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Employee Relations

5 ways to stifle innovation

12/17/2018
The odds of a new product idea reaching full commercialization are less than 4%. And that is the best case. But, there are 5 sure-fire ways you can make certain innovation never sees the light of day at your company.

Years later, termination records still win cases

12/12/2018
There’s a good reason to retain the employment records of poor performers. In fact, the argument can be made that you should keep those records indefinitely.

Taking aim at employees’ goals

12/11/2018
How can managers improve the odds of team members thoughtfully formulating goals and doing their best to reach them? Consider these strategies.

Keep It Legal: January ’19

12/11/2018
Employee won’t sign? Never forge a signature.

Giving feedback to an underperformer

12/11/2018
Here are some guidelines to help you issue constructive feedback when it’s not so readily accepted.

Sound Bites: December ’18

12/01/2018
Whether in person or remotely, get all meeting attendees on the same page … How your receptionist can off insight in a group interview … Log off on the weekend … When to never apologize … Icebreaker: 10 things in common … How upper and lower case letters got their names

Performance review cheat sheet

11/29/2018
No need to dread all those performance reviews. Use these examples to write clear feedback regarding core skills necessary in today’s workplace.

… You’re giving positive feedback

11/29/2018
Call it positive feedback or old-fashioned praise, it’s one of the most powerful tools in your team-leading toolkit. It can boost production, improve communication and inspire loyalty. Here’s how to dish out the accolades for maximum effect.

Document rule-breaking to explain discipline

11/27/2018
Employees are protected against retaliation for complaining about discrimination. But that doesn’t mean you can’t discipline them when they break rules.

ADA: Bosses must address poor performance

11/27/2018
Sometimes, managers allow a poor performer to get by for a long time. Letting it slide seems easier than insisting on improvement or imposing discipline. But delaying action can trip you up later if the employee later claims a disability and demands reasonable accommodations.