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Summary

Most employees today answer to multiple bosses at any given time,  some directly, and others indirectly. Often employees are pulled in  different directions by competing authority figures with competing  interests, most of whom have the ability to help or to harm the  employee's daily work conditions, rewards, and longer term career  prospects. Employees are also working harder and facing increasing  pressure to work longer, smarter, faster, and better, while  adjusting to ongoing organizational changes working in smaller  teams with greater requirements. Meanwhile, their managers provide  much less guidance, direction, and support than their  direct-reports need in order to succeed in today's high-pressure  environment.   In this follow-up to the bestselling It's Okay to Be the  Boss, Bruce Tulgan shows that the number one factor in employee  productivity, work-quality, morale and retention is the  relationship between employees and their immediate managers.  Unfortunately, he argues, we have been focusing so much on the  skills and habits of the managers, that we have neglected the role  of the employee in these relationships.  In It's Okay to Manage Your Boss, Tulgan will first  explore the 10 myths about how one should be managed and how  to manage up that so-called experts and books have perpetuated over  the years. After exploring these myths, he will help readers take  responsibility for getting the following four essential things from  their boss(es) in order to succeed at their job:    Clearly spelled out and reasonable expectations (that is, clear  goals with specific guidelines and a concrete timetable to  accomplish them).  The skills, tools, and resources necessary to accomplish those  expectations, or else the acknowledgement that you are being asked  to achieve those expectations without the skills, tools, or  resources that you need.  Accurate and honest feedback about your performance as well as  course-correcting direction when necessary.  A fair quid pro quo--recognition and rewards--in exchange for  your performance.

Duration: about 6 hours (05:38:46)
Publishing date: 2020-07-20; Unabridged; Copyright Year: 2020. Copyright Statment: —

• Business & Economics