Leadership Accountability: The Secret to Effective Employees (Part 2)

This is part 2 of a two-part series. Read part 1 of the series.

Road to Improvement written on desert roadPerformance management is an ongoing challenge in most organizations. Managers spend hours huddled over spreadsheets, analyzing employee performance metrics, looking for ways to improve performance and boost production. When mistakes happen – and they do happen – the bulk of the blame is often shoved off onto the employee.

What leaders often fail to acknowledge is their role in the errors. Here are two ways leadership can develop employees for greater performance.

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Leadership Accountability: The Secret to Effective Employees

Leadership accountability: the secret to effective employeesThis is part 1 of a two-part series.

Performance management is an ongoing challenge in most organizations. Managers spend hours huddled over spreadsheets, analyzing employee performance metrics, looking for ways to improve performance and boost production. When mistakes happen – and they do happen – the bulk of the blame is often shoved off onto the employee.

What leaders often fail to acknowledge is their role in the errors. This lack of leadership accountability can cause problematic issues to continue repeating. This, in turn, causes a decrease in employee morale as frustration and devaluation increase.

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5 Signs You Have a Toxic Organizational Culture

glass bottle of blue poison: toxic cultureEveryone likes to think that their office is highly effective. But, in a place where employees do not feel safe and valued, you are not going to get the sort of feedback and innovation that makes a company a winner. How confident are you about your company culture? Here are several common signs of a toxic organizational culture.

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4 Ways to Have Healthy Conflict at Work

4 WAYS TO HAVE A HEALTHY CONFLICT AT WORK

In any organization, there will be conflict. Knowing how to channel opinions and conflict the right way to get to the bottom of issues and move forward is key.

There is a way to have a healthy conflict without disrupting the core foundation of the organization. Here are four ways to do this effectively.

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