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I've learned that there isn't a one size fits all approach to leadership, people will all respond differently to certain tactics. It's important to make sure that you always remain flexible and ensure that each of your team members are getting what they need in order to succeed.
One thing I learned is that an under-performer isn’t always bad employee. They might just be sitting in the wrong seat on the bus. I’ve pivoted roles with employees before and saw underperforming employees become successful in a different role.
It’s up to us as their leader to identify this and give opportunity to shape, would, teach, and serve them. Many times we see managing roles as superior roles but it’s mainly a servitude role.
Yes yes yes!!! I have had several convos around this exact point. Recognizing how a manager has a significant part in the success or failure of an employee or team is crucial. And this is true for the role as well. Stop firing people because they are underperforming, instead work with them to find a an environment and role better suited for where they are.
I've become a big believer in being transparent and honest as you try to tackle problems. Keeping the team informed counts for a lot, it helps people do what they need to do, and it also instills trust among the team. You don't want to dwell on bad news or negativity, but facing it head-on is almost always the best approach. And along the lines of not dwelling on negativity, focus on coming up with positive solutions, and invite collaboration around that goal.
Communication, communication, communication. Seriously. It’s the hardest skill that many fail to possess or do well. The better you are at being clear and creating a safe space to listen the more your team will learn from you. Meet people where they are and they will thrive. Not to mention the trust you’ll build.