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Employer Tips at Work

How to Be a Good Manager

Being a good manager involves a wide range of skills and responsibilities. Managing other people effectively and successfully is not an easy thing to do. A good manager must encourage employees to put forth their best effort. A good manager must promote team work, high productivity and high morale among the employees. A good manager must always put the company’s needs above his or her own, creating a healthy working environment that benefits the company and also its employees.

Be an Example to Others

Good managers must set an example for their employees by taking their job seriously and expecting the same from their employees. Arriving on time for work every day is a good start. Tardiness shows a lack of respect for the job, the employees and the company. Personal business should be left at home. Personal phone calls and personal emails should be avoided during working hours. Personal family matters should not be discussed with employees.

Use your own personality to guide your workers for the day. You can be laid back if that is the style that best suits you. It is also possible to be a disciplinarian if need be as well. Do whatever you think needs to be done to get the most out of your team. Leadership is all about pushing the right buttons. Leadership is also about showing you will do things your own way. Pushing others to be their best while staying within yourself is the challenge you will be up against.

Good managers must demonstrate strong leadership, management and communication skills. They should be well-focused, have specific goals and also the ability to accomplish those goals. They must be able to communicate effectively with their employees to get their message across. They must be able to manage an often-diverse group of people and pull them together as a team that can get the job done.

Show that you can set goals within your team. Accomplishing this goal will also prove that your team will follow your lead. Good leaders will have the blessing of their team when planning and executing key goals. Even if the employees don’t like the boss, they will follow him because he has their respect.

Good managers must also be excellent listeners, welcoming the ideas of their employees while encouraging their creativity and input. One of the most important tasks of a good manager is to recognize talent and potential in an employee and encourage it. Good managers must also effectively address employee concerns and deal with internal problems quickly and efficiently before they get out of hand.

A manager is not a person who can do the work better than his men; he is a person who can get his men to do the work better than he can.
Frederick W. Smith 

Good managers must possess excellent time management skills to accomplish their goals in a timely fashion. A major component of successful time management is the ability to set reasonable goals and deadlines and to appropriately delegate responsibilities to others when necessary to meet those goals and deadlines.

Good managers understand the importance of bringing good people into the company. When interviewing candidates for a position, only those with strong resumes showing relevant experience and the necessary qualifications should be considered. Managers should hire people who are a good fit with the company, not somebody they owe a favor to or one of their friends or relatives. Such a scenario all too often leads to favoritism, employee resentment and a decrease in employee morale and productivity.

Good managers never use the tough boss approach or try to control or bully their employees. Good managers never take credit for their employees’ ideas and contributions and they never blame their employees for their own mistakes.

Good managers encourage a healthy and cooperative work environment and most importantly, they respect their employees and always show their appreciation for a job well done.

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Employees Employer Job Guideline

3 Out Of 5 Companies Want Employees to Speak Fluent English

The majority of employers want their employees to speak English on the job. That makes sense for a variety of reasons. Employees who cannot communicate with each other are going to find it difficult to work together. Having one language on the job makes it easier for everyone to understand each other. What are some other possible reasons for wanting employees to speak English?

Majority of Americans Speak English

English is officially not the official language of the United States. However, most people in the United States do consider English to be their first language. Using English as the preferred language in the workplace makes sense because of this fact.

Employers Only Expect English To Be Spoken on The Job

Employees who are not fluent in English should not be too alarmed. Employers can only dictate the language you speak while on the job. This means that just a basic understanding of the English language is required. Taking some night classes after work should teach you enough English to get by on the job. It is only fair that foreign workers learn English as many more Americans are learning to communicate in other languages for business purposes.

English Is the Language of Business

The English language is the default language for business purposes around the world. Almost every student around the world learns a basic command of the English language. Learning how to speak English could very well help an employee no matter where they are employed. Many companies are going to do business with an American company at some point. Learning English just makes it easier to do business.

The art of communication is the language of leadership.

james humes 

Employers Can Monitor Employee Communication

You don’t want any illegal activity going on while employees are on the clock. The easiest way to slip something past your employer is to use a language that your employer does not understand. Not allowing employees to use a language other than English could add another layer of security for a business that pays employees to be ethical.

Communication is vital in the business world. Having all employees speaking the same language is important to good communication. There are many valid reasons why your employer may demand that English be spoken at all times while on the clock. Understanding everyone around you helps get the job done smoothly and safely at all times.

