Those in a learning and development capacity play an important role in the success of their organization and they see the results every day. Sometimes a boost of internal or external recognition can add momentum to the team’s efforts, and can provide individuals the inspiration needed to keep achieving.
In her article, Using Recognition to Inspire Your Training Team, Sue Plaster, M.ED. provides a wealth of advice on gaining more recognition for your team’s achievements and contributions as well as those of your team members. She offers factors to be considered for gaining additional recognition and provides insight on exploring award and recognition opportunities through a variety of outlets.
Read Using Recognition to Inspire Your Training Team and then leave a comment here with your thoughts. What steps do you take to inspire your training team and put them in the spotlight?
It is a challenge for a company when virtual team members are thousands of miles apart, so to ensure the consistency and quality of any product or deliverable, it is imperative that teams are able to communicate throughout a project – especially when teams include non-employees.
In her article, Saving Money with Virtual Teams and Working at a Distance Without Travel, Barbara Stuhlemmer, identifies some of the tools she has used to bring contractors, writers, and clients on projects together, including tools for:
She provides insight on how various tools in each of these categories can help in managing project communications.
Read Saving Money with Virtual Teams and Working at a Distance Without Travel and then leave a comment here with your thoughts. Are you using some of these tools in your company? Have you found others that have been effective for you in managing virtual teams?
Technical writing groups are often faced with problems in trying to achieve efficient management of content quality.
In this interview with Diane Wieland, Scott Abel, publisher of The Content Wrangler, discusses how content quality management systems are used to increase the efficiency of tech pubs groups and gives specific examples of tools used for managing content quality. He also recommends several other sources that will give managers better insight into content quality management and its importance.
Read Understanding the Need for Content Quality Management and then leave a comment here with your thoughts. Have you tried any of these tools? How does your group manage content quality? We’d love to hear from you.
While getting a promotion to move up in the ranks from writer to manager can seem really exciting at first, many writers don’t have prior experience in dealing with subordinates or being responsible for a team. Some writers were never meant to be managers, but they often feel they have to take the position for a spin and show some confidence in their abilities to manage if they want to advance in their career.
In his article, Making the Transition from Technical Writer to Manager, Steve Capri covers a lot of ground on making the transition to management. While the article was originally written for technical writers who become documentation managers, the advice is sound for any writer, and, for that matter, nearly anyone who is being brought into management for the first time. The 10 areas he addresses in the article really could make for an introduction to management training course in many organizations:
- Preparing for the transition
- Inheriting a staff
- Establishing a new staff
- Developing your own management style
- Realizing your accomplishments in a different way
- Learning to delegate
- Getting other managers to treat you as a peer
- Accepting something less than you can do yourself
- Giving the monkeys back
- Learning how to evaluate performance
Of course, the article doesn’t cover everything one might encounter while climbing the corporate ladder. But it’s a good start. And, considering that most new managers don’t receive adequate training for performing at their best in their new roles, new managers may just want to keep it on hand to use as a reference.
Read Making the Transition from Technical Writer to Manager and then leave a comment here with your thoughts. What have been your experiences as a new manager? Did you eventually go back to your writing position after deciding you weren’t meant for management? What obstacles did you overcome and what became the key to your eventual success?
There are so many reasons why good employees leave a company. Maybe they’re no longer happy with the company or its management, they have a good offer from another company or maybe it’s due to a health issue, location or salary.
In her article on LinkedIn, Here’s Why Good Employees Quit, Mary V. Davids explains the top four reasons why good employees leave the workplace such as;
- Poor reward system
- Too much work
Besides looking at those reasons in more detail, she offers suggestions on the best thing to do to get good employees to stay by simply recognizing and rewarding them for the good jobs they do.
Read Here’s Why Good Employees Quit and then leave a comment here with your thoughts. What other reasons do you feel belong on the list? How do you keep good employees from leaving the company?
Everyone is prone to experiencing professional burnout in their daily lives no matter what profession they have: tech writer, corporate trainer, freelance writer, website marketing specialist, butcher, baker, candlestick maker, etc. The problem is, they don’t know how to deal with it until their health, happiness, relationships and even their job performance has suffered.
In her article, Dealing with Professional Burnout, Whitney Potsus discusses the signs of professional burnout as well as how to deal with this problem. She includes some questions that you can ask yourself or ask your employees if you suspect burnout may be an issue. She also offers some suggestions for avoiding and overcoming burnout.
Read Dealing with Professional Burnout and then leave a comment here with your thoughts. Have you experienced professional burnout, either in yourself or with an employee? How did you deal with it?
Starting and running a successful small business takes a lot of time and effort. Effective training of the owner and the employees can yield big advantages, including, but not limited to:
- Better hiring
- Reduced turn over
- A more effective work force
While the returns are great, the investment of time and money in training is usually seriously lacking in a small (and even some medium-sized) business. In his article, Training Issues in Small Business, Lester L. Stephenson explains why many small businesses have unmet training needs and how small business owners can go about correcting the problem. His three-pronged approach to training could yield valuable rewards for small business owners.
Read Training Issues in Small Business and then leave a comment here with your thoughts. Have you worked in a training capacity with a small business? How did you find that differed from your experience with larger organizations?
Engaging in succession planning is an important part of planning for the future workforce. Having a succession plan in place is an advantage for every leader in any organization to ensure a successful workforce in the future with good leadership, strategies, and plans in place to continue the success of the business in meeting the needs of its customers.
In her article, Planning for Our Future Workforce: Teaching Leaders to Prepare for Succession, Sue Plaster, M.Ed., discusses how educators can work with today’s leaders to do action-oriented succession planning, through dialogue with one another, while reaching a degree of consensus in their plans. She also provides some tips in terms of what to focus on during succession planning and management activities. You will also learn about development planning and the role of training.
Read Planning for Our Future Workforce: Teaching Leaders to Prepare for Succession and then leave a comment here with your thoughts. Have you engaged in—or trained leaders in—succession planning?
Dealing with professional burnout is very difficult and everyone might experience it in their daily lives, either in themselves or in others in their profession. It can affect your health, happiness, relationships and even your job performance. But the problem is that it’s very hard to detect it until the damage has been done.
In her article, Dealing With Professional Burnout, Whitney Potsus talks about the warning signs of professional burnout – in yourself or in an employee you manage. She provides a quiz right up front to tell if burnout is the problem, along with ways to help yourself or with the help of others. It even includes a short quiz you can use to see if you have professional burnout.
Read Dealing with Professional Burnout and then leave a comment here with your thoughts. Have you had to deal with burnout on the job in the past, either with yourself or with an employee? What did you do to overcome it?
Most managers would certainly test drive a car before they bought it. But how about test driving the skills of their next employee? Cars are assets that depreciate-sometimes, rapidly. Choosing the right new hire can result in acquiring an asset whose value can grow in time. But how do you go about test driving a job candidate?
In his article, Test Driving Your Next Employee’s Skills, Daniel Rieger looks at behavioral interviewing, a process where past performance can be a predictor of future performance. But he goes a step beyond that by moving past just a discussion of behavior into a demonstration of behavior.
Read: “Test Driving Your Next Employee’s Skills and then leave a comment below with your thoughts. As a manager or interviewer, have you tried behavioral interviews and do you see ways in which you might apply Rieger’s approach to test driving the skills of your next candidate?
Related Topic: Managing Conflict