About Me
- 雷雅穎
- I would rather go on wanting you and never have you.. than have you, and lose you... and spend the rest of my life wanting what I lost..
Saturday, February 27, 2010
Things you (yes you Candice!) do that drives me nuts
Try to prove you’re the boss. “Do this because I said so” will neither cut the ice nor win you brownie points with your employees.
Shirk responsibility or transfer it to your employees just because they are not in a position to refuse you.
Forget that to motivate your people, you must first gain their respect and support.
Take credit for your employees’ work. Give credit where it’s due, otherwise, you end up taking away their motivation to work and losing the respect they have for you.
Fail to recognize/appreciate/reward work well done and tasks completed ahead of schedule.
Think you have to keep doing something all the time. You have to actually be productive, not just run around trying to look busy, while actually doing nothing useful. (SOME DAYS I DON’T SEE MORE THAN 10 PEOPLE)
Neglect long-term plans for growth in the course of dealing with short-term day-to-day tasks and problems. A company thrives on growth, not stagnancy. (SO TELL ME HOW DO I MAKE REFERRALS HAPPEN? WHAT AM I NOT DOING THAT YOU DO? HOW DO I DO IT? SHOW ME! I LIKE HAVING A JOB AND DOING IT WELL!)
Be critical without being constructive. If you chide your employees regarding a particular task, tell them not only what’s wrong, but also what has to be done to do things the right way.
Fire your employees and hide from them the reason for their dismissal. (IF YOU WANT TO FIRE ME FOR MOE I”LL TAKE RESPONSIBILITY FOR THAT BUT I REFUSE TO ACCEPT THE REFERRAL NO EFFORT EXCUSE)
Undertake any endeavor without sufficient planning.
Neglect to provide continuous feedback about their work. (WHERE IS MY CONTINUOUS FEEDBACK?!? HOW DO I MAKE THAT SUCESSFUL REFERRAL? IF YOU KNOW WHAT I AM MISSING TELL ME!!! TELL ME SO I CAN IMPROVE!!! DON’T TELL ME WHAT I ALREADY KNOW. I KNOW I HAVENT MADE ANY NON-FAMILY NON-WALK-IN I WANT AN ACCOUNT REFERRALS)Waiting for an annual/biannual performance appraisal may not allow them to hone their skills and work on their negative aspects.
Neglect to follow up on delegated tasks. You are after all, responsible for seeing that they get done.
Deny your employees the basic (and not-so-basic) tools and gadgets needed to do their work efficiently. IT department heads are notorious for asking their employees to “get by” with the software they have presently, deeming an upgrade unnecessary. (How can I say with confidence to my customers, yes MINE because I deal with them everyday, when I don’t believe it or know it to be a fact?! And NO I will not lie to just give the branch referral credits I HAVE MORAL STANDARDS)
Base appraisal decisions on very recent performances. Take their overall service to the organization into account.
Suck up to your employees when you’re short-staffed or be arrogant with them when you don’t really care if they quit or not.
Snoop around your employees’ desks and personal paraphernalia.
WHAT MANAGERS DO THAT I ONLY CAN WISH YOU WOULD DO:
Take your employees into confidence in all issues that relate to them or the work they do. You’ll find that people work better when they have a sense of understanding and purpose to the job at hand.
Give your employees room to grow, both personally and professionally.
Practice what you preach. Don’t say one thing and do the exact opposite. If you expect your employees to be punctual, you have to make an effort to watch the clock too.
Invest time and effort in your people. You cannot run the show on your own. Nurture them, motivate them, and coax their best work out of them.
Be ethical in all your dealings.
Set standards for your employees to follow. You are their leader; what you do sets the precedent for them to follow.
Focus more on the strengths of your employees, not their weaknesses. The more you get them to improve their strengths, the more their weaknesses fade into the background.
Turn a blind eye at times to goings-on that are inconsequential to the work at hand. Ignorance is bliss sometimes.
Manager or no manager you respect people and never put them below you. Common decency is expected.
It’s rare that problems between managers and employees are caused by only one party. Think about it: What’s the likelihood that the employee was responsible for 100 percent of the performance issue? Almost always, ALWAYS the manager bears some responsibility. It may not always be 50/50, but leaders need to hold up the mirror and see how they have contributed to the situation. Before you place all the blame on the employee, consider the following:
•Have I provided both direction and support to this employee?
•Have I provided the tools and resources to allow this employee to be successful?
•Have I provided specific outcomes and results I’m looking for?
•Have I created an environment that promotes the behaviors I’m looking for?
•Have I tried positive consequences first, before negative or punitive actions?
Shirk responsibility or transfer it to your employees just because they are not in a position to refuse you.
Forget that to motivate your people, you must first gain their respect and support.
Take credit for your employees’ work. Give credit where it’s due, otherwise, you end up taking away their motivation to work and losing the respect they have for you.
Fail to recognize/appreciate/reward work well done and tasks completed ahead of schedule.
