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Add You - Fair and Final Firing: How to Make it Happen
Everyone is familiar with the 3-R’s from school – reading, ‘riting and ‘rithmetic. This was our first introduction to an effective performance model. As proficiency increased in each R, performance was further enhanced. Effective performance models by their very design are a continuum that automatically raises performance to the next level.Today’s businesses have their
Make small corrections along the way. An awful lot of good supervision happens in the
In Australia, Matt and two friends went to a fast-food drive-through for lunch. They wanted three separate orders as there were three in the car and no one had exact change.The order-taker replied, ‘I’m sorry sir, but we are only allowed to process two drive-through orders at a time.’‘But there’s no-one behind us,’ they replied.The order taker repeated, ‘I
Fortunately, you can still get rid of non-performers, even in today's lawsuit-happy world. Start by doing a good job as the boss. If you do your job right you'll only fire people when it's necessary and you'll be able to defend your actions if you have to. Here's how.
Tell people what you want them to do and not do. Clear expectations are necessary to good performance.
Check for understanding. Don't trust communication to chance. Make sure that people understand what you tell them in the same way that you do.
Make small corrections along the way. An awful lot of good supervision happens in the
Site location analysis of regional service areas and planning for mobile businesses is just as important as choosing a fixed site for any business. The region must be scouted out whether you are simply adding another service unit or deciding to open an entire new marketing area. Now, assuming that you have decided to go for it and open a new territory, you must send in a scout
Tell people what you want them to do and not do. Clear expectations are necessary to good performance.
Check for understanding. Don't trust communication to chance. Make sure that people understand what you tell them in the same way that you do.
Make small corrections along the way. An awful lot of good supervision happens in the
You’ve got a great idea, you are pretty sure that what you have will sell, you’ve even got some cash together. What else do you need?Vision: You must be able to see where you are going and what the future will hold. See what others are not able to see and build your business on these visions.Courage: The ability to act upon your vision desp
Tell people what you want them to do and not do. Clear expectations are necessary to good performance.
Check for understanding. Don't trust communication to chance. Make sure that people understand what you tell them in the same way that you do.
Make small corrections along the way. An awful lot of good supervision happens in the
Photo postage stamps aren't such a new idea; its been around for years! The USPS (United States Postal Service) briefly suspended the use of such a stamp due to security concerns. There are certainly a number of reasons that the USPS would want to abolish all photo stamps, for example in the height of the anthrax scares a stamp with a scull and cross bones plus the word Anthra
Check for understanding. Don't trust communication to chance. Make sure that people understand what you tell them in the same way that you do.
Make small corrections along the way. An awful lot of good supervision happens in the
Executives and other business leaders who “make it to the top” typically have invested many years in education, hard work, and self-sacrifice. They are seasoned veterans who have the potential to lead their organizations to new heights of competitiveness, profitability, and success.But truthfully, most business leaders don’t know everything they need to know. It’s not
Make small corrections along the way. An awful lot of good supervision happens in the cracks in the system. Most people who work for you will change their behavior if you suggest they do so.
If they don't change their behavior, make sure you understand the problem. What looks like a behavior problem might be a resource problem or a training problem. Make sure your people can do what you want before you hold them accountable for performance.
If your subordinate can do the job, but isn't, let him or her know that you're going to start documenting their behavior. That's not particularly difficult, but it takes time and diligence.
Make sure you document the behavior of anyone you mi
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