plays a key role to achieve effective employee management. Managers should occasionally communicate with the employees about the issues that affect their work. This communication should be as honest as possible. The effectiveness of employee relationship management depends on to what extent the organizations are being open and honest to their employees. This strategy helps in building strong employee relationship and loyalty, improve the productivity of the employees. It will also reduces the turnover and dissatisfaction. - Measuring and monitoring the impact: The management should be vigilant and attentive to recognize discontent. They should also monitor the results of assessment more seriously and share these results with employees. - Maintaining Interpersonal relationships: The effectiveness of the employee relationship management depends on how effectively the management is understanding the needs and desires of the employees and how well they strive to meet these needs and desires. Management should interact with the employees both inter-personally and also formally. They should put contiguous efforts to improve the results. Additional content on this topic can be found at http://www.eduxir.com/curriculum/cbse/class-xii/entrepreneurship/enterprise-marketing/
Views: 221 Eduxir
How to create a high performance culture | Andrew Sillitoe | TEDxRoyalTunbridgeWells
 
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Business Psychologist Andrew Sillitoe explores why some people rise to the top 20% in their field starting with research into why young people stay engaged with sport throughout their teens. Engaging others to operate at their full potential may be less of a mystery than we think – listen to Andrew’s story about what he learnt on the road playing street hockey and what it takes to create a high performance culture. All TEDxRoyalTunbridgeWells videos recorded by Graham Hobbs, Clockhouse Productions. http://www.clockhouse.co.uk/ When Andrew Sillitoe was 9 his mum bought him a street hockey stick. An unusual gift for an English boy living in the South East of England, but in that moment, his life would never be the same. He is now one of the most recognisable names in the inline hockey scene, both as a player and coach. Andrew studied an MSc in Organisational Psychology from Birkbeck University. He wrote his first book Managing the Mist How to develop winning mind-sets and create high performing teams in 2013. Andrew helps organisations achieve commercial success by creating teams with purpose. He passionately believes that a team with purpose is more innovative, diverse and agile to any organisation. He lives in Royal Tunbridge Wells with his wife Lucie and their two daughters Izzie and Freya. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at http://ted.com/tedx
Views: 247412 TEDx Talks
Managing Your Cleaning Employees Expectations and Motivation
 
