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If the work is reported to be ok or fine by your subordinates, maybe you need to dig in deep and probe more.
The employee reporting to you may be struggling and not providing the true detail...
It pays to highlight the strength an employee brings and then to work on minimizing the weak aspects. Start and work with the impact and value the employee is making to your team.
Ownership and accountability need to be defined so that your team knows who is responsible for what.
Instead of the sandwich approach to provide feedback, try to be direct and dispassionate.
Get a nod or a confirmation on the feedback that is delivered, so that it is clear and the employee hasn't taken away something unexpected or unintended from your conversation.
Diversify work within the team so that the long term and short term goals are both taken care of.
Instead of hanging on to a bad fit, and prolonging the support to employees who are struggling, it is better to let them go.
Have goal-oriented and clear meetings, only when it is important and necessary.
SIMILAR ARTICLES & IDEAS:
Accept that you have to put in place remote work systems, even if more than half of your employees ultimately revert to office-based work.
Intentionally design for the same interactions that would otherwise happen if people were in the office.
Your people need to feel your presence as a leader as they will have fewer opportunities to see you face to face when they work remotely.
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Is a management style in which leaders are genuine, self-aware, and transparent.
An authentic leader is able to inspire loyalty and trust in her employees by consistently display...
In a work setting, it means the transfer of responsibility for a task from a manager to a subordinate.
The decision to delegate is usually made by the manager. However, sometimes...