8 Subtle Signs that an Employee is Exceptional

By: Jeff Haden

We can all spot a great employee: he’s dependable, proactive, hardworking, a great leader and a great follower.

He brings a wide variety of easily defined — but hard to find — skills to the table.

Some employees, though, are exceptional. They have skills and qualities that aren’t evaluated on performance appraisals but make a huge impact on that individual’s performance, the performance of the people around her, and especially on the company’s results.

Here are eight signs an employee is truly exceptional:

  1. They think well beyond job descriptions

The smaller the company, the more important it is that employees can think on their feet, adapt quickly to shifting priorities, and do whatever it takes, regardless of role or position, to get things done.

When a key customer’s project is in jeopardy, exceptional employees know without being told there’s a problem, and they jump in without being asked, even if — especially if — it’s not their job.

  1. They’re quirky…

The best employees are often a little different: a little eccentric, sometimes irreverent, even delighted to be unusual. They seem slightly odd, but in a really good way. Unusual personalities shake things up, make work more fun, and transform a plain-vanilla group into a team with flair and flavor.

People who aren’t afraid to be different naturally stretch boundaries and challenge the status quo, and they often come up with the best ideas. 

  1. And they know when to rein in their individuality

An unusual personality is a lot of fun — right up until the moment it isn’t. When a major challenge pops up or a situation gets stressful, the best employees stop expressing their individuality and fit seamlessly into the team.

Exceptional employees know when to play and when to be serious; when to be irreverent and when to conform; and when to challenge and when to back off.

It’s a tough balance to strike, and a rare few can walk that fine line with ease.

  1. They praise other people in public …

Praise from a boss feels good. Praise from a peer feels awesome, especially when you look up to that person.

Exceptional employees recognize the contributions of others, especially in group settings where the impact of their words is even greater.

  1. And they disagree in private

We all want employees to bring issues forward, but some problems are better handled in private. Great employees often get more latitude to bring up controversial subjects in a group setting because their performance allows greater freedom.

Exceptional employees come to you before or after a meeting to discuss a sensitive issue, knowing that bringing it up in a group setting could set off a firestorm.

  1. They ask questions when others won’t

Some employees are hesitant to speak up in meetings. Some are even hesitant to speak up privately.

An employee once asked me a question about potential layoffs. After the meeting I said to him, “Why did you ask about that? You already know what’s going on.” He said, “I do, but a lot of other people don’t, and they’re afraid to ask. I thought it would help if they heard the answer from you.”

Exceptional employees have an innate feel for the issues and concerns of those around them, and step up to ask questions or raise important issues when others hesitate.

  1. They like to prove other people wrong

Self-motivation often springs from a desire to show that doubters are wrong. The one without a college degree or the other who was told he didn’t have leadership potential often possesses a burning desire to prove other people wrong.

Education, intelligence, talent, and skill are important, but drive is critical. Exceptional employees are driven by something deeper and more personal than just the desire to do a good job.

  1. They’re constantly exploring

Some people are rarely satisfied (I mean that in a good way) and are constantly tinkering with something: reworking a timeline, adjusting a process, tweaking a workflow.

Good employees follow processes. Great employees tweak processes.

Exceptional employees find ways to reinvent processes, not just because they are expected to … but because they just can’t help themselves.

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8 Smart Things Super-Productive People Do Each Morning

The super producers know how to start their day and finish tasks, even before lunch. This sets the tone they need to stay productive all day.

By: John Brandon

Good productivity is a sign of smart thinking.

The people who achieve the most during the day typically have the smartest approach to their tasks, they have the right attitude, and they employ the best tricks. Here are a few ideas on how to jumpstart your day and get more work done by lunch.

  1. Finish one task right away

Super-productive people complete one task right away in the morning to set the tone and demeanor for the day. It’s a level set on attitude that says this is how your day will play out. It’s a springboard, and orients your thinking. Even if it’s a small task, bang it out.

  1. Reward yourself for completing a task by lunch

I’m a big fan of personal rewards. Tell yourself you will head down to Caribou and get that triple espresso as a reward for working hard. Having that motivation dangling in front of you is a good way to knock out extra tasks. Just be sure to take the time to actually get the reward.

