Manager Tools

Part 2 of our guidance on working with an administrative assistant, updated for remote, hybrid, and shared assistants.

Part 1 of our guidance on working with an administrative assistant, updated for remote, hybrid, and shared assistants.

It's the end of the year. Most managers we know are thinking about the holidays... and annual reviews. After years of managing, training and consulting, we've concluded this is one of the most poorly managed and implemented processes we're aware of. It's not hard to do, but for plenty of (bad) reasons, managers just don't handle this responsibility well. For those few who do, it's an enormous competitive advantage.

It's the end of the year. Most managers we know are thinking about the holidays... and annual reviews. After years of managing, training and consulting, we've concluded this is one of the most poorly managed and implemented processes we're aware of. It's not hard to do, but for plenty of (bad) reasons, managers just don't handle this responsibility well. For those few who do, it's an enormous competitive advantage.

Part 10 of our Manager Tools guidance on how to action Engagement Survey results question by question.

Part 9 of our Manager Tools guidance on how to action Engagement Survey results question by question.

Part 8 of our Manager Tools guidance on how to action Engagement Survey results question by question.

Part 7 of our Manager Tools guidance on how to action Engagement Survey results question by question.

Part 6 of our Manager Tools guidance on how to action Engagement Survey results question by question.

Part 5 of our Manager Tools guidance on how to action Engagement Survey results question by question.

Part 4 of our Manager Tools guidance on how to action Engagement Survey results question by question.

Part 3 of our Manager Tools guidance on how to action Engagement Survey results question by question.

Part 2 of our Manager Tools guidance on how to action Engagement Survey results question by question.

Part 1 of our Manager Tools guidance on how to action Engagement Survey results question by question.

Many directs' common response to negative feedback is to say, "It's not my fault." It's understandable, it's self protective, but it also completely misses the mark of the purpose of feedback. Here's how to handle it.

Almost all managers are scared about giving feedback. But there's a reason to be positive about it: it's just like buying insurance.

Our guidance on having a great handshake.

Sometimes it's easier to mention to everyone on your team when one member of your team messes up. But this is what lazy, ineffective managers do.

Now that you've gotten your engagement survey results back, how do you respond? In this guidance, we take an actual engagement survey, question by question, and show you how to respond to a low score on that question.

Part 2 of our guidance on packing for a business trip.

Part 1 of our guidance on packing for a business trip.

Now that you've gotten your engagement survey results back, how do you respond? In this guidance, we take an actual engagement survey, question by question, and show you how to respond to a low score on that question.

Part 2 of our guidance on how to handle body odor.

Part 1 of our guidance on how to handle body odor.

Part 2 of our guidance on culture core behaviors.

Part 1 of our guidance on culture core behaviors.

Our guidance on thank you notes.

Part 5 our guidance on Engagement Surveys.

Part 4 our guidance on Engagement Surveys.

Part 3 our guidance on Engagement Surveys.

Part 2 our guidance on Engagement Surveys.

Part 1 our guidance on Engagement Surveys.

Part 2 of our MTDISC behavioral effectiveness example one.

Part 1 of our MTDISC behavioral effectiveness example one.

You Don't Deserve a Promotion

There are rules for how to conduct oneself professionally. It's part of a manager's job to teach them to our employees.

Part 4 of our guidance on how to prepare for and communicate a layoff effectively and compassionately.

Part 3 of our guidance on how to prepare for and communicate a layoff effectively and compassionately.

Part 2 of our guidance on how to prepare for and communicate a layoff effectively and compassionately.

Part 1 of our guidance on how to prepare for and communicate a layoff effectively and compassionately.

Culture is an often discussed topic in management and leadership circles. But culture is not what most managers and leaders think.

Part 3 of our guidance on the big 4 of performance communications.

Part 2 of our guidance on the big 4 of performance communications.

Part 1 of our guidance on the big 4 of performance communications.

You're going to get a lot of input as a manager. There are all kinds of reasons for this, but the answer is almost always the same: the first thing to do is nothing.

Part 3 of our chapter two guidance on hiring is not an HR process.

Part 2 of our chapter two guidance on hiring is not an HR process.

Part 1 of our chapter two guidance on hiring is not an HR process.

Our Hall of Fame guidance on how to think more creatively about annual planning goals.

Our Hall Of Fame guidance on how to start setting annual goals, and why we do not like "SMART" goals.