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Today we spoke with Sarah Ollar from Sparkles Maids, and she is dealing with a problem you are either facing right now…or are going to be facing soon enough in your cleaning business. If your employee thinks you should be out there cleaning with them, than there is a cancer in the relationship that needs to be fixed. You would not expect the CEO of Target to be out there mopping the floors of one of their retail chains, would you? It would be ridiculous. Likewise, you cannot be expected as a business owner to go out there and clean while also handling everything else such as marketing, submitting bids, hiring employees and scaling your business. However, your employees are what creates the quality or the lack of quality your service provides and what they do is of paramount importance. Listen in now for the first step! RESOURCE ALERT: Cleaning Employees Driving You Crazy? Not Anymore… http://www.growmycleaningcompany.com/cleaning-employees-2/ Punishing someone is never fun, but it is sometimes the nature of what needs to be done. That being said, you need to also understand the bargain YOU are giving them. If the bargain is they come to do an hour’s worth of unpleasant work while you pay them $11… well that’s a pretty bad bargain. That is where you must work the magic motivation to get them to view the bargain in an entirely different way. How a Community Breeds More Motivation It is all about how you POSITION the job to your employee. Yes, they are going have to do some unpleasant work, but they are also get to meet people that support each other and become friends. Remember a time when you worked for a supervisor you really respected? Or work with a crew of people that were your friends? How did it feel when you didn’t do your share of work? Terrible! You want to do just as much as they, if not more than they. You have to breed this into your company’s work culture right from day one. Tell your new employee right there in the interview that the job can be tiring, they will work a lot, but if they stick with it they will also get to be part of a community. You can’t just telling people, “I’M FUN” and expect them to think you are though… you will need to come up with ways to make the job more fun. Company gatherings for instance is often an easy and an inexpensive way to bring the company together tighter. RESOURCE ALERT: Best Practices for Hiring High Quality Employees http://www.growmycleaningcompany.com/hiring-cleaning-company-employees/ A community of course also works on respect. If you as their leader messes up, you should be the first to tell them so. Ask them for their forgiveness after telling them the mess up, and what your plan is to make it better for everyone. Your goal is to build a community that is BIGGER than yourself and even the company itself. You want a place where even if an employee leaves… they’re still chatting with their ex employees and maybe even you. While being a super nice boss that everyone wants to be around is great, remember you still must follow through on your core values. If building a community is all about everyone mutually respecting each other, then you will never earn their respect if you don’t follow through on on giving discipline to someone who violates that community’s core values. You must have no mercy in these situations, as these people are not just a threat to the quality of service you give your clients, but also a threat to the community you’re trying to build within your employees. If your employees are only working 25-30 hours per week and complaining of being tired… then you know the community is not there yet. That is purely a motivational problem, not an actual exhaustion problem. You need to reflect this sense of community from the very first place your employee interacts with you… your company for hire ad. Don’t just said paid training, respected member of the Better Business Bureau or any of these kind of accolades because your potential employees really don’t care. What they are going to care most about is the house they are occupying. You as the employer are the builder of that house. It is your job to make sure they enjoy what you’ve built, and in making them enjoy it they will in turn respect you to do a better job or come to you if they feel there is a real problem. Check out the last show http://www.growmycleaningcompany.com/keeping-your-income-stable/ Don’t miss a thing subscribe to out YouTube channel- https://www.youtube.com/channel/UChxfA97D5XdOD4WWwHYrM Join the FB Group- https://www.facebook.com/groups/growmycleaningcompany/ More great resources and awesomeness on the Website- www.GrowMyCleaningCompany.com Get Mike and our awesome guests to go on iTunes- http://www.growmycleaningcompany.com/itunes Leave a comment below!! We want to know what you think and we do respond to all comments!
Managing Remote Staff & Getting Them To Work Together
 
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Managing staff is challenging enough, but when they are remotely located, whether in another city or working from home through an alternate working arrangement, it's even harder. There are a number of things you can do to manage better with a remote team. It does take some effort, but it can pay off. Michel will describe several approaches you can use. For more management tips and blogs, visit http://www.successfuelformanagers.com
Views: 2400 Michel Theriault
Managing the Excuse-Makers
 
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http://blog.hr360.com/managing-the-excuse-makers-video-blog Video Highlights 00:47 Make sure to give clear direction. If your employee often says he couldn’t get the project done because the assignment wasn’t clear, you may be dealing with someone who—at least for the moment—needs more detailed directives than your other team members. 01:13 Be involved. The employee might not fully understand the expectations and duties of her position. 02:03 Demand a “heads up.” Emphasize that you need to know in advance when the employee suspects an assignment won’t be finished on time. 02:21 Explain the consequences. Give the employee the motivation to perform by pointing out the ramifications of his missed deadlines or incomplete work. 02:56 Don’t let it slide. If you make a habit of accepting excuses, you’re enabling the behavior, which will likely continue. 03:35 Finally, try turning the tables on the employee. Ask the excuse-maker to figure a way out of the hole she has dug, for you and anyone else affected by the incomplete work.
Views: 12039 HR360Inc
Managing employee performance
 
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It can be difficult and uncomfortable dealing with an employee that's not performing. But it doesn't have to be! We are HR consultants that specialise in employee relations. We can help businesses resolve issues with their employees in a fair and reasonable way.
Views: 4 Hamilton Nash
What to Document: Managing Employees
 
