'What do I do about staff burnout?' (Managing Your Career) (Column)

Article Abstract:

Survivors of downsizing programs are prone to burnout. Psychological studies focusing on the impact of corporate decisions on employees have revealed that employees who are retained after major layoffs tend to adopt the 'bunker mentality.' They choose to keep a low profile and, rather than feel happy that they still have their jobs, they feel anger towards their employers for threatening their job security and putting them under a lot of stress. Survivors also feel guilty because they are still employed while their former colleagues are now out of work. Managers can boost employee morale and prevent staff burnout through continuous communications. They should allow employees to voice their feelings, but should not encourage gripe sessions. Employees who air complaints or point out problems should be encouraged to think of practical solutions. Managers should also introduce a formal award system to promote teamwork.

Psychological aspects, Prevention, Employee motivation, Burn out (Psychology), Downsizing (Management)

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Learning how to manage

Article Abstract:

Although managing people is a skill that develops over time, the newly promoted manager can be effective immediately if he or she is well-organized and can communicate with subordinates and superiors. The good manager should give the employees a clear sense of what the group's priorities are, based on the expectations of upper management. Employees will respect a boss who acts as their advocate within the company, who recognizes good performance and does not allow unsatisfactory workers to 'get by'. Managers should avoid using the same approach with all employees; some employees need specific instruction, while others need to feel that they have a hand in the decision-making process. The group's goals should be realistic, and projects should be structured in such a way as to give employees a sense of challenge and accomplishment.

Accountants, Supervision of employees, Employee supervision

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'How do I manage people?' (employee evaluation) (Managing Your Career) (Column)

Article Abstract:

The employee evaluation process should be used to motivate employees to improve the performance of their duties in a way that enables them to realize both their full potential and the goals of the company they work for. The task of a supervisor in the employee review process must therefore be to define the role that employees under his supervision must play, to evaluate the nature of these employees' performance, and to communicate to these employees the necessity of accomplishing the roles assigned to them. While there are no fixed rules of how best to conduct an employee evaluation, it is usually advisable to focus on the future goals that employees must aim to accomplish in the conduct of their jobs.

Employee performance appraisals, Performance appraisals, Supervisors

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