Business News

Busy People WHY ALREADY BUSY PEOPLE ARE MORE LIKELY TO GET MORE THINGS DONE The old saying goes "if you want something done, give it to a busy person." Managers are generally some of the busiest people in the organization and sometimes they have problems delegating some of their responsibilities. Researchers have collected statistics on volunteers that show parents and people with jobs are more likely to volunteer their time than non-parents and the unemployed -- indicating that people with more on their plate still take on more responsibility (Vanderkam, 2015).

This research could explain some of the issues relating to management and delegation of different activities. The author of this article uses a metaphor of juggling to try to explain why this might be the case. Managers are usually pretty good at multi-tasking (juggling) many different activities at the same time. They can effortlessly switch between tasks and effectively manage their personal schedules. People who are successful generally have an aptitude to multi-task and breakdown projects similar to a project manager.

They consider the necessary steps, how to schedule those, how to track tasks, and the other relevant considerations. If a juggler is already handling six balls, adding another is not really that big a deal. It's probably harder to add the third ball than it is the seventh in all reality. I think this is actually a pretty good metaphor for staying busy and learning how not to accept other people's monkeys.

As a manager, you may be well-qualified to juggle your team's monkeys for them, but it also is part of your responsibility to help them learn to juggle their own monkeys. By teaching them time management and personal organization, you can actually help them develop their careers while also freeing up your own schedule to focus on the most important priorities on your own plate.

Article The Right Way to Fire Someone Firing an employee may be the hardest thing you'll have to do, but if you follow these tips, you can get the job done right. Firing an employee can be a difficult proposition from a personal perspective. You basically have to look someone in the eyes and tell them you are taking away their income and possibly their means to sustenance or the ability to provide for their families.

It can be just as hard on the person that is firing the employee as it is for the employee to get the news. If the employee is a woman, a minority, or an elderly individual, then this can substantially make the termination even that more complicated -- both emotionally and legally. The article selected provides a list of ten tips that can help someone cover the bases regarding terminating any employee. The list presented in the article is as follows (Ennico, 2006): 1. Check your past feedback 2. Give them a warning 3.

Focus on specific behavioral goals 4. Fire early in the week and never on a Friday 5. Make it short, sweet and to the point 6. Do not let the employee linger 7. Ask for a release, and give the employee an incentive to sign it 8. Reassign the terminated employee's job duties promptly 9. Do not fight the employee's claim for unemployment benefits 10. Get the job done Many of these tips relate to ensuring that you have the legal right to actually fire the employee.

For example, if you have given the employee great reviews in the past, then this could make it difficult to fire them now. If they are performing poorly you can give them a warning with a specific time frame that also focuses on specific behavioral goals -- such as giving them thirty days to improve their interpersonal communication skills with clients. Also, contrary to popular belief, this article recommends firing employees on a Monday as opposed to a Friday.

This avoids the potential for them getting upset over the weekend and making a scene on Monday at the office. The other recommended points are more tactical in their nature. It is suggested that it is best to keep.