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If it is not written down, it didn't happen! No one likes paperwork; but it is a HUGE part of managing employees and running a business. What should you write down? When? Why? As part of an on-going educational series of business topics, Richard Holland, SPHR, CCP, Vice President of Tompkins Insurance, presented "Managing Employees" to a live audience of HBA members. The Home Builders Association of Berks County, PA, USA provides education & continuous improvement seminars, round-table discussions, and training on business & construction topics of all shapes & sizes on a frequent basis. Beginning in 2012, the HBA started recording some of these sessions and editing the content into packets of concise, usable information as a service to our members and the business community at large. Visit HBA of Berks County on the web: http://www.HBAberks.org Visit Tompkins Insurance on the web: http://www.tompkinsins.com If you find this video helpful, please "LIKE" it, "COMMENT", and "SUBSCRIBE" to our channel.
Views: 507 HBAberks
Managing Your Employees—From Hiring to Terminating
 
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When you start your own business, you're often responsible for its marketing, finances, front desk reception and sales. If it's more than you can handle then you need to hire staff so you can focus on being the owner. To hire a good employee, don't hire someone who just needs a paycheck, hire employees who will be assets to your company. Use social media, LinkedIn especially, to promote your open position and pinpoint relevant candidates. Indeed and The Muse are great job sites as well. When you interview, ask unexpected questions, and look for a positive attitude as much as skill. What if the employee isn't a fit in the end? Determine if you've given the employee the resources they need to succeed. Get 360 degree feedback on them, and then have a conversation with the employee. Give them another chance and set a follow-up date. What are your employee success stories? LET'S CONNECT! https://www.linkedin.com/in/joe-walsh-8551a83a/ https://www.facebook.com/DexYPHQ/ https://twitter.com/DexYPHQ https://www.linkedin.com/company/dexyp https://www.dexyp.com/
Don’t take it personal-Managing Employees
 
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I talk with people all the time who have employees get up and leave out of the blue. You have to learn to expect that nowadays. No such thing as loyalty or appreciation for favors given in the past.
#AskGaryVee Episode 67: How to Fire an Employee, Wine Distribution Business, Managing Social Media
 
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#QOTD: Give me your 2 cents on the "One is Greater Than Zero" Film - http://youtu.be/4fsYWXrGGcE #TIMESTAMPS 01:48 - On Facebook the separate business pages are easy to handle, on Twitter I can switch between accounts on my iphone with ease, but Instagram (!!!!), do I need separate accounts that the app hasn't made it easy to handle, or is there a way to successfully use one account for all 3 things without it being sh*t, jumbled and ineffective? 03:59 - They say you should hire slow and fire quick...how many chances do you give your staff? 06:55 - Do you think brands need to be represented across ALL social platforms? Or just the most popular ones? 08:51 -I import wines from Le #Marche Italy and sell via ecomm & thru distributors. Currently focusing on obtaining new distribution and have fallen behind on the ecomm side. Question: what % of my time should be split between each side of the business/what's a good way to balance the 2? 11:21 - I'm smiling in this pic but really I'm holding back tears and my heart is heavy cause Seahawks lost and I bet 225, 225...That's like 4 Xbox games and a Arizona. I've listened to Drake, The Weeknd, Jhene Aiko, and even PartyNextDoor but the pain is too much, how do I cope? #LINKS ONE IS GREATER THAN ZERO: http://youtu.be/4fsYWXrGGcE ASK GARY A QUESTION: https://www.garyvaynerchuk.com/what-youll-need-to-get-garyvee-945936926.html I've talked about not being crippled by hiring anybody, because if they aren't good you can just fire them. But for the first 15 years of my career I was not good with this. I hated it, there is nothing positive to firing anyone, I would always justify an excuse for them. I've learned that in the long run, letting someone go is better for both parties. One thing that I'm very proud of here at Vaynermedia and Winelibrary is that when an employee is let go, people aren't surprised because they could already feel it coming. A question to ask yourself is do you have the emotional EQ? and the people skills to do the firing? If not, find someone who does and hire them to take that position. As I always say, work on your strengths. -- Gary Vaynerchuk builds businesses. Fresh out of college he took his family wine business and grew it from a $3M to a $60M business in just five years. Now he runs VaynerMedia, one of the world's hottest digital agencies. Along the way he became a prolific angel investor and venture capitalist, investing in companies like Facebook, Twitter, Tumblr, Uber, and Birchbox before eventually co-founding VaynerRSE, a $25M angel fund. The #AskGaryVee Show is Gary's way of providing as much value value as possible by taking your questions about social media, entrepreneurship, startups, and family businesses and giving you his answers based on a lifetime of building successful, multi-million dollar companies. Gary is also a prolific public speaker, delivering keynotes at events like Le Web, and SXSW, which you can watch right here on this channel. Find Gary here: Website: http://garyvaynerchuk.com Wine Library: http://winelibrary.com Facebook: http://facebook.com/gary Twitter: http://twitter.com/garyvee Instagram: http://instagram.com/garyvee Medium: http://medium.com/@garyvee
Views: 32104 GaryVee
Managing Difficult Staff
 
