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Management actions that speak louder than words
Do as I say, not as I do. This doesn't seem to work in parenting and it doesn't work in business either. Communication, despite knowing it to be a problem, continues to be a challenge in most organizations. Typical results-driven managers mistakenly feel that once they have said something once, everyone should have heard and understood the message and be willing to implement immediately. In the absence of plentiful and repeated communication, most messages in an organization are communicated non-verbally through the actions observed. In fact these non-verbal messages define the organization's culture over time. Here we identify four management actions that transmit plenty of information to the organization about what is valued and not valued.

Other employee contribution Related Articles

Achieveing Fair Financial and NonFinancial Rewards
Employee motivation and performance management depend on good systems that offer both financial and non-financial rewards (non-monetary rewards). This performance management article applies to all organisations. Constant change and high expectations are taking their toll in some organisations, as well as in industry and government generally. Sometimes this is shown in employee turnover. Sometimes it is hidden because of job insecurity. Rewards and remuneration must be scrutinised. Employee motivation and performance are critical. Non-monetary rewards can be as important as monetary rewards. A good rewards and remuneration system ensures that each person receives appropriate financial and nonfinancial recognition to account for the personal contribution they are making and the overall value of their position to the organisation.
Employer successfully questions an employee’s medical certificate
In a recent case before the Federal Magistrates Court it was determined that the sacking of an employee for not attending work was lawful, despite the fact that the employee had a medical certificate which permitted the employee to not attend work.

How To Fire An Employee: The Do's and Don'ts of Terminating Employees to Keep You Out of Hot Water
One very common question we get asked is: How do I fire an employee? As a business owner, if you've selected and trained well, set clear expectations, and provided regular ongoing performance coaching and feedback, your need to let go of an employee should be minimal. However, it can and does happen that people just don't fit in with your organization. So what do you do? In this article, we'll discuss the do's and don'ts of firing an employee.

7 Reasons for Failed Employee Probations
When a new employee starts with your company, the first few months are like a honeymoon period. You and the employee are getting to know each other, working out what makes each other tick and the employee is learning about your business. During this period, both sides work out if they are a "fit" and if the employee is not working out, then their probation is not confirmed (read - sacked). Generally probation lasts for 3 months, but in Australia under Work Choices (and where you notify the person before they commence), this probationary period can be up to 6 months.

Five Secrets to Becoming the Perfect Employee That Everyone Wants – Part One
With ever increasing deadlines, decreasing resources, and changing workplaces, sometimes it can be challenging to be a good employee, much less a perfect employee. The employee who can rise above the everyday problems and embrace challenges will be the person that every employer wants. The following are five secrets to being the perfect employee everyone wants.
Connecting with your employees through Social Media
Today was an awesome day! It started off with my VP greeting me at the door and showing his appreciation for my efforts in 2008. Next, it was my Director pointing out the main successes that were achieved and finally I had the opportunity to show my gratitude to my staff. What a great way to connect with your employees and build sincere relationships by recognizing them for their contribution to the overall success of the corporation. Thanks to the organizing committee for pulling off a great “Employee Appreciation” day.
Relationships: The Key to Organizational Success
Every company has an organizational structure which determines the duties and obligations of each employee. Each employee, from executive to manager to the employee, plays an important role in the productivity and success of the organization. In many cases channeled down organizational decisions can have a negative influence on the relationship between the supervisor and the employee which results in losses in organizational productivity and profits. Organizational relationships between supervisors and employees are the key to the success of any organization.
Small Business Employee Policies Series: Probationary Period
The probationary period, also called an orientation and review period is essentially a trial period for both you and your new employee to determine whether the job match is a good one. It is essential that you have an employee policy in place that will support the need to terminate your employee if job related issues do occur during the early stages of your new staff members’ employment.
Profit Growth Strategy # 11 For Virtual Assistants
Dozens of books have been written on the selection process for employees. The experts recommend a variety of tactics and strategies that ensure the prospective employee has the skills for the job and is the right fit for the culture of the organization. One less than stellar employee can damage the team. For a small entrepreneur, one bad employee could destroy the company’s reputation.
What to do when an employee steals your IP
Losing a valuable client hurts. Losing that client to a former employee, on the other hand, gives you a sickening feeling in your stomach, particularly when that employee told you they weren’t leaving to work for a competitor. So when you find out that an employee has done precisely that what do you do?
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