How can new employees enhance their credibility and perceived competence through nonverbal messages(channels)?
457855
Be competent at what you do.  Do not engage in office politics.  Trying to make yourself look better usually makes you look like a brown-noser.  Just do your job to the best of your ability.
732105
What is your position there?If you are someone there,that is able to change the image of the company,you will success in future.These young employees are good marketing tools, if you can get along with.Have faith in yourself.Gd luck\n\nNote "If you can Change the Environment,you are a Leader"\n\n         "If you let Environment Change you,you are a Follower"
81878
A few ideas...\n\n-business updates, or maybe stories featuring a satisfied customer. \n-feature an employee. They may be involved in some community activities or have an interesting skill or hobby.\n-an article about money management or some financial advice\n-how to promote healthy habits in the workplace (exercise or healthy eating, perhaps).\n-just for fun, maybe a movie review or reviews of local restaurants
12563
More money (cash, stock, options, benefits) is the obvious answer. Other than that, anything to show appreciation. Put the employee in charge of choice projects. Give the employee a chance to leave a legacy by giving him training/guidance responsibility, or make him/her a mentor of younger employees, so s/he can pass on their knowledge. \n\nIn some companies there are "soft" but effective ways to show appreciation: feater the employee on a headline article on the corporate Intranet; arrange a lunch with the CEO, etc.\n\nMore importantly, however: I would try to establish why the employee doesn't want the promotion. Maybe the next management layer is seen as too "cutthroat"? Maybe the employee is afraid that he might be loosing his technical edge if he gets into management? Maybe there's considerable animosity vs. the "higher-ups"? If it's a reason like that, you'd better get started on an organizational improvement.
1144884
What I generally do is to invite them in my room and ask them what they think about there performance. Most of the time they come exactly with the short-comings themselves without me having to put them out. In the case the individual is oblivious to there short-comings I will state them in a non-emotional way, trying to focus on his/her professional growth that probably can be better obtained in surroundings other then within our company. \n\nIn case of sharp bitter blaming and cursing/shouting what not, I become calmer say less and less only stating "I hear what you say", "Do you really think so", "Interesting viewpoint", "So you agree that you are not anymore part of our team" "so then you probably feel better when you would make a career change" etc. etc.\n\nAnd then the real masterpiece "Let them fire themselves / put them in the Cooler":\n\n- Cool down your friendly side leading up to your exit talk, most people can't take it to be fired, they rather walk (giving them signals that they are not anymore so welcome and valued as before will psychologically bring them a few steps closer to leaving)
1165878
show that you are confident and that you will be the best employee they have.  never underestimate yourself, talk yourself up to them.
598279
Communication, Organization, and Attitude...
1179008
do a "key to communication" and hang gold colored paper keys with communication tips and the info you want them to know, this way you can grab their attention and pass the info to them.\n\nor you can have a key to communication presentaion on an evening and invite all to come.
473717
This may not help you a lot, but it shows these type issues have been around for a looong time.  And the thing about rotating people around as a band-aid to "help" isn't new either lol :)\n\nThis is a GREAT quote ......\n\n"We trained hard, but it seemed that everytime we were beginning to form into teams, we would be reorganized.  I was to learn later in life that we tend to meet any new situation by reorganizing; and a wonderful method it can be for creating the illusion of progress while producing confusion, ineffieiency and demoralization."\n\nPetronius Arbiter, 210 BC\n\nOBSERVATION.... I have never been directly involved in personnel&#92;staffing or strategic marketing and business focus issues but, as a past internal ISO 9001 program administrator for a multinational corporation, I have observed essentially the same symptomatic patterns as described by the first and third responder.  But... I would add this, some of the same patterns and phenomena can be triggered whether organizational change is needed, or, has recently been implemented.  This somewhat supports the comment from Citizen Arbiter. Go figure.
273405
I know how hard this could be I have been in this situation before. I have found out however through my own experiences that complimenting my friends on their best features is a great way to start out, this open the line of communication and allow for that individual to become comfortable with you and trust your judgement on things. I recommend that if you want to tell someone something make sure it is a individual you have history with, do not attempt on giving someone constructing criticism without establishing some sort of recurring trust. Remember choosing you words correctly is important in conveying a constructive critique. See ya!!
204798
Well, I do management studies so...\n\n1. Employees expect their managers to have a good communication skill, to enforce employee-manager relations. It will allow employees to feel more comfortable with their managers and will not hesitate if they need help in anything.\n\n2. Employees also expect their employers to be ready and be prepared for all decision making. Employees expect their managers to posess decision making skills and that the organization or firm will be able to run smoothly.\n\n3. Employees expect their managers to treat their employees with respect and fairness. They expect their managers to be able to notice them and give appropriate promotions if neccessary\n\n4. Employees also expect their managers to be responsible and have some ground rules towards their employees\n\n5. Lastly Technical skills are needed. the managers themselves need to know how the company works and also how the product is been made. Mostly they need to know the how and why of the products
1130062
Good question.\nFirst, you need to see how big your organization is. \nIf it is made of 10-50 people, you can (with the help of one or two people) manage to conduct a Employee Betterment program. Well, give it a good name first "Employees are the Best" or something like that which would make them think posiitively first.\n\nNext, the program can be about how to think in different situations. For this you this. Edward D Bono's SIX THINKING HATS. It is a helpful program.\nNext introduce weekly "Employee of the Week" or "Star Worker". \n\nNext the best think to make them relax is, treat them all to a good movie. Take them with the companies money so that they dont have to buy tickets or anything.
81599
I've always gone for the sincere approach (rather than pushy)when trying to build on-going business and with bigger ticket items.  For sincere, put yourself in the other person's place: they may want to talk, but are busy, ask; good manners pay.  Start by offering them something of interest, something that will help them (a little known/interesting fact about their industry).  Ask if they are the right person, perhaps they'd rather you talk to a subordinate who's in charge of the group that would be interested in your service.  There's a very old book that is still very applicable for reps by Dale Carnagie, "How to Win Friends and Influence People".  (He means business friends, but it works elsewhere).
649848
Honesty is the best policy. When promoting people you must be able to trust that they will act with integrity. The main question for management will be, how can you ensure this not occurring if you receive the promotion?
510639
Put in a suggestion box and have a staff meeting to introduce the box to everyone.Then tell them you are wanting to improve the teams work environment and would like every ones input.People are shy so put the box some where it is easy to get to but out of prying eyes.\nGive them a voice with out the confrontation.You might be able to find what the problem is and other ways to help your team work better and boost morale.Good luck don't be too hard on yourself just look at your own boss he didn't do much to help you.So be a good boss and find out what you team needs!!
85443
tell them abut your education, achievements, work experience, knowledge gained while working and some few attributes you may possess
638012
The first thing is DO NOT go in and try to act like you are better than the others, (Not saying that you would) You never know how these people are going to react to you, as you were hired outside of the company.  Make an effort to personally go up to each person and introduce yourself and try to make them feel comfortable with you.  \n\nI have been in management, and one fatal mistake is trying to be "friends" with the employees.  Of course you want to be friendly, but not to friendly as to where they will consider you more a friend then a boss. I would also ask the others to give you feed back as to how you are doing.  Make sure that the others know that they can approach you and talk to you.  Best of luck in your new job!!