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A “difficult “member of staff can become a major irritant and demotivate for the rest of the group. Someone has to address the problem, get to the root of it, and resolve it, even if that requires termination of that staff member’s contract. We discuss the best way to tackle the situation, by equipping yourself with accurate data and examples, develop an action plan, and address the issue with the employee, ideally in a non-confrontational manner
Views: 797 Paul Gray
What is PERFORMANCE MANAGEMENT? What does PERFORMANCE MANAGEMENT mean?
 
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BROWSE The Internet EASY way with The Audiopedia owned Lightina Browser Android app! INSTALL NOW - https://play.google.com/store/apps/details?id=com.LightinaBrowser_8083351 What is PERFORMANCE MANAGEMENT? What does PERFORMANCE MANAGEMENT mean? PERFORMANCE MANAGEMENT meaning - PERFORMANCE MANAGEMENT definition - PERFORMANCE MANAGEMENT explanation. Source: Wikipedia.org article, adapted under https://creativecommons.org/licenses/by-sa/3.0/ license. Performance management (PM) includes activities which ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as many other areas. PM is also known as a process by which organizations align their resources, systems and employees to strategic objectives and priorities. This is used most often in the workplace, can apply wherever people interact — schools, churches, community meetings, sports teams, health setting, governmental agencies, social events, and even political settings - anywhere in the world people interact with their environments to produce desired effects. Armstrong and Baron (1998) defined it as a “strategic and integrated approach to increase the effectiveness of companies by improving the performance of the people who work in them and by developing the capabilities of teams and individual contributors.” It may be possible to get all employees to reconcile personal goals with organizational goals and increase productivity and profitability of an organization using this process. It can be applied by organizations or a single department or section inside an organization, as well as an individual person. The performance process is appropriately named the self-propelled performance process (SPPP). First, a commitment analysis must be done where a job mission statement is drawn up for each job. The job mission statement is a job definition in terms of purpose, customers, product and scope. The aim with this analysis is to determine the continuous key objectives and performance standards for each job position. Following the commitment analysis is the work analysis of a particular job in terms of the reporting structure and job description. If a job description is not available, then a systems analysis can be done to draw up a job description. The aim with this analysis is to determine the continuous critical objectives and performance standards for each job. Werner Erhard, Michael C. Jensen, and their colleagues have developed a new approach to improving performance in organizations. Their model stresses how the constraints imposed by one’s own worldview can impede cognitive abilities that would otherwise be available. Their work delves into the source of performance, which is not accessible by mere linear cause-and-effect analysis. They assert that the level of performance that people achieve correlates with how work situations occur to them and that language (including what is said and unsaid in conversations) plays a major role in how situations occur to the performer. They assert that substantial gains in performance are more likely to be achieved by management understanding how employees perceive the world and then encouraging and implementing changes that make sense to employees' worldview. Many people equate performance management with performance appraisal. This is a common misconception. Performance management is the term used to refer to activities, tools, processes, and programs that companies create or apply to manage the performance of individual employees, teams, departments, and other organizational units within their organizational influence. In contrast, performance appraisal refers to the act of appraising or evaluating performance during a given performance period to determine how well an employee, a vendor or an organizational unit has performed relative to agreed objectives or goals, and this is only one of many important activities within the overall concept of performance management.
Views: 13810 The Audiopedia
Business Planning, Managing Employees
 
