Category Archives: Employee Performance

21st Century Managers: Guiding Stars

True Story of an Unguided Star   There was once a bright graduate from Syracuse University who found a full time job with a Name Company in the midwest. Imagine her disappointment to discover that her job required none of her … Continue reading

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Employee development – Day One – Discretionary skills

DAY ONE  I tell my college students that whatever their level of skills may be is okay by me.   My role is to help them:  identify and build on their strengths, improve their thinking skills,  and gain confidence in their … Continue reading

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Tapping Employee Entrepreneurial Spirit

When we think of entrepreneurs we think of energy, drive, risk-taking. We think Success! Consider the current high school and college graduates. They believe that they can start their own businesses at any time. Many of my college students, inspired … Continue reading

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Performance Appraisal: Same Old Mistakes – No Development, No Honesty.

Sad, but True Story There was once a bright graduate from Syracuse University who managed to find a 4 month internship in the down economy.  The internship in her field gave her base experience and introduced her to the level … Continue reading

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Collaborating with the Enemy?

In my rediscovered article Collaboration (“Merlin’s Musings” Scriptmag.com Nov/Dec  2003)    Sally Merlin points out that there are two definitions for her title word: (1) working together   AND   (2) cooperating with the enemy. Her early script writing experience led her to … Continue reading

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The Mistake of Being Nice

Ask a service person “What is the most important aspect of the job?  You will hear:  “Be nice to my customers.”           In my customer service training sessions, my participants share frustrations when ‘being nice’ didn’t  work.  Nice did not … Continue reading

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On Attitude Erosion

If you use the “Hire for Attitude, Train for Skill” approach touted by Southwest Airlines, you may expect that your new employees will continue to display those great open attitudes far beyond the three month introductory period.  “Great” attitudes, like … Continue reading

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