  1. Kill the bad attitude early

The most productive people in the office have an attitude of productivity. If you go into your day thinking you’ll be overloaded, stressed out, and bogged down, you will be. Change your attitude about work and start with the mindset that you will accomplish everything on your plate. 

  1. Eat a healthy breakfast

You might think breakfast is optional. After all, isn’t it better to just dive right into work? Super-productive people eat breakfast. I always eat an egg and some fruit to get a protein and natural sugar boost. Being hungry at your desk can be a distraction. Avoid donuts and unhealthy snacks, though–they can kill productivity.

  1. Schedule every phone call in advance

To some, a productive day means one spent making phone calls. And that’s OK, but it needs to be predetermined. Schedule your calls, even if it means locking in a schedule in 30-minute increments. When you have a plan, you can achieve the plan. Don’t rely on randomness.

  1. Then, turn off your phone

That shiny little smartphone is a major distraction for really productive people. Use it only when you actually need to make a call or use an app. Otherwise, power that sucker down, or at least disable the ringer and vibration. For serious work sessions, leave it in the car.

  1. Never read a news site more than once

I’m shooting my own foot with this one, since I write about the news quite often. The problem with investing a ton of time reading the news all morning is that you create a habit of distraction. It’s OK to read the news once in the morning, then focus on work only.

  1. Avoid the downers

Those who are super-productive tend to avoid the procrastinators in the office, the curmudgeons who don’t finish anything, the complainers who act like the world is out to make them feel miserable. Nod at them in the hallway; avoid them everywhere else.

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7 Signs You May Be a Bad Manager

By: Steve Tobak

One thing most bad managers have in common is they’re not consciously aware that they’re bad managers. And if they are aware of it on some level, they’re probably not willing to admit it to anyone, least of all themselves. That’s because nobody wants to believe they’re the problem.

It’s a common enough phenomenon that isn’t limited to bosses, but applies to people at all levels: executives, managers, employees too.

I’m not a shrink, so I’m not sure why that is. But if I had to guess, I’d say it’s probably got something to do with ego, denial, compartmentalization, self-delusion, lack of perspective, that sort of thing.

It would be all-too-easy to just label these folks dysfunctional and call it a day, but I’m not entirely sure that would be either accurate or helpful. I actually think we all suffer from this sort of myopia to some extent and from time to time.

You see, in How to Deal With a Bad Boss: Don’t! I told readers to take a long hard look in the mirror before pointing fingers at the boss. Of course that cuts both ways. But in reading all the comments and emails, I noticed a distinct lack of objectivity by those actually experiencing a boss-employee relationship issue, as opposed to those who were just talking about it.

When it’s happening to us, we put up our defenses. And not only is that bad for business, it’s bad for your management career, as well.

So, even if you’re convinced that you’re the greatest manager on planet Earth and your ability to be introspective knows no bounds, you’d still be wise to check these 7 Signs You May Be a Bad Manager. As for all you employees who’d rather be water-boarded than take a cold hard look at yourself, most of the signs apply to individuals, too.

  1. Your group is underperforming

Sooner or later, bad management will trickle down and affect the entire organization. Whatever the appropriate metrics are for an organization, poor performance can usually be traced back to a management problem.

  1. Your manager is turning up the heat

When a good senior manager thinks there may be a problem with a subordinate manager, he’ll inevitably turn up the heat and see what happens. So if you notice your boss putting the screws to you, it’s a sign that something’s up.

  1. Allies are distancing themselves from you

It’s one thing for your employees to talk behind your back and for your enemies to despise you, but when your work friends and allies start to back away, that’s an indication that you’re damaged goods.

  1. You’re behaving like more of a jerk than usual

You may be in conscious denial about being a crappy boss, but on some level, you’re probably aware of it. And that takes a toll on you, usually in terms of increased stress and anxiety that you’ll likely take out on others.

  1. Your decision-making is compromised

One of the most visible signs of poor management is poor decision-making. After all, decisions are actions, actions generate results, and results are highly visible. Pay attention.

  1. Your personal relationships suck

Dysfunctional managers are also dysfunctional people. Relationships are relationships, period. And while I’m sure that some bad bosses are just wonderful spouses and friends, I seriously doubt it’s very common.