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Video from our FREE Online Business Course http://www.myownbusiness.org Session 2 - The Business Plan Question: "If you had to do it over again, what things would you do differently?" Maureen Costello Wholesale Distributor Topics covered in this video: Business planning, employees, job descriptions, hiring, managing, training, mistakes Transcript: Well, if I had it to do over again I would completely understand what the nature is of every function of everybody who works in the business. Not that I need to be able to do every function but I need to understand what they need to know to be able to do the function and then make sure that there are always at least two people who can also do that function. That way there is back up. If we lose someone or someone's sick or on vacation or for some reason they retire or leave the company, at least I know I've got enough back up and everything will get done without me getting dragged into it. We can then look to bringing in the next person to be the back up. So I would say focusing more on cross training.
Managing Timecards with Square
 
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Track employees’ hours directly from the Square app. See all about setting up employee permissions, and let your whole team clock in and out on their own. Then run Square Payroll to import timecards in a click and automatically take out taxes. Learn More at https://squareup.com/help. Keyword: Timecard Management Transcription: Square timecards make it easy to keep track of your employees’ hours directly from the Square app. It only takes a few minutes to set up, and lets employees clock in and out right from your point of sale. You can view their timecards from your Square Dashboard, and when it comes time to run payroll, simply import the timecards into Square Payroll to pay your employees in a few clicks. Start by logging in to your Square Dashboard. Click Employees, then Create an Employee or choose an existing one. Now you can create profiles for each of your employees. Make sure you enable permissions, sales tracking, and timecards. Specify your employees’ role from the drop down menu. A four digit passcode will be automatically generated for each employee. This code can be changed at any time. Employees can use this code to clock in and out, and log in to the Square app. Don’t forget to let your employees know their passcodes. Next, set up your Square app so employees can begin clocking in and out. Log in to the app with your owner email and password, or a device code that you can generate from your Square Dashboard. Go to Settings, Employee Management, then toggle on Track Time from Point of Sale. You can also toggle on Enable Employee Passcode Access to restrict what employees can do in the app. Now your employees can clock in and out by tapping the clock icon in the bottom right corner in the Square app, and entering their passcode. If you have enabled sales tracking, your employees will need to tap Time Clock in the top left of the login screen. You can see all your employees’ timecards from your Square Dashboard, and easily create timecard reports. Don’t worry about tallying up hours—all your employees’ regular and overtime hours are automatically calculated. Go to Timecards, then Report. Here you can set custom time filters and export your report as a .CSV file with employee names, locations, and a breakdown of hours worked. You can also clock out employees who clocked in but didn’t clock out, create new timecards, and edit saved timecards. No matter how many employees you have, Square timecards make it easy to track their hours. And when it’s time to run payroll, simply import their timecards into Square Payroll with a click.
Views: 21487 Square
Managing Stress in the Workplace: Workplace Training for Employees to Manage Stress and Conflict
 
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http://bitly.com/Managing-Stress-In-The-Workplace - Managing Stress in the Workplace is one of the hardest tasks to maintain and it is critical to purchase a stress management training course that has been designed by employee assistance experts and licensed mental health professionals, with extensive, in-the-trenches, workplace experience. The purpose of solving the most difficult and stressful problems employees face is that it leads to overall well-being and research has shown that implementing a program that solves managing stress in the workplace helps to combat stress levels is one of the most effective ways to reduce stress and help the overall work environment. Our comprehensive Business Stress Management Training has been used by a range of businesses, from small to large, and has been effective in managing stress in the workplace for employees who need to feel more comfortable coming in to work and improving their overall stress levels. The most important aspect of managing stress in the workplace is that it helps employees become independent, confident, and more productive. http://bitly.com/Managing-Stress-In-The-Workplace
Views: 295 Daniel Feerst
7 Psychological Money Saving Tricks - How to Save More Money Each Month!
 
