Use that Vacation!!

Ah, vacation. We love to talk about it, and go on them. When was the last time you went, or for that matter, your star employee? Become a Decision Maker. Search Director, VP, & Manager level Jobs.

Vacation or Paid Time Off (PTO), is a significant portion of any compensation package. It is significant not just in monetary terms, but also in productivity terms.

As a manager, you should enable your employees to exhaust as much of their PTO as possible. Why? Aren't employees adults and know how to manage their own lives?

Most Americans don't consume their entire PTO each year, with a significant amount taking little or no time off at all. Employees who don't take time off are at risk for burn-out and reduced performance. Save up to 70% on Business Class Deals to Europe with Air France!

A vacation should be a time to rest and recreate. A vacation also allows employees to rest their minds from work, which in turn, leads them to be more creative when they come back. Additionally, time away from work allows for minor dust ups to pass over, increasing the harmony in the workplace.

As we get close to the end of the year and the weeks of Christmas and Thanksgiving, make sure your folks are taking time off. Don't forget you too! Managers need time off just as much as line employees.

Are You a Micromanager?

In businesses large and small, there is always the temptation to micromanage. In some cases it is an overwhelming sense of responsibility, in others, it is a general distrust of employees.

Regardless, micromanaging is detrimental to employees, companies, and the shareholders.

If you find that employees no longer offer suggestions or tell you outright that you micromanage, then you probably do. Now that you know you micromanage, stop it! Need an easy online web conferencing solution without an installation? Try Dimdim, it's easy, open and affordable. Sign up Now!

Diane Foster of Diane Foster & Associates states in an article found in the Wall Street Journal (11/03/2008, "Micromanagers Miss Bull's Eye"), "The best managers help employees learn to work independently by giving them meaningful responsibilities."

While that seems like a simple and reasonable statement, many managers have a hard time relinquishing control. One way for the manager to relinquish the control is to remember that a manager's function is to lead, plan, and measure. One can't successfully do things while trying to do the jobs of their subordinates. Find $100K+ Jobs

The article also provides this list, from Debra Nunes of Hay Group and Diane Foster to help break the micromanaging habit:

1. Clearly articulate expectations
2. Focus on hiring and placement of subordinates
3. Give employees decision-making power
4. Encourage questions and suggestions
5. Offer constructive feedback
6. Don't grab the reins at the first sign of trouble

In each of the points above, managers need to understand their own role, before they can successfully manage and measure the roles of their subordinates. Building the right team with the proper expectations is the beginning of smoothly running organization.

Managing Political Speech in the Office

As the US gets closer to the November 4, 2008 Presidential election, the race has proven polarizing and contentious. Undoubtedly, many people have strong opinions about both candidates, as well as the issues that differentiate them

So how does a manager handle this type of excitement and the possible confrontation?

The first thing to remember is that most companies have policies that outline what is conduct is appropriate during business hours. This includes any personalization of workspace, the posting of informational materials, as well as the types of conversations that are appropriate. Find $100K+ Jobs

In short, the workplace is about work and not about personal political preferences. Employees are required to live by corporate policies and codes of conduct. However, an astute manager must have a relief valve for the pent up excitement and emotion. Here are a few strategies to deal with them. 
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1. If allowed by corporate policy, allow workspace personalization to include political buttons, stickers, etc. This gives the employee a non-verbal means of expression.
2. If allowed by corporate policy, allow the posting of materials in a designated break area, insuring equal space to differing points of view.
3. Remind employees that political discussion should be limited to break times and off-hours.
4. If so desired, consider a series of lunch discussion on the issues.

Political participation is a civic duty, however, it shouldn't consume work hours. Allowing employees to express their political view point, within reason and policy, promotes political participation and is a healthy release of emotion around election season.

I Disagree with Jack Welch

Jack and Suzy Welch wrote an interesting response to the question of "What kind of person is a change agent?" in 09 October issue of "Business Week."

While no one can deny Jack's success at GE, or he and Suzy's success since then, I take exception to one of the statements they make. Find $100K+ Jobs

From the article:

"...Most questions we receive about change are from individuals deep within their organizations, .... They hunger to be change agents, but worry they can't be. They're right (emphasis added). Sure, a transformative idea can percolate from below. And yes, gains are being made with employee engagement, ...By and large, however, change is still made by people with some sort of authority."

Wow, talk about a "give up now" moment. What are those who are not in a position of authority supposed to do, just be automatons and hope they get credit for good ideas? While I don't disagree with the points of the article in general, such as change agents must be leaders, I think the Welch's miss the boat for the rest of the working populace. Change agents have to be cultivated and trained, they don't just show up as managers, directors, or CEOs.