Think you have to keep doing something all the time. You have to actually be productive, not just run around trying to look busy, while actually doing nothing useful. (SOME DAYS I DON’T SEE MORE THAN 10 PEOPLE)
Neglect long-term plans for growth in the course of dealing with short-term day-to-day tasks and problems. A company thrives on growth, not stagnancy. (SO TELL ME HOW DO I MAKE REFERRALS HAPPEN? WHAT AM I NOT DOING THAT YOU DO? HOW DO I DO IT? SHOW ME! I LIKE HAVING A JOB AND DOING IT WELL!)
Be critical without being constructive. If you chide your employees regarding a particular task, tell them not only what’s wrong, but also what has to be done to do things the right way.
Fire your employees and hide from them the reason for their dismissal. (IF YOU WANT TO FIRE ME FOR MOE I”LL TAKE RESPONSIBILITY FOR THAT BUT I REFUSE TO ACCEPT THE REFERRAL NO EFFORT EXCUSE)
Undertake any endeavor without sufficient planning.
Neglect to provide continuous feedback about their work. (WHERE IS MY CONTINUOUS FEEDBACK?!? HOW DO I MAKE THAT SUCESSFUL REFERRAL? IF YOU KNOW WHAT I AM MISSING TELL ME!!! TELL ME SO I CAN IMPROVE!!! DON’T TELL ME WHAT I ALREADY KNOW. I KNOW I HAVENT MADE ANY NON-FAMILY NON-WALK-IN I WANT AN ACCOUNT REFERRALS)Waiting for an annual/biannual performance appraisal may not allow them to hone their skills and work on their negative aspects.
Neglect to follow up on delegated tasks. You are after all, responsible for seeing that they get done.
Deny your employees the basic (and not-so-basic) tools and gadgets needed to do their work efficiently. IT department heads are notorious for asking their employees to “get by” with the software they have presently, deeming an upgrade unnecessary. (How can I say with confidence to my customers, yes MINE because I deal with them everyday, when I don’t believe it or know it to be a fact?! And NO I will not lie to just give the branch referral credits I HAVE MORAL STANDARDS)
Base appraisal decisions on very recent performances. Take their overall service to the organization into account.
Suck up to your employees when you’re short-staffed or be arrogant with them when you don’t really care if they quit or not.
Snoop around your employees’ desks and personal paraphernalia.
WHAT MANAGERS DO THAT I ONLY CAN WISH YOU WOULD DO:
Take your employees into confidence in all issues that relate to them or the work they do. You’ll find that people work better when they have a sense of understanding and purpose to the job at hand.
Give your employees room to grow, both personally and professionally.
Practice what you preach. Don’t say one thing and do the exact opposite. If you expect your employees to be punctual, you have to make an effort to watch the clock too.
Invest time and effort in your people. You cannot run the show on your own. Nurture them, motivate them, and coax their best work out of them.
Be ethical in all your dealings.
Set standards for your employees to follow. You are their leader; what you do sets the precedent for them to follow.
Focus more on the strengths of your employees, not their weaknesses. The more you get them to improve their strengths, the more their weaknesses fade into the background.
Turn a blind eye at times to goings-on that are inconsequential to the work at hand. Ignorance is bliss sometimes.
Manager or no manager you respect people and never put them below you. Common decency is expected.
It’s rare that problems between managers and employees are caused by only one party. Think about it: What’s the likelihood that the employee was responsible for 100 percent of the performance issue? Almost always, ALWAYS the manager bears some responsibility. It may not always be 50/50, but leaders need to hold up the mirror and see how they have contributed to the situation. Before you place all the blame on the employee, consider the following:
•Have I provided both direction and support to this employee?
•Have I provided the tools and resources to allow this employee to be successful?
•Have I provided specific outcomes and results I’m looking for?
•Have I created an environment that promotes the behaviors I’m looking for?
•Have I tried positive consequences first, before negative or punitive actions?
Monday, February 22, 2010
A fresh pitch on 'U' tube
WOW
____________________________________________________________
The following appeared on Boston.com:
Headline: A fresh pitch on 'U' tube
Date: Feb 22, 2010
"Amelia Downs performs a series of dorky dance moves named after math terms like the scatter plot and the bar graph. Sam Zuckert plays a song made solely from the sounds of a piece of paper ripping, crumpling, and waving in the wind. And then there's Mike Klinker, using a remote control to fly a Styrofoam elephant - with his ..."
____________________________________________________________
To see this recommendation, click on the link below or cut and paste it
into a Web browser:
____________________________________________________________
This message was sent by luimindy@Gmail.com[mailto:luimindy@Gmail.com]
through Boston.com's email recommendation service. Please note that
Boston.com is not responsible for the contents of this message, and
has not verified the sender's name or e-mail address. If you have
questions or comments about this free service, please email us at
feedback@boston.com.
