http://www.managementskilltraining.com/blog Meryl Runion's blog on the communication challenges facing managers and supervisors in the workplace Tue, 07 Oct 2008 18:19:51 +0000 http://backend.userland.com/rss092 en Meryl, Do you have any suggestions for writing effective job descriptions? Meryl says, Yep. I describe this in my performance review book and my management phrases book. Use the three R’s – really reflect reality. Make sure the descriptions are concrete. Choose words that paint a picture of what it looks like when performed 100%. ... http://www.managementskilltraining.com/blog/2008/10/07/job-description-tips/ Meryl, I am a kitchen manager at a college that employs students. As the season progresses, I have to repeat myself a lot and deal with many sick calls. As this is on going I find myself getting annoyed and I tend to take it out on everyone. Blowing up ... http://www.managementskilltraining.com/blog/2008/07/21/ask-meryl-unaccountable-employees/ No Bull Business Blog excerpted 26 phrases not to put in writing from Business Writing: A Guide to Clear, Concise and Effective Writing. Here are a few: Instead of: Use: At this point in time Now Come to the conclusion Conclude Despite the fact that Although Exhibits a tendency to Tends I ... http://www.managementskilltraining.com/blog/2008/07/10/43/ Meryl, My immediate supervisor uses the word “argue “when anyone disagrees with her. How do I change this around? Meryl Responds: Very interesting Poison Phrase. I suspect it reflects her attitude about disagreement. Inquire. Say, My intent is for us to exchange ideas and learn from each other, not argue. Am I coming across like I’m ... http://www.managementskilltraining.com/blog/2008/07/08/ask-meryl-argue/ In my management seminars, I teach a decision-making process that involves answering the following questions: 1.    What’s the best that can happen if I do this? 2.    What’s the worst that can happen if I do this? 3.    Is number one worth risking number two? 4.    Can I live with number two if it ... http://www.managementskilltraining.com/blog/2008/07/08/techniques-best-worst-case-scenario/ Meryl, I’m interested in your thoughts about a situation with two subordinates whom happen to be supervisors and are showing signs of a strained relationship. Let me explain. Three supervisors work for me. Two of them have been in the unit 20-25 years. The third has only been with the team ... http://www.managementskilltraining.com/blog/2008/06/29/put-an-end-to-bickering/ What do you say to 8-5 employees who criticize contract workers who keep irregular hours? Find out on my post, The 8-5-ers don’t get it on www.SpeakStrong.com. http://www.managementskilltraining.com/blog/2008/06/28/when-8-5ers-and-contract-employees-colide/ If people resist your advice, find out why. It could be: You expect blind compliance from a critical thinker They need to understand your expertise There are undermining circumstances you need to address You need to adapt to their style If in doubt, ask your listener how you can win their trust. The ultimate credibility booster ... http://www.managementskilltraining.com/blog/2008/06/24/delegation-advice-for-giving-advice/ I wanted to follow up on my email to you. I had my meeting with the managers of our team regarding the results of a recent survey I conducted. I asked questions about what challenges the team faced in their jobs, as well as their thoughts about the management of our ... http://www.managementskilltraining.com/blog/2008/06/19/reader-story-it-is-possible-to-get-managers-to-listen-to-feedback/ My SpeakStrong blog had a lively dialogue about the word termination and how to tell someone they're fired. It led to a broader discussion about the constant struggle to balance truth and sensitivity. Here are some of the suggested phrases to replace the word termination. We’ve given you several opportunities to ... http://www.managementskilltraining.com/blog/2008/06/18/language-to-use-at-termination/