It's a topic that I have discussed before but important enough to repeat. The #1 rule is to remain professional at all times. You worked hard to create those relationships! You want to leave with integrity and with your head held high. Here are "3 Do's" when resigning from your job. Write a short letter of resignation and express appreciation for the opportunity to work with the firm and the people. Next, make sure that you tie up as many loose ends ...
A truly introverted boss is someone who is energized internally and drained by being in groups with other people for an extended period of time. This can be challenging if they don't proactively seek to be included in conversations and meetings where important relationships are formed and where key information is shared. That can really hinder the boss' ability to get things done and can prevent his/her employees from having the information and connections to advance their projects or even in their career. What's ...
Companies should respond immediately because this type of behavior damages the psychological safety that’s so integral to a healthy company culture. In most cases, this type of behavior is also violating company values, whether implicitly or explicitly. Other employees observing this behavior will logically question if they want to remain associated with a firm that tolerates this type of behavior. At a time when companies are having such difficulty attracting and retaining employees, behavior like this can seriously negatively impact your brand as ...
When you are ready to resign, the #1 rule is to remain professional at all times. Write a short letter of resignation and express appreciation for the opportunity to work with the firm and the people. Bring that letter to your direct manager or supervisor if you are physically located in the same office. Otherwise, email is fine with a follow-up phone call letting your boss know it has been sent. Start the conversation with a simple statement - "While I greatly appreciate the opportunities and learning I've ...
How do you hold your employees accountable? Accountability best practices apply just as well when folks are working remotely as when they’re in the office. Here are some key things to remember: Make sure to define what success looks like. Is it solving a problem? Creating something new? Writing a business plan? How much leeway does the employee have in terms of what the result looks like? Make sure the goal contains all of the “SMART” criteria – it’s specific, measurable, attainable, rewarding and has a ...
If your boss keeps shutting down your ideas, it is absolutely appropriate to investigate a bit. Try the following approaches/words that work: It seems like my idea wasn’t appropriate here. What would make my idea a better fit? (OR More realistic? OR Work for our team?) Many times when I offer ideas, they don’t seem to be well-received. What would make them more valuable to you? How do you like to receive suggestions? I love brainstorming and generating new ideas. I notice that mine don’t seem to fly. Would you provide ...
Now more than ever, it’s a great idea to just say Thank You – for your business, for your support, for your help, for your suggestions and so much more. Thank you anytime is the right thing to do. It doesn’t have to cost a fortune to express appreciation. Many times it’s just nice to be recognized. A simple handwritten thank you note will stand out in an era of email, e-cards and tweets because it is so rare! However, the best ...
The great bosses give their folks a say in HOW they accomplish a task. It’s the job of leadership to set the vision and strategic direction. Managers break it down into the key goals and high level milestones that will get the company there. Then the great bosses step back and support their people as they design and implement the tactics to get there. This serves the firm on many fronts. First of all, no matter how creative you are, one person doesn’t ...
Here are some toxic coworkers to avoid as much as possible: Those who make it all about them: their accomplishments, what they need for their project, their deadlines, what they want to say, etc. Those who take all the credit and never acknowledge a team effort Those who expect others to help you with your projects, but then are “too busy” to assist with theirs Those who don’t keep their commitments, which means they don’t do what they promised by when they promised ...
I’m a veteran of TWO toxic workplaces – first in banking, then in telecom. Now I coach leaders daily who are still neck deep in the muck! Some common toxicities & tips: Favoritism: Favoritism is awfully hard to prove. Many times we believe others are the “favorite” when in actuality, they just have the skillsets for the job. Or maybe they’ve ASKED for certain projects/developmental assignments. We are all responsible for managing our own career. So if you see others getting plum assignments, ...