If we consider the writings of Stephen Covey, in particular the concept of a "sphere of influence," this is where individual contributors can be change agents. Often, I have been approached by an employee, whether in the Army or in the civilian world, where they have an idea of how to do things better. I may have been able to implement it on a small scale, though it may not happen on a greater scale. Either way, that person made for change and succeeded. Find Premium Finance Jobs on Doostang. Start Now! www.Doostang.com

Further, some of the greatest change initiatives have started out as minor suggestions or incremental improvements. Change, and its second cousin innovation, take time and are often done in small steps. If you are a manager, you should encourage this among all of your employees. Promote your staff to think critically and challenge the status quo. There may be a better way to do it, but you may never know unless you ask. You may be cultivating that agent of change and not even know it.

Helping Employees During Open Enrollment

It's October and that means its time for open enrollment for work place benefits.

Most companies with open enrollment have benefits such as 401(k), health insurance, as well as flexible spending and possibly additional paid time off (PTO).

A good manager encourages their employees to review their current benefits, and consider changes for the new benefit year.

First, despite the current financial mess, encourage employees to contribute to their 401(k) plan. Any corporate contribution is a net positive. As we have seen over the last 70 years, the stock market has averaged about 11% growth. Don't stop saving! Cheap? No. 100% Free. Trade stocks for free on Zecco.com. The Free Trading Community. www.zecco.com

Second, employees should review their health plans. They may consider more expensive PPO plans if they are planning a family or have specialized needs that these types of plans cover. For younger employees in good general health, they may consider low deductible plans.

Third, flexible spending is a great benefit, especially for families. By tucking away money, tax-free, for medical and day care expenses can be a real boost. Remind employees that the benefits must be consumed by the end of the benefit year or the remaining balance will be forfeited. Compare Annuity Investment Plans!

Finally, if additional paid leave is offered, employees may want to consider it, if they have contributed to a 401(k) first. It may be important for those with community service commitments, or athletic competition to have the time available to take off.

As a manager, your employees' well being is a very serious matter. Although open enrollment is very personal, your guidance and understanding of the benefits offered can be a benefit all to itself. Encourage saving, as well as appropriate health coverage. Also, don't forget the financial benefit that flexible spending accounts and health care reimbursement accounts bring.

Lead a Green Office

With "green" being the buzz word of the last couple of years, how do you green efforts in your office?

As a business leader, it is easier than you think. Many basic green principles are common sense. Additionally, they positively impact the bottom line.

If you want to "green " your office, lead by example with the following tips.

1. Turn off any equipment that doesn't need to be on at night, like network printers, desktops, and lights.
2. If you have a duplex capable printer, print double-sided.
3. Discourage the printing of emails.
4. Encourage telecommuting
5. Teleconference or WebEx instead of traveling
6. Take advantage of recycling plans from your solid waste collection agency

Although "reduce, reuse, recycle" isn't a catchy phrase, it does have a very practical meaning. Office recycling is good for the bottom line, it can motivate ecologically concerned employees, and is easy.

Do your part!

Remembering Success

Sometimes, we have a run of days or weeks where we aren't at our best at work. Perhaps layoff rumors are getting us down. Maybe the new boss is a jerk. Maybe the new position you worked for years to get is far more difficult than you expected. In any case, how do you rise up and return to success?

Marshall Goldsmith wrote a piece in Business Week titled, "Self-Confidence and Success." In the piece, he highlights how remembering past successes helps to build self-confidence.

Goldsmith discusses how we build "highlight reels" in our memory. When we are really dragging, we pull that reel out and it gives us a boost.

He cites the following examples: "It might be those five minutes in the executive meeting when you had the floor and nailed the argument you wanted to make. (Who wouldn't run that highlight reel in their head as if it were the Sports Center Play of the Day?) It might be your skillfully crafted memo that the CEO praised and routed to everyone in the company."

However, as we tend to remember only the good things, we also need to keep an honest view of ourselves. In group settings, Wilson points out that most overestimate their contribution. Additionally, we also tend to view ourselves better than our peers. This can be very difficult during review periods when we think we deserve top marks, but in reality, we may only be in the middle of the pack.

Wilson provides an excellent piece of parting advice, "Complete this sentence, "I am success because of…," Then complete this sentence, "I am a success in spite of…." By acknowledging our weaknesses, it makes received negative feedback just a little easier.