A frustrated admin recently vented on our online forum: “I’m at my wit’s end!” None of the managers was “participating” in her attempts to keep the office organized. Our advice: Start over by telling managers how a tracking system benefits them.
Great minds don’t always think alike, a new OfficeTeam study suggests. Work styles vary based on personality traits, communication preferences and organizational methods.
Adecco’s 2011 Workplace Outlook Study asked men and women whether they thought they’d receive a raise, bonus or promotion in the coming year. More than 40% of men said they thought they would receive a raise. But only 29% of women did. What accounts for the difference?
When actress Lindsay Lohan opted to wear a short, snug-fitting white dress to her court appearance, public relations pro Meryl Weinsaft Cooper wrote on her blog, “The dress spoke volumes, though clearly not about what she had hoped it would.” What can we learn from Lohan’s wardrobe dysfunction? Plenty.
The best executive assistants are indispensable. But, initially, many have trouble developing the trust and understanding needed for a strong assistant-boss relationship. Trudy Vitti knows how difficult the initial steps of a new assistant-boss relationship can be …
Should you really have to say something twice to get someone to follow through? The most effective managers repeat themselves at least once, according to Harvard researchers. Some even send three or four redundant communications.
Deadbeats suck the life out of everyone around them. They may sometimes be hard to identify, and they’re even harder to publicly label once found. According to the blogger behind “HR Fishbowl,” you’re a deadbeat employee if you:
Mind your business P’s & Q’s … Ask permission before giving feedback … Pose the right questions when you’re waiting … Is a cluttered desk the sign of a cluttered mind?
Executives are struggling with time management now more than ever, given the “doing more with less” philosophy that reigns in most workplaces. Ask your boss: “How can I open up more time in your schedule?”
Another admin on your team just made a cringe-worthy mistake. It was so bad that, although you’re a team player, you’d like to make sure your co-worker is held accountable. Is there a way to place the blame in a professional way? Opinions differ among the experts.
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