3 Easy Steps to Staff Meetings That Don't Suck
Every CEO, middle manager and first-time manager I have ever worked with has struggled to figure out how to run a productive staff meeting.
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7 Things to Know About 1:1 Meetings that Will Make You a Better Boss
Having one-on-one meetings on a regular cadence with each of your direct reports is probably the most important thing you do as a manager.
6 Steps for Setting Measurable Goals to Avoid "Productivity Paranoia"
With more people working in remote and hybrid environments than ever before, company, team and individual goals must be explicit and measurable. Setting goals is an ideal way to stave off what Microsoft calls "productivity paranoia."
5 Easy Ways to Encourage Feedback Between Others at Work
It’s a lot easier to lead by example than it is to change other people’s behavior. If you want to encourage feedback between the people on your team, you're going to have to create an environment where people feel safe and encouraged to give real...
Video Tip: How Often Should I Give Feedback?
How often should you be giving people feedback? Speaking a few years ago at Slack, I got a question about feedback frequency — how much is too much or not enough?
6 Tips for Navigating a Work Martyr Culture
It’s frustrating to work with somebody who expects to be rewarded for being more miserable than you are, who’s constantly trying to engage in a contest about who can work longer hours, someone who has masochism confused with commitment. These people...
How Delivering Bad News Early Strengthens Your Relationships at Work
Telling a person at the last minute that you can’t fulfill a commitment does real damage to your relationship. Of course, sh*t happens. Sometimes you can’t keep your commitments for reasons you could never have predicted. When that happens, as it...
Effective Feedback Always Begins With Soliciting Feedback (AKA Listening) Before Giving It
Esther Bintliff recently interviewed me for the Financial Times about Radical Candor — feedback that is kind, clear, specific and sincere — and some folks have asked me what I think about Avraham Kluger’s research, which Bintliff also referenced in...
4 Ways To Avoid Personalizing Feedback
There is a big difference between Caring Personally and giving praise or criticism about somebody's personality. The final tip in our HIP approach to feedback is that Radically Candid praise and criticism is not about personality. It’s about the...
Why You Can’t Skimp On Radically Candid Performance Development Conversations
This post on performance development originally appeared on Bonusly, a company building tools to help people feel a sense of purpose and progress at work. Most everyone has had a boss who failed at performance development—helping people on their...