  1. Your employees are miserable

Come on now. I don’t care how self-absorbed you are, you know if your employees are miserable. Do they stop talking and look guilty when you walk by? Do they invite everyone else but you for drinks after work?

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خطوات التحقيق الإدارى

– رفعت السيد

قبل ماتبدأ التحقيق لازم تعرف إنك طرف محايد ولازم تراعى ضميرك وتعرف إن ربنا شايفك. يعنى تجرد نفسك إنك تميل ناحية طرف على حساب طرف تانى حتى لو كان صاحب العمل نفسه! 

طب ندخل بقى فى الأساسيات بتاعت التحقيق .. لازم تراعى كل الكلام اللى جاى ده:

1. لازم تعين سكرتير للتحقيق يكون أمين وتضمن أنه مش يطلع أسرار التحقيق لأى حد فى الشركة مهماً  كان 

2. لازم تبعت إخطار للعامل ولمديره المباشر بميعاد التحقيق حتى لايؤثر ذلك على سير العمل 

3. لازم تثبت ساعة وتاريخ ومكان فتح المحضر

4. لازم الواقعة تكون ليها صلة بالعمل 

5. لازم التحقيق يكون فى خلال سبعة أيام من تاريخ اكتشاف الواقعة 

6. يجب ألا تقل درجة المحقق عن درجة المحال للتحقيق

7. تدوين إسم المحقق وبياناته والدرجة الوظيفته بتاعته

8. إثبات السند إلى إحالة التحقيق (يعنى لو جاى لك مذكرة ؛ لازم تثبت أنه بناء على المذكرة الواردة من …….. والتى يتهم فيها …………. بشأن……………….. )

9. إثبات جزء مختصر للموضوع محل التحقيق 

10. إثبات بيانات المُحال للتحقيق كاملة  

11. إثبات تلاوة موضوع الشكوى على المُحال للتحقيق 

12. تدوين وقائع التحقيق بخط واضح 

13. توجيه الأسئلة بعناية وترتيب وتسلسل منطقى 

14. إثبات علاقة الشاكى والمشكو فى حقه  

15. الإستجابة إلى طلب سماع شهادة الشهود  

16. عدم جواز الكشط أو الشطب ؛ ولوحدث ، لابد من توقيع المُحقق والمٌحال للتحقيق على المشطوب

17. توقيع المُحقق والمُحال للتحقيق على كل ورق

18. أن تكون الأسئلة الموجهه بطريقة مباشرة وسلسة ، ومفيهاش غموض ومتنساش إن ربنا شايفك

19. إبعد عن الأسئلة الطويلة .

20. إبعد كمان عن الأسئلة اللى فيها الإجابة بنعم أو لا

21. إطرح السؤال الأول شفاهة ثم إستمع للإجابة ، ثم دَوَّن بعد أن تصيغ الإجابة بالطريقة المثلى دون تحريف  

22. لازم تكون الأسئلة فى مجملها متماسكة ومترابطة (يعنى مينفعش تكون بتحقق فى مشاجرة بين أحد زميلين وتسأل فى سبب غيابه مثلاً)

23. إوعى تقاطع المُحال للتحقيق فى إجابته

24. لازم تحافظ على صورتك بعدم وقوع أى خطأ فى التحقيق 

25. الحق فى إستدعاء أى شخص ترى أنه يفيد التحقيق ، حتى ولو كان بعيداً عن التحقيق

26. وفى النهاية لازم تثبت المخالفة والسند القانونى والنتيجة اللى هتبنى عليها الجزاء بتاعك

27. أوعى تركن التحقيق فى الدرج بتاعك وتذل العامل لحد ماتطلع النتيجة علشان مينفعش تديله جزاء بعد 30 يوم من تاريخ الإنتهاء من التحقيق

28. وأوعى تفصل العامل بناء على التحقيق بتاعك (الفصل عن طريق المحكمة)

29. وأخيراً ماتنساش إن ربنا مطلع عليك وشايفك وأوعى تظلم طرف على حساب طرف تانى.

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Leadership Scorecard

Leadership Scorecard

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12 Traits All Great Bosses Have

12 Traits All Great Bosses Have

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Good Boss vs. Bad Boss

Good Boss vs. Bad Boss

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