Manager Tools

Part 2 of our guidance on creating organizational hiring criteria. There's more to creating great questions for interviews. You've got to know what and who you want, and how to evaluate answers.

Part 1 of our guidance on creating organizational hiring criteria. There's more to creating great questions for interviews. You've got to know what and who you want, and how to evaluate answers.

Part 3 of our guidance on what to do after you get your goals from your boss or your org.

Part 2 of our guidance on what to do after you get your goals from your boss or your org.

Part 1 of our guidance on what to do after you get your goals from your boss or your org.

You've kept your network warm by staying in touch. If you see an opportunity through them, reach out.

Too many of us managers think that "someone just doing their jobs" isn't worthy of praise, or positive feedback, or even just a simple thanks. We're wrong. Thanks matter.

Part 2 of our guidance on number ten of the top ten hiring mistakes: Being Surprised.

Part 1 of our guidance on number ten of the top ten hiring mistakes: Being Surprised.

Part 3 of our guidance on performance communication between bosses and directs that has come under attack in the past couple of years. Some say performance reviews don't work. Some say delivering performance communications doesn't work. They're completely wrong.

Part 2 of our guidance on performance communication between bosses and directs that has come under attack in the past couple of years. Some say performance reviews don't work. Some say delivering performance communications doesn't work. They're completely wrong.

Part 1 of our guidance on performance communication between bosses and directs that has come under attack in the past couple of years. Some say performance reviews don't work. Some say delivering performance communications doesn't work. They're completely wrong.

Lots of Interviews are being conducted via Zoom. Here's how.

On our 15th Anniversary show, we review some brief history of Manager Tools, and talk about our new license promotion honoring our initial offering.

Internal Talent Markets should be nearly frictionless. That starts with how each manager communicates the internal to our directs.

Part 2 of our guidance about how to present or train on Zoom.

Part 1 of our guidance about how to present or train on Zoom.

Part 2 of our guidance on flavor of the month pushback.

Part 1 of our guidance on flavor of the month pushback.

A lot of managers want to do One On Ones with their directs' directs, also known as skips. This is a bad idea.