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Blog posts tagged in Manager

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Last week we took a look at some common missteps managers make when trying to encourage their teams to work together and perform well, and outlined why these issues can be detrimental to a team environment.  As promised, this week we’re flipping things around and offering a guide on things to do to build an effective team that is cohesive, high-performing, and communicative. One: Evaluate Yourself A strong team needs a strong leader, so step one in building an effective team is evaluating your own leadership skills.  It’s important to be honest with yourself at this stage: what are your strengths and weaknesses?  How does your team perceive these strengths and weaknesses?  What can you do to improve and be a more effective leader?  These are all important questions.  And remember, everyone (and every team) functions differently!  If you successfully managed a strong team at one organization and now are struggling...

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Much of a manager’s time is spent making sure their team or department is performing well and functioning as smoothly as possible, so we’ve decided to devote the next couple of weeks to our two-part series on how to build an effective team.  In Part One we’ll take a look at some common mistakes managers make – usually with the best intentions – in an effort to show you what not to do when trying to foster team development.  Then next week we’ll turn around and look at things to do, and provide some advice on techniques you can implement to help build trust and create a high-performing team. One: Don’t Provide Empty Praise As we’ve mentioned numerous times, recognizing achievement and publically praising employees who have gone above and beyond in their efforts or successfully completed a major project is an excellent way to boost morale and create a positive,...

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Few of us have been properly trained for leadership.  Most people who rise to leadership positions do so because they have been performing well enough to merit a promotion (or several promotions), not because they have studied leadership techniques in school or successfully completed a management training course.  As a result, we’ve seen that many people who find themselves promoted to a management-level position operate under several common myths about what makes a good leader.  With that in mind, we’ve put together a list of some of the most common myths, along with our thoughts on why they are misapprehensions and what you can do to become a better leader. Myth 1: Great leaders are born, not made The most common misconception we hear is that some people are born with innate qualities that make them suited for leadership positions, and if you don’t have those qualities you will never be...
Last week we took a look at some of the things candidates can do to ace a phone interview, so this week we are decided to flip the focus and offer some advice for hiring managers!  Phone interviews can be a valuable tool, particularly if you have a lot of candidates who have applied for the position and not enough time to meet with all of them in person, but there are some simple things you can do to make sure you are getting the most out of each phone interview. Tip 1: Develop a Checklist Phone interviews are typically used to pre-screen candidates to determine whether or not they should be brought in for a full, face-to-face interview, so before you begin interviewing you should sit down and develop a checklist of immediate disqualifiers.  By going through this checklist during each interview you will be able to quickly and effectively...

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Negativity in the workplace is, unfortunately, a fairly common problem managers face, regardless of industry or location.  Though every office environment is unique, we’ve put together a list with some straightforward tips for reducing negativity and ill feelings that, hopefully, every manager can implement as part of a strategy to build a positive atmosphere. Tip 1: Provide adequate monetary compensation As an employer, you certainly hope that your workers are coming into the office every day for more than just a paycheck.  You want your employees to find meaning in their work, believe in the company, and get a sense of personal fulfillment from their efforts.  At the end of the day, though, your employees all have to pay their bills, and no matter how much they love their job or the office environment, they will leave eventually if they aren’t making enough to support their families, especially if they’re being...

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