The first: How do I figure out if my report’s lack of productivity is my fault or theirs?
The second: My team is working with a contractor who is spending about three times as long as we all predicted to do his work. The quality of the work is fine, and he’s not missing any deadlines, but he’s burning through hours like crazy. How do I ask him to work faster?
Let’s see if we can answer both of these at once.
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Those 10-minutes at the end of the interview where you try to learn as much as possible if this new opportunity is right for you.
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This is such an excellent question. We will, naturally, write over 700 words answering it, but in short: You can’t know.
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Exactly. Every time we work on a new issue, there are four messages drumming in my skull: You will get better at this. Leave that toxic shit hole. Find someplace good. Do what you mean to be doing. And all those have to work together.
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These are the strategies we use to put together productive, engaging online meetings. They certainly aren’t silver bullets. We have done every single one of these tips and still ended the meeting knowing it was a dud. That’s okay!
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These days, we both use a 30/60/90-day framework for onboarding new hires — a document that describes where we want a new hire to be by the end of each month, and what we think it will take to get them there.
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Our biggest advice to managers: you don’t have to host Mandatory Fun. That said, we both really like having fun at work. These are the five questions we ask ourselves when we’re evaluating things that are supposed to be fun.
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You are unhappy with the work. Telling your boss doesn’t mean they’ll change it, but not telling your boss means they definitely won’t. Here are two ways to approach it.
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Earlier this week, a reader forwarded us an email he’d received with this note: “Got a confusing email. Can you help me figure out what’s going on here?” Can we ever!
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’m a director for a super small company that has some super big accounts, and it’s still run like a small mom-and-pop company. As in: no processes, few resources to help me do my job easier, too many cooks in the kitchen, no accountability, no alignment across the org.
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