New Employee Survey Underscores the Value of Feeling Valued

A new survey shows how few employees feel valued at work and see meaningful advancement opportunities — and why this matters for retention.

One Key to Effective Management: Plain Old Common Sense

Most people like to be treated the way you like to be treated. Why wouldn't they?

Why the Freelance Economy Is a Social Tragedy in the Making

The Social Contract is dead. We're becoming a nation of freelancers. Corporate profits are very high and retirement prospects very low.

The Real Reason to Care About Employee Engagement

Mindset matters. Attitude is a difference maker. It's not about sensitivity. It's about productivity.

Why Lower-Stress Management Leads to Higher Productivity

We often just assume a high-intensity model of Type A behavior is the natural style for management. But is this really the best way to bring out the best in others? This article first appeared in Harvard Business Review.

The Overarching Importance of Leadership Credibility

People are bone-tired of leaders they don't feel they can believe. In a land where evasion is commonly the verbal currency of choice, straight talk, no matter its flavor, has powerful popular appeal.

Why Do Employees Most Often Quit?

A new survey offers insights and answers. Think autonomy, micromanagement, culture and relationships...

Do You Work for a Demanding 'Type A' Boss?

Type A managers, of which there are many, can at times be impatient, stressful, and plain old hard to work for. Here are practical tips to help you survive, and even succeed.

5 Reasons Not to Fear Public Speaking

Great speakers are made, not born (as are plain old good ones). Consider the examples of this famous five. All overcame significant public speaking confidence problems — and so can you.

Giving Feedback Is Fundamental - Why Is It so Hard?

All too often employees receive no management feedback, or feedback that is emotional and not business-focused.

Your Own Skin

An excerpt from my new book "The Type B Manager: Leading Successfully in a Type A World," which was published in August by Prentice Hall Press. This chapter discusses managers' needs to find the style that works best for them, while remaining true to their own managerial DNA.

3 Reasons People Don't Reply to Your Messages

Are people just too busy these days? Or lazy? Or oversaturated with media? And does anyone (besides me) care?

4 Creative Ways to Become a Better Manager

To develop managers, we tend to focus on a relatively predictable skill set. These four less expected, creative approaches can help improve management performance. It's not about sensitivity, it's about productivity.

What Makes a Good Manager?

This is an excerpt from my new book "The Type B Manager: Leading Successfully in a Type A World," which is being published today by Prentice Hall Press. Publishers Weekly has called it "an excellent resource for leaders who don't fit the mold." This section examines the role Type A and Type B personalities can play in managerial performance.

Why Management Civility Increases Productivity

Studies show that employees who are treated rudely perform worse on routine tasks.

Good Management is Sustainable Management

When I was in the corporate world, we had a saying about a certain kind of manager: “He got results, but he left a trail of bodies in his wake.” His (or her) methods were unsound, unsustainable. What are characteristics of sustainable management?

Lack of Employee Recognition is a Management Epidemic

According to a new survey, only 20% of employees feel "strongly valued" at work. 80% feel "poorly to moderately valued."

Are Women Better Managers Than Men?

A new Gallup study says so.

The Best Bosses Aren't Bossy

Overmanaging is one of the least discussed but most prevalent problems of management. Too much management—often a.k.a. bossiness—is the enemy of productivity.

New Study Suggests Key to Managing Millennials

Research indicates the answer lies in one word: coaching.

The Trouble with "Gotcha" Management

It's a management style that focuses on catching employees doing something—anything—wrong. And it's a drain on productivity.

Want Engaged Employees? Give Them Work-Life Balance

One of the surest ways to ensure you'll have unproductive employees is to have their minds elsewhere.

One Simple Way for Management to Boost Productivity

It all comes down to: What kind of management actions will place people in the mindset to want to do their productive best for you?

What Motivates Employees to "Go the Extra Mile?"

A new study addresses this age-old management issue, and offers surprising answers.

Study: Many CEOs Get Less Background Checking Than Graduates

According to a survey of Human Resources executives, many CEOs undergo less background screening than does the average college graduate.

Why Is Employee Recognition Always a Problem?

One issue that recurred in literally every employee survey I was involved with over several decades was lack of employee recognition. Providing such recognition should be easy for management, but it isn't. Why is that? I asked readers and received insightful answers.

The Best Leaders Are Always Self-Aware

"How would you experience your actions if you were on the receiving end?" It's a critical question for anyone in a management role to ask himself or herself. A new book explores the role of self-awareness in business leadership.

Why Is Employee Recognition So Big a Management Problem?

The one issue that recurred in literally every employee survey I was involved with was recognition - or rather, lack of it. It was always a pain point.

The Motivational Benefits of Art in the Workplace

Having art at work helps build pride in the environment. It shows management cares enough about the employee experience to have a thoughtfully maintained facility that people feel good about working in.

The Stress Disconnect Between Management and Employees

A study from Towers Watson finds that managers and employees have very different perceptions of what constitutes stress at work. Can management effectively address the problem of workplace stress if it doesn't fully understand what the problem is?