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Learning how to save money can be hard if you weren’t taught any great habits when you were younger. Spending money is a major factor that is affected by how our mind works, and knowing the psychology tricks behind this puts you a step ahead in the money saving game. I’m going to give you 7 psychological tricks you can apply in your life to save more money each month. When you go out to eat somewhere, or buy groceries, or just to buy things, try to use cold hard cash instead of a debit card or check. When using cash, you have an emotional attachment to the physical material paper. I also recommend setting up a savings account and having at least 5% of your earnings go directly to that account. “If you can’t measure it, you can’t manage it” was said by the famous Peter Drucker, and it’s true. I started a monthly balance sheet around 6 months ago and it’s amazing to see where your money goes once you start managing it. Creating a budget and sticking to it can be difficult as first, but as you practice and stay persistent, that bank account will continue to grow each month. Check out my Passive Income Tutorial: https://www.youtube.com/watch?v=efkEvMVNY6A If you’re saving money because you want to buy something, you the best advice I can give you is to focus more on how you can increase your income. Simply focusing on how you can make more money will help dramatically more than focusing on reducing your expenses. The Software I use: http://cli.re/LMYjyL Insta: https://www.instagram.com/practical_psych/ Twitter: https://twitter.com/practical_psych Facebook: https://www.facebook.com/practicalpsych Check out MY Passive Income Ebook: http://bit.ly/PsychologyIncome
Views: 831472 Practical Psychology
Ceaser Loses It on O’S**t | Black Ink Crew
 
02:28
When O’S**t arrives for Bae’s wedding, Ceaser lets loose on his former friend and employee despite Bae’s efforts to make peace. #BIC #BlackInkCrew #VH1 Subscribe to VH1: http://on.vh1.com/subscribe Once confined to a small tattoo shop in Harlem, Black Ink is now expanding into an empire...but is the brand growing too quickly? With a new shop in Atlanta, Ceaser is forced to split his allegiance as he travels back and forth from New York. Sky has made the move to Atlanta to take on her new role as manager, while simultaneously trying to rebuild family ties. Young Bae comes to terms with her difficult upbringing in South Korea and considers a trip back home while Melody kicks off new renovations while managing the 113th shop. Teddy supports his brother who is facing legal troubles as Donna is on a quest to find herself after leaving an abusive relationship. More from VH1: Official VH1 Website: http://www.vh1.com/ Like MTV on Facebook: http://facebook.com/VH1 Follow VH1 on Instagram : http://instagram.com/vh1 Follow VH1 on Twitter: http://twitter.com/VH1 Find VH1 on Tumblr: http://vh1.tumblr.com Find VH1 on Google + : http://plus.google.com/+vh1 Follow VH1 on Pinterest : http://pinterest.com/vh1 Ceaser Loses It on O’S**t | Black Ink Crew http://www.youtube.com/user/VH1
Views: 132151 VH1
Managing Employee Shifts
 
04:38
Attendance processing is effective only when it's error-free and real-time. greytHR handles all aspects of employees’ attendance management system with simplicity and efficiency. As you must be aware, in greytHR you can create multiple shifts, rotation policies, attendance exception policies and weekend policies to create an attendance scheme. Employees are automatically assigned to an attendance scheme based on his/ her category. No need to assign each employee manually to an attendance scheme. greytHR also provides an option to the admin to manually override shift for the employees based on business requirements. The manual override feature is available in managers ESS portal so that they can manage their respective team members shift from the ESS portal. The Shift Roster page on greytHR gives you an overview of the existing planned shifts of the employees. This planner also allows you to override the existing planned shifts and take some strategic decisions such as leave approvals and shift assignments. The changes made on this page, reflect throughout the Attendance module.
Views: 135 greytHR

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