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Employees Employer Tips at Work

Give Your Employees a Constructive Feedback

Feedback in the workplace is an essential part of employee training and maintenance at most jobs. Unfortunately, due to the negative associations, most people have problems with receiving feedback and criticism from their superiors. The reception of feedback at work can be an extremely stressful experience. From a supervisor’s perspective, delivering feedback can be equally stressful when you know the person you are about to speak to and the supervisor would rather be anywhere else in the building at that moment.

However, giving feedback doesn’t have to be like giving an injection to a struggling child. With the right approach, giving your employees constructive feedback can be a polite, helpful, and even pleasant experience for both parties. Here are some tips for providing constructive feedback in an effective and non-threatening manner as a supervisor.

Start with positive feedback

This is perhaps the most important point to keep in mind when it comes to giving feedback that is intended to be constructive. You know that your employee will already be dreading meeting with you when you call him or her into your office. As a result, it can really help to put your employee at ease if you start by giving him or her information about things that he or she has been doing right instead of wrong.

Everyone likes hearing about things they are doing well, and most people don’t hear about such things nearly enough. You can set the meeting off on a positive tone that carries through well into any complaints or suggestions you offer later on if you make it a point to start out by praising the employee for things you would like him or her to keep doing on the job.

Every human being is entitled to courtesy and consideration. Constructive criticism is not only to be expected but sought.

Margaret Chase Smith

Get to the point quickly

This is essential to remember when giving constructive feedback. When you’ve got to say something negative or tell someone who works under you to change the way they’ve been doing things, you’ve got to say it as quickly as possible. This is because the person will probably be able to sense that negative information is coming his or her way long before you actually come out with it.

The longer you hesitate and hem and haw and beat around the bushes, the more anxious the receiver of the feedback will get, and that stress will not make the meeting go any better. In fact, the employee might become so stressed waiting for the feedback that he or she doesn’t even hear the feedback when you deliver it. If you’ve got bad news, get it over with quickly so you can start talking about how to make it better.

Show how to make things better

As stated above, the point of delivering the bad news should be to allow you to show how you can make things better. This doesn’t mean you need to hold the employee’s hand and guide him or her toward a solution, but it does mean that there isn’t much of a point in giving feedback about things that are going wrong if you don’t show how to make them right.

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Employees Employer Living and work

Is Nursery at Work a Good Thing?

Just like any supposedly cure-all for a social problem, on-site nursery for employees does not necessarily always work. It does, however, solve some problems for both employers and employees. Depending on the individual employers and employees involved, an onsite child care facility may be an answer that solves many problems associated with an out of balance work-family balance.

On-site day care reduces anxiety many parents have about putting their children in child care centers where they are not nearby. Being able to visit during lunch hours or breaks can be a significant relief to a parent. Nursing mothers are also able to return to work sooner and still be close to their infants. On-site nurseries are also often licensed by a governmental authority, which further eases parents’ worries that their children are not receiving age-appropriate care and safe supervision.

Employers also benefit from on-site nurseries in many cases. While it is not feasible or practical in all cases, those employers who do offer child care at work have typically seen a significant reduction in the amount of money they spend on labor each year. In the book Kids at Work: The Value of Employer-Sponsored On-Site Child Care Centers by Rachel Connelly, Deborah S. DeGraff, and Rachel A. Willis, two companies included in an approximately 1,000-strong employee survey that offered on-site nursery saved $150,000 and $250,000 per year in wages.

Moreover, employers with on-site nursery report reduced absenteeism and turnover. They are also able to recruit and retain workers they may not have otherwise been able to entice to work for them.

The most important part of education is proper training in the nursery.

Plato

Furthermore, employees were very willing to help subsidize childcare costs out of their paychecks, even those without children. They understood that on-site nursery would improve morale and productivity among workers with children. That would make the work environment generally more enjoyable for everyone. Furthermore, they were willing to help pay for on-site child care because they liked that the employer was willing to help its employees. Workers were willing to pay between $125 and $225 per year, on average, to help pay for work site child care.

On the other hand, it is true that in American society, about 27 percent of women work in blue collar jobs, and many of their employers would not consider on-site child care. Also, child care responsibilities in American society typically fall to women. Employers are also not offering health care services as often as they used to. Asking them to provide child care on-site is not likely to happen.

Perhaps a better alternative would be to provide longer maternity and paternity leave for parents. Flexible work schedules would also be a good option for many employers compared to providing on-site nursery. Nursery workers cannot take children to the doctor or care for them when they are ill, and school-aged children still require care between 3 and 6 p.m.

So, depending on a particular employer’s situation and the attitudes and financial situations of the people it hires, on-site child care may offer a good solution to labor problems like absenteeism and tardiness. Still, other employers may find similar benefits in more flexible work schedules and paid leave for both male and female new parents.