Showing posts with label management. Show all posts
Showing posts with label management. Show all posts
Tuesday, January 25, 2011
Take Your Tie And Go “Packing”
A car salesman in Chicago was fired recently for refusing to remove his Green Bay Packers tie. Many are already calling for the former salesman to find a lawyer and “sue the dealership for all it's worth.” While wearing a tie emblazoned with the Packers logo the day after the Packers beat the Bears is probably not the best way to make friends (or sell cars) in Chicago, does it really give the geographically-challenged salesman grounds for suing his former employer? Certainly not. Unfortunately for this former employee, there is no law protecting Packers fans from being discharged from their jobs. Some may believe that firing the salesman for his choice of neckwear was unfair or harsh, but unfairness does not mean the discharge was illegal or grounds for a lawsuit. If this Packers fan wants to sell any 2011 models, he will have to do so at a different (and more Packer-friendly) dealership.
Thursday, July 22, 2010
Summer intern feedback--from all sides
Summer intern programs are a great way to get quality work for a good bargain (see our post about the new DOL regulations on paying interns here). It's also an opportunity to hone your management skills, methods of providing constructive counseling, and test-driving some of your less experienced managers in roles of responsibility. Yes, for all intents and purposes, your summer intern program can be your managerial guinea pig.
When you're sending out calendar invites for the summer interns' exit interviews, don't forget to schedule a time with your own people about the experience. This an opportunity to improve the summer intern experience for the next class, and this is also an opportunity to develop, applaud and, perhaps, correct supervisory tendencies of your employees. You can also use the post-intern feedback to see if having an intern program is right for your company. Just like evaluations, one size does not fit all, and you don't have to do it because everyone else is.
Check out this article from Entrepreneur magazine for more discussion on slotting an intern in your organization.
When you're sending out calendar invites for the summer interns' exit interviews, don't forget to schedule a time with your own people about the experience. This an opportunity to improve the summer intern experience for the next class, and this is also an opportunity to develop, applaud and, perhaps, correct supervisory tendencies of your employees. You can also use the post-intern feedback to see if having an intern program is right for your company. Just like evaluations, one size does not fit all, and you don't have to do it because everyone else is.
Check out this article from Entrepreneur magazine for more discussion on slotting an intern in your organization.
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