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By Liz O'Leary
I used to be a hundred% happy with recognize to my dealings with this person.
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The better the service, the better the tip. The same applies to the work done by your team. As discussed in Lesson 6, "Managing Performance," valued work behaviors must be outlined, then rewarded when achieved. Too often, employees strive to produce excellent results, only to find that the promise of a raise or increased responsibility will not happen. Once employees realize that the raise is never coming or that you are trying to limit their careers by keeping them in the same jobs, they'll decide to move on.
Micromanagement does not work. A leader's job is to identify a vision for the organization, set goals, and delegate authority and tasks to accomplish those goals. The micromanager tries to accomplish everything himself and ends up with either subquality work or several unfinished tasks. The solution? Learn to loosen the reins, delegate, and read Lesson 10 for a more in-depth look at the subject. Last updated on 12/12/2001 10 Minute Guide to Leadership, Second Edition, © 2002 Alpha Books CONTINUE > < BACK Index terms contained in this section errors micromanaging 2nd judgement errors micromanaging 2nd micromanaging 2nd mistakes micromanaging 2nd © 2002, O'Reilly & Associates, Inc.
Needless to say, Dan reacted inappropriately. He mistook Bret's attacks as being directed at him, instead of at the subject matter of his presentations or ideas. To defuse Bret's interruptions, Dan might have instituted a new policy of asking his entire team to hold all comments until the end of his presentations or even asked them to send their comments via e-mail. As a leader, you do the getting along. Never let an employee see that she is capable of getting to you and pushing the right buttons.