Download Boss's Survival Guide: Managing Performance by Bob Rosner PDF

By Bob Rosner

The bestselling advisor to motivating and coping with each employee―updated for the hot global of business!

As a manager in today’s hugely aggressive international, you want to not just get extra out of every worker― you need to additionally turn out your department’s strategic effect at the association. This well known, hugely sensible advisor is helping you are making your division shine. The Boss’s Survival Guide, moment version, has been up to date that can assist you deal with today’s hot-button concerns, such as:

  • Hiring and holding the simplest expertise
  • Handling layoffs and terminations
  • Using social networks comparable to LinkedIn and fb
  • Managing time and working with pressure
  • Keeping up with the newest alterations in employment legislations
  • Maintaining your individual marketability and handling your career

Praise for the 1st variation of The Boss’s Survival Guide

“WOW!!!”
―Tom Peters, writer of In seek of Excellence

“This publication has every little thing you’ll ever want to know approximately being a good boss yet don’t have time to learn.”
―Ken Blanchard, Ph.D., coauthor of The One-Minute Manager, Raving Fans, and Gung Ho

“At final, a definitive consultant for bosses at the hiring, care, and feeding of employees.”
―Richard N. Bolles, writer of What colour Is Your Parachute?

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Extra info for Boss's Survival Guide: Managing Performance

Sample text

Get a sense of the trainer’s style and how he presents material. • Find out who’ll you be working with. Large training firms are like consulting firms and have many employees. Don’t assume you’ll be working with the first person you meet with. • Find out how the firm develops curriculum. What are the principal’s credentials? What resources do they use? How customized to your needs will the training be? • Explore the firm’s approach to training. Will trainers lecture, or will the training be interactive?

CH09_Rosnerx 1/29/02 304 3:14 PM Page 304 CHAPTER 9 • Ask for references and call them. Ask how well the training worked, but also ask about the client’s culture. You may wish to be very involved in developing a program, for example, whereas someone else may have wanted no involvement. Or the training company’s laid-back style may have worked well in the client’s Silicon Valley worksite, but raise eyebrows in your buttoned-down corporate headquarters. Try to find references with a culture similar to yours.

Employees’ personal lives, beliefs, race, religion, pregnancy status, marital status, and so on are irrelevant to job performance and therefore have no place in documentation. • Verbal discipline isn’t worth the paper it isn’t written on. Employees intentionally and unintentionally recall the praise and ignore verbal criticism. • Remember that documentation can be a double-edged sword. Never put anything in writing you would feel uncomfortable having read to a jury slowly, in detail, and while projected on CH09_Rosnerx 1/29/02 3:14 PM 276 Page 276 CHAPTER 9 a PowerPoint slide.

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