how can I be more effective with my staff?
411428
Stop being so nice and threaten them with dismissal if they are not productive. If you don't want to take that route then offer incentives for the best producers. Give bonuses for a job well done or hire a motivational speaker or give commissions plus salary instead of straight salary. If all this fails then hire new staff.
72048
Sounds like you need to find better people for your staff. You need to offer compensation attractive enough to get the right people. Figure out what those delays are costing you and tack on a good percentage of that value to what you offer potential employees.
1143793
you need to make the potential manager believe what you have is a marketable item.convince them by putting together a professional presentation. good luck
837589
i would suggest that you work in a book store or library, there all you need to know is where the books are and to tell people where to find them, every now and then you could help the person find a book, talk to your manager and tell him about your problem. Use whatever abilities you have to better yourself and your environment, also never give in.
774690
Be honest, be friendly, make eye contact and let them know that you are a hard worker (if you are, if you aren't then resolve to be a hard worker).\n\nHave an idea what your goals are for the near term and longer term.  Employers want ambitious employees.\n\nGood luck!
1108446
Just start knocking on doors and making phone calls. One tip is to focus on locally owned businesses. Very often in large chain stores or multibranch companies the manager has little control over the money or over donations and trying to get anything out of them is a hassle.
827894
One way suggested by training professionals is to 'sandwich' the "not-so-good news" (negative criticism) with positive remarks and feedback. Give a positive start and finish. The door is then open for further public (group) discussion or a chance of a word with yourself in private. \nIn trying to help your team improve, it is important that the criticism never becomes personal, only helpful. Otherwise, individuals will just give up trying to improve (which they may see as simply 'pleasing you') and become undermining and subversive, which helps nobody. Be fair and be SEEN to be fair.
843298
Start by making a list of "must knows", things they should know when starting (aka competencies). Also include any relevant HR policies (sick days, vacations, ect) and company philosophies and mission statement. Allow time in this plan for return demonstation under supervision any task that they will be performing. Set an appropriate time line in which to complete the training. Once you see these lists on paper, creating the plan will be easy. Good Luck
99955
Develop clear objectives for each employee as part of a team. Make sure each person knows their responsibility, and how to achieve it. Make sure the overall objective is clear ("increase widget production 12%" "reduce the number of accounting errors"). This used to be called Management by Objectives. Give moral and professional support to your employees--people value this more than money.
548481
Be polite!\nListen to their needs!\nGive rewards!
354408
I think it depends on what type of manager.  I'm in middle management and feel like I'm basically a glorified babysitter.  I have to make sure my staff is doing their jobs, getting results in a timely manner.  I have to reprimand them when they do wrong and give them kudos when they do good.
1167542
Have a few goals in mind and communicate them down.  When everyone is working toward the same goal, the culture starts to show. \n\nI took over a Credit department last year and made a few simple changes in the goals to get the team to start going down a different path.  I wanted them to be focused on the company sales goal - even though they weren't in sales.  I hung signs that told the goal, I brought it up in meetings, I explained over and over why I thought this was important.   And they can now all tell you that if we hit our sales goal as a company - everybody wins.  They didn't see that before and it has brought the credit and sales department together on the same path.
537604
Play it by ear.  If you have managed a number of people in your current job, honest answers about your experience and your yardsticks for hiring and retention should do the trick.
146736
I wish there was a book.  I've found the best way is to simply talk to other teachers.  Borrow their ideas and shape them into what will work for you and your class.  It seems like at most staff developments the best you can hope to come away with is a few good ideas.
995355
Introduce the new person to everyone where they will be working.  Make sure they know where the bathrooms are, the vending machines, the smoking area, etc., etc.  Then explain, in general terms, just what it is that your department does, who does it, and why they do it.  Don't forget your vision/mission statement and your core values (if any).  Then hand them off to their supervisor, who will likely tell them the way things REALLY work and what their duties will now be.
312551
(1) Find at least one positive thing in each of the people that work with. And concentrate on that one thing to exclude the 99 other things that they do that activate your negative feelings. The 'one thing' could be as trivial as the pleasing colour of their shoes. (2) Choose to work well with a colleague who is the least incompetent/disorganised of the group you work with; as you build trust and success with this colleague, word might spread and your colleagues may learn that they have to adapt their behaviour in order to obtain your (valued) assistance. (3) Create an anchor to obtain a state of calmness to maintain your composure when the office situation deteriorates - see the link below
152882
Have a 'pizza' day or the like.  (Bribery can go a long way :) )\n\nHave group projects to get them to have more teamwork and get along better.\n\nStand up for them. (try to show that you, as the boss, are the same as them, the employee) - but not so much that you're not still seen as the boss!