Go tenpin bowling, with the team, or organize some other suitable activity. Make sure he is in your team. During the outing/retreat, find a moment to ask how things are going and genuinely share ...
When the work environment is hostile, have a plan B. Because the worst can happen to you and it's not your doing. Definitely update your cv and start looking out. Meantime, revisit your performance ...
It could be that you guys are still in startup mode. Some startups have it as strategy to pay as far as the budget allows to hire key talents to get the company to hit mission-critical milestones. ...
I recommend you prioritize some things from this point forward. And change some things to "remove uncertainty". Because uncertainty leaves room for miscommunication, misalignment, etc. After that, ...
I like @Jane's answer and would just add a couple of points. From my experience, the golden rule with micromanagers is you need to help them achieve their goals. If you don't know what your manager's ...
Annual/performance reviews should be about achievements within a period in comparison to "goals/KPIs/targets" agreed at the beginning of the performance period whether monthly, yearly, etc etc. In ...
I would give frequent updates during a project. Not just at beginning and especially not at the end of a deadline. This way, projects won't blow-up in his face and you will be able to make it visible ...
I think the bottom-line to insecurity about recent underperformance is you need to start showing him results. Revisit your performance targets, if none or some of these are time-bound or season-bound,...
upper management gave me the approval for two and reject the third guy because he didn't finish a year yet. This is company specific and perhaps management is bound by policy. Check first. Even if ...
I think this question is a "Tell me more about you" question rather than "Tell me your weaknesses or something negative about you". Perhaps you're getting this question because the hiring manager is ...
John has got too much time, is asking for trouble, or is having a medical condition. Quickly determine 1) Did John violate any policy? and 2) Is he delivering expected level of performance? The ...
The 2 big things on your plate, when you manage people, are (1) managing performance (set targets, monitor progress, give/take feedback on outperformance or underperformance) and (2) creating an ...
You can retake your job or you can take what's left of it. Either way, it won't be the easiest discussion to have. I suggest you use facts and results to retake the job. Show that parts of your ...
Proper performance targets move butts. So if people are not moving fast enough or you always feel more can be done, revisiting the targets you've set or inherited is recommended. Uncompetitive, easy, ...