Sunday, February 21, 2010
2/20/2010 Comcast Installed
DAY 1
Bundled package 99.99 for internet, phone, tv
including basic package and starz one digital hd box free
Problem:
comcast didnt tell me about "Porting" phone numbers ...aka what needs to be done to keep you old number had to hear about it from the Comcast Installation Tech dude
Problem 2:
only get basic channels on all tvs except for the one with the free hd cable box (why didnt they tell me this in the beginning?) and any additional cable boxes for addtional tvs are 9.99/mo/box
okay....i go get a new computer (because silly me i thought i had high speed internet)
so i splurge on a
Costco Deal 899.99
HP Desktop P6367c
intel core quad pc q8300
2.50GHZ 2.50 GHZ
8.00 GB 64-bit OS
Windows 7 Home premium
25" monitor!!!! <3>for some reason comcast is (almost always) experiencing a high call volume...(because you know they have a lot of unhappy customers) and when you Comcast please reserve 2-4 hours in advance, have some snacks ready, spider solitare running and be prepared to be...
disconnected, plugged in to the machine to punch in your phone number, hear pre-recorded garden solutions and messages before listening to elevator music, being hung up on and being transffered so much that the customer service assoicate at the end of the line can no longer hear you over the line because of the number of transfers
this is how much comcast customer service still sucks
DAY 2
2/21/2010
Home Network is up 3 pcs are online and surfing the internet and once again sharing a printer (all three computers are plugged in aka NOT WIRELESS)
PROBLEM:
in the course of 11am-6pm the cable modem will disconnect/drop connection/timeout 3-4 times and take another power cycle (requiring about 40min of plugging and unplugging wires and powering on and off computers and connections) calls to Comcast are hopeless because it may take an hour to reach a person and maybe 2 hours before you get a person who knows something besides the script they're supposed to read off of
this is a problem with high speed internet because i'm paying for 24/7 internet service so i can do online bill pay, online gaming, watchnig online episodes, etc whenever i want
i dont need to pay $100.00 for internet (its actually slower than verizon FIOS) that only works sporatically
Comcast
Bundled package 99.99 for internet, phone, tv
including basic package and starz one digital hd box free
Problem:
comcast didnt tell me about "Porting" phone numbers ...aka what needs to be done to keep you old number had to hear about it from the Comcast Installation Tech dude
Problem 2:
only get basic channels on all tvs except for the one with the free hd cable box (why didnt they tell me this in the beginning?) and any additional cable boxes for addtional tvs are 9.99/mo/box
okay....i go get a new computer (because silly me i thought i had high speed internet)
so i splurge on a
Costco Deal 899.99
HP Desktop P6367c
intel core quad pc q8300
2.50GHZ 2.50 GHZ
8.00 GB 64-bit OS
Windows 7 Home premium
25" monitor!!!! <3>for some reason comcast is (almost always) experiencing a high call volume...(because you know they have a lot of unhappy customers) and when you Comcast please reserve 2-4 hours in advance, have some snacks ready, spider solitare running and be prepared to be...
disconnected, plugged in to the machine to punch in your phone number, hear pre-recorded garden solutions and messages before listening to elevator music, being hung up on and being transffered so much that the customer service assoicate at the end of the line can no longer hear you over the line because of the number of transfers
this is how much comcast customer service still sucks
DAY 2
2/21/2010
Home Network is up 3 pcs are online and surfing the internet and once again sharing a printer (all three computers are plugged in aka NOT WIRELESS)
PROBLEM:
in the course of 11am-6pm the cable modem will disconnect/drop connection/timeout 3-4 times and take another power cycle (requiring about 40min of plugging and unplugging wires and powering on and off computers and connections) calls to Comcast are hopeless because it may take an hour to reach a person and maybe 2 hours before you get a person who knows something besides the script they're supposed to read off of
this is a problem with high speed internet because i'm paying for 24/7 internet service so i can do online bill pay, online gaming, watchnig online episodes, etc whenever i want
i dont need to pay $100.00 for internet (its actually slower than verizon FIOS) that only works sporatically
Comcast
Friday, February 12, 2010
a bank robbery at Brookline Savings Bank at 43 Lincoln Street in Newton Highlands at approximately 2 p.m.
Lt. Bruce Apotheker said a 6-foot, 200-pound black man wearing a Red Sox cap, dark colored jacket and blue jeans entered the bank and passed a note to a teller demanding money. No weapon was shown, but the man was given an undetermined amount of cash and fled the bank down Lincoln Street.
The man apparently turned down Columbus Avenue and lost some of the cash, Apotheker said. A dye pack put in with the man's sack of money exploded, and employees at neighboring 51 Lincoln reported seeing purple-colored bills fluttering around the street. Police recovered the money.
Lt. Bruce Apotheker said a 6-foot, 200-pound black man wearing a Red Sox cap, dark colored jacket and blue jeans entered the bank and passed a note to a teller demanding money. No weapon was shown, but the man was given an undetermined amount of cash and fled the bank down Lincoln Street.
The man apparently turned down Columbus Avenue and lost some of the cash, Apotheker said. A dye pack put in with the man's sack of money exploded, and employees at neighboring 51 Lincoln reported seeing purple-colored bills fluttering around the street. Police recovered the money.
Monday, February 8, 2010
Subscribe to:
Posts (Atom)