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Post by w0415498 on Nov 9, 2013 23:53:29 GMT -6
To me people contiune to do what they have to do in order to keep getting promotions. If you notice you will get a raise everytime, why not? That's more money in your pocket. Which means you can do more things and go more places.
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Post by sbardwell on Nov 10, 2013 8:35:39 GMT -6
INSTANT MBA: Give Your Employees More Time To Do What They're Actually Good At
I must admit that I have never heard of The Peter Principle. It is very interesting and glad I was able to learn something I probably should have already known. Sometimes people are promoted only to be set up for failure. We see this often in the corporate world. Great leaders can prevent this from happening by acknowledging where an employee’s strength is and promoting appropriately.
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Post by ashleylevernharrison on Nov 10, 2013 17:16:01 GMT -6
Instant MBA: Give Your Employees More Time To Do What They’re Actually Good At
I think that getting rid of some managers is okay, but you need managers at a company because they do make sure that things get done. Who is going to do that if there are no managers? I don't think that some of the important tasks that need to get done by lower level employees would get done. I think that a good manager should be able to manage and do their jobs also. It is called multitasking and if you are not good at this then you should not be a manager.
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Post by wparker on Nov 10, 2013 20:39:12 GMT -6
"Give your employees more time to do what they're actually good at"
I do see the point of having managers, but Dolgin makes a good point. Focus more on having people passionate about what you're doing and remove the hierarchical system of management. They will be their own manager and boss. It would also give people the freedom to be creative and innovating, and they won't have to worry about a micro-manager. I've seen how people have been promoted and just tend to slack off. This would definitely keep productivity up.
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Post by danielleolivier on Nov 10, 2013 20:40:25 GMT -6
There is only so far an employee can get promoted before they reach their peak. An employee can start at the bottom and get promoted over and over because of time spent at the company, new skills, or new openings but, their best fit in the company may have been 2 promotions ago. It is important as a manager to figure put what employees are passionate about and the best place for them to utilize their skills within the company. In this mindset, you will have people working efficiently in a place where they feel comfortable making a more efficient workforce.
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Post by darrell2009 on Nov 10, 2013 21:00:56 GMT -6
INSTANT MBA: Democracy Isn't Always The Best Option In Business
This is so true many managers that are promoted tend not to do as much work as they used to when they are first hired. Everyone that starts off and is trying to get to a hire level produce a more passionate level of interest in their work. It is a wonderful idea to allow only higher level workers to do less managing and more working because that allows the company to progress and have a better opportunity to overpower their competitors.
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Post by clayb1919 on Nov 10, 2013 22:45:40 GMT -6
I can relate to this link. I had a job in high school and this same thing happened. My boss got promoted and as soon as he had more power he did less. The reason was because he wasn’t right for the job. It’s important to place people in the right position that suits them regardless of the rank that their in.
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Post by kselders on Nov 10, 2013 23:58:22 GMT -6
Providing employees with outlets to do what they love will not only make them happy but, you'll reap some of the reward later. When you have happy individuals that love what they do, your business will flourish because you allowed them to not only have creative controller but, you will get the best results from their work. Some day I hope to have a career that allows me to do what I love that it doesn't feel like work.
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Post by jameciadavis on Nov 11, 2013 1:34:23 GMT -6
INSTANT MBA: Give Your Employees More Time To Do What They're Actually Good At I think that you should do one thing perfectly, rather than trying to do four related things in a mediocre fashion. I think that it is really important for you to let everyone know what your mission is so that they will know what is expected of them.
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Post by billyg on Nov 12, 2013 13:14:25 GMT -6
INSTANT MBA: Give Your Employees More Time To Do What They're Actually Good At
Instead of promoting employees countless times where they have increasing chances of failure, you should instead do what you can to put them in a position where they can excel. Hiring people who do individual things better than others is the hiring method you want to adopt. Employees who are better than others and have time to give something their best shot are going to out perform the competition.
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Post by katiesnyder on Nov 13, 2013 19:11:23 GMT -6
Instant MBA: Give Your Employees More Time To Do What They’re Actually Good At
I believe it is very important to give your employees work that they are good at because not only will the employees be happy but they will be more efficient at their work and be able to accomplish more work in a shorter amount of time. This is a simple management task because it makes scenes to give an employee work that they are actually good at and like doing instead of doing work that would take them double the time as someone else would.
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Post by zekesonnier on Nov 13, 2013 22:09:22 GMT -6
INSTANT MBA: Give Your Employees More Time To Do What They're Actually Good At
Every organization needs management and executives usually are the ones with the knowledge and experience to do so. I am curious to know what type of hierarchy structure Yes Network has and to what degree the managing functions are separated from executive functions. To me executive functions have a high degree of management. In my opinion if a person is spending too much time managing and not growing with their other responsibilities then some of those management tasks should be pushed down or to other managers. In addition, people should be promoted as far as their skills and personality takes them. Not everyone has the personality traits to be a leader or manager.
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Post by trey on Nov 14, 2013 13:50:12 GMT -6
INSTANT MBA: Give Your Employees More Time To Do What They're Actually Good At
I believe this holds true in the working environment. I have seen first hand someone promoted because they could not handle the job they currently had. The department he/or she managed suffered and now the department he/she is currently managing now suffers. Do not reward negative output, it is a cancer to the work environment and employee lose respect for the leaders that do so.
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Post by banessau on Nov 15, 2013 11:23:07 GMT -6
Give Your Employees More Time To Do What They're Actually Good At
I think this article makes a very good point for the employees to understand what they are good at. I have heard many stories in which employees do not get promoted because the managers see that they are valuable staying where they're at. This can be good and bad because either they need a raise while staying in that position or the opportunity to go up the ladder. This article, makes me feel ify about this topic because I feel it really depends upon the situation.
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Post by bneedham on Nov 16, 2013 14:50:55 GMT -6
INSTANT MBA: Give Your Employees More Time To Do What They're Actually Good At
I agree with the article. It is a delicate balance to promote someone at the correct time. You want the employee to learn as much as possible at the current level and be able to teach those skills to others when they move up, but you also don't want them to fill under valued and post pone promotion too long. I think it is best to cross train employees and the ones that are able to pick up multiple skills quickly and efficiently are usually best suited for promotion after they have an intermediate to advanced skill level at all job functions.
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