Element 11 Progress

Turning Around Employee Turnover

Thu, 08 May 2008 09:45:00 GMT

Companies can reduce costly churn if managers know what to look for. But they usually don’t -- and that's because too many managers think money is at the root of the turnover issue. This article uncovers the real sources of the problem and reveals the reasons most people quit. Find out how to keep good employees from walking out the door.

The Eleventh Element of Great Managing

Thu, 13 Mar 2008 00:00:00 GMT

This element is measured by the statement “In the last six months, someone at work has talked to me about my progress.” Some people think a performance review will suffice. But it’s not nearly enough, write the authors of 12: The Elements of Great Managing.

Their Best Friend at Work

Thu, 13 Nov 2003 00:00:00 GMT

Some managers inspire excellence. Some inspire loyalty. But a very few, such as Diane Marinacci at the federal General Services Administration, inspire people to the highest quality of work, the sincerest forms of loyalty, and passionate engagement. Find out what makes Marinacci so special, and successful.

Leadership Discussion Questions

Mon, 23 Sep 2002 00:00:00 GMT

Corporate leaders should consider critical human-capital matters in their leadership actions and discussions every day. The 100+ Leadership Discussion questions will help corporate leaders jump-start these discussions in their companies. The questions address four broad areas of Gallup Path Management: Leadership, Finance, Strategy, and Workplace.

Shifting Out of Low Gear

Fri, 15 Mar 2002 00:00:00 GMT

A survey of German employees last summer revealed that a staggering 69% are profoundly disconnected from their work -- a surprise, since German workers are highly skilled and generously compensated, and they produce some of the best products in the world. What accounts for the low German engagement? And what can be done to improve it?

Item 11: Talk to Me About My Progress

Tue, 01 Jun 1999 00:00:00 GMT

We have all faced the infamous job performance review. Typically, the first two minutes are focused on what the manager likes about us and our work, and the remaining 58 minutes are spent on our "areas of opportunity" (the areas in which we're weak and should improve).