Why do we work – When individuals care about careers

In my last post on when organizations care about careers, I talked about various things an organization can do in order to utilize their employees effectively and in the process, help employees realize their career goals. However, not all companies care about careers, and when they don't, individuals suffer. It is essential for everyone to …

Effective 1-1s – Fostering trust and creating no-harm zone

Effective 1-1 is the cornerstone of a successful management career, and acquiring necessary competencies in order to have a great 1-1 with your reports is a great career enhancement technique. I have referred to this topic many times in my posts and have couple of posts devoted to this topic (see Managing 1-1s and Effective …

Performance Review – Weaving personal goals into organizational ones

Often times, setting goals for next year's performance review takes into account only organizational goals set by the manager for the employee. This misses an opportunity to set the goals in a way that could benefit the employee's career growth plan in the most direct way. As an employee, you should look at goals set …

Managing Performance

See my previous post for background on this series of posts. The question we are attempting to answer is: How does someone (in this case, my friend Ravi who has 9 direct reports) set performance objectives for teams and individuals so that he does not have to spend too much time directing day-to-day activities? There …