Even though things seem to be slowly improving, our job market is—to put it mildly—not good. Many job seekers have been scrounging and scraping and clawing around for work for far longer than normal, and that kind of desperation sometimes makes people engage in behaviors they likely wouldn’t consider in better times. View Details

According to research from the Corporate Executive Board, 40% of internal job moves made by people identified by their companies as “high potentials” end in failure. Many organizations make the mistake of looking simply at ability when assessing an employee for a management job. Think of the hot-shot sales rep or the genius software engineer. It is incredible how often high producing individuals get promoted into management jobs that require a totally different mindset to be successful. View Details

We’ve all witnessed the havoc and felt the pain created by problem co-workers. Ironically, the biggest mistake managers make when managing problem employeesis avoiding the problem. They stay away from the employee and place added burdens on other employees whom they trust. This leads to a whole host of other bigger problems.   So don’t wait – act! Consider these 6 steps to relieving the pain.   1. Talk to the employee. View Details

When the time comes to promote strong, capable individual contributors into their first role as a manager, how do you prepare them? Although their performance has been good and you’ve assessed that they are a fit for the job, leading others will be an adjustment for most. Don’t assume that an effective worker will automatically become an effective manager – especially if he’s to manage a group of his peers. View Details

When it’s time to fill a key position, should you look inside or outside your company? Here’s a look at the pros and cons of both strategies.   One universal issue every business faces, regardless of the industry: When you have an opening, should you hire ready-made talent or should you work to develop your own talent? View Details

They reinforce positive behaviors, boost motivation, and build employees’ self-esteem. Bonus: They won’t cost you anything.   Formal employee recognition programs can be effective, but many formal programs only pay lip service to recognizing employee performance.   Real praise should reward effort and accomplishment, reinforce positive behaviors, build self-esteem and confidence, and boost motivation and enthusiasm.   Do your formal recognition programs accomplish all that?   I’m guessing no. View Details

Step 1: Lose the Employee-of-the-Month program. (No one cares about it. ) Here’s the recognition your staff really deserves.   Here’s a fun exercise: Think about an old boss you didn’t like. On a scale of one to 10—no, you can’t use negative numbers—how would you rate their skills of recognizing, praising, and rewarding hard work and achievement? View Details

Sure, you’ll consider their qualifications. But admit it: This is what you’re really looking for during interviews.   Job candidates say a lot during an interview. As the interviewer, so do you.   But there’s a lot you wish you could say to job candidates well before the interview ever takes place:  1. I want you to be likable.   Obvious, sure, but also critical. View Details

Have you ever encountered parents who wanted to be friends with their kids? Instead of disciplining them and teaching them right from wrong, the parents try to hang out with their children, are extremely laid back and give them freewill to do as they please. Why?   The parents want to be liked, to be deemed as cool parents who are open. View Details

To be a good manager, you need to be able to identify changes in your employees’ work ethics — especially if they seem to exhibit a lack in motivation.   In our interview with Tim Muma, host of LocalJobNetwork. com’s radio program “Moving Up the Ladder,” we discussed signs that display a lack of motivation in employees and what managers can do when they witness these changes.   Here are the major signs:  1. View Details

INCREASING EMPLOYEE MORALE WHILE DECREASING FATIGUE AT WORK  Times are tough for workers across all industries. While unemployment is still high, it’s not just those searching for a job who are feeling the stress. Certainly unemployed job seekers have a lot on their plate: searching for jobs, endless applications, recording a video resume, and preparing for interviews are just some of their most common stresses. Those who already have jobs, however, are also feeling the stress. View Details

In an economy with more than 53% jobless or underemployed recent college graduates, it’s hard to imagine that there are actually careers short on graduates. But it’s true: there are several different fields that simply can’t find enough qualified candidates to fill all of their job opportunities. Health care, skilled trades, and even finance are hurting for graduates — are you cut out for one of these careers with room to grow? View Details

I was terminated for made-up reasons that have little to do with the real reason, which had to do with my blowing the whistle on something. I’m now looking for a new job and am concerned about references.   There’s the official company version of events and then there’s the employee’s version. I know which one is right, but the person asking the questions won’t. View Details

It’s 8am. As you make your way into the office, you smile and greet a few other co-workers. You head to the break room for your usual morning cup of coffee, a dash of cream and two packets of sugar. As you walk back to your desk, your paths cross. It’s her. The one co-worker you try to avoid. View Details