Видео

I stumbled on your video and my school assignment was done perfectly thanks

Love this!

How to run 1st quarterly meeting? Any tips?

My boss is very good at this. He's very good at detecting toxic employees. For a few years I thought I am the toxic player in my job. It turns out that I was actually being affected by the toxicity of another co-employee who acts smart but produce very substandard results. a D class. When my boss laid them off, I am left with the rest of the C players. They do have the skills but lack attitude and I am worried what would happen to the business if I left it because I have all the operational expertise or otherwise, the business operation would collapse. So I guess, my Boss still favors me so that I wont be affected too much by toxic employees or would run the risk of losing the business. There then I realize my real political power over the department. lol

No ammonites to the 14th generation

LEVITICUS 23:31

I love this idea. Prospecting for new business would be the activity that would lead to greater success for our company. Using the chain of Xs on a calendar would be an excellent visual representation of whether we are doing what's needed to bring in new business and help more people.

Thanks for the encouragement to stay on a good path! look forward to the confidence video.

Love this thank you!

I agree.😊

Easier saud than done

I have an employee that is a crybaby. He throws temper tantrums when he doesn't get his way even about the smallest things. At least once per week he blows up on other employees and managers. I'm not talking about someone blowing off steam. He gets extremely confrontational and physically threatening. He also makes up lies and twists things to make himself seem like a victim. While this may not be the most professional thing do as a manager, I put the man in his place. I raised my voice at him and firmly told him that his behavior was unacceptable. I also confronted him about numerous employees complaining about him going off on them, and that it had to stop immediately. Of course, this is after he blew up on me in front of countless and employees and even made up a lie on me in front of them. He is a good worker, but he's bad for morale. I work six days per week, juggling a million things at once and I'm struggling without an assistant manager. While I will suffer without him, I don't need his toxicity in my workplace. I just talked to my manager about giving this man a raise. Now it's not happening. In fact, things I didn't micromanage and hold him accountable for before, now will be my ammunition for writing him and eventually firing him. I really hate to be this way, but no one is holding a gun to my head. I'm tired of walking on eggshells for some loser manchild with a petty personality. Take my advice and do the same.

The kindness with which he says "Release them to pursue success elsewhere" just gets under my skin. Call it a firing!

Great reminder. Thanks!

I have a very toxic manager. I'm here to see how to be a toxic employee.

What took you so long to get rid of the....HR 😡🤬

Very basic concepts and accuracte but every situation is so very different/unique/complicated.. going on 7 years of purgatory a cancer tumor... id recomend no one as an A... bring back F grades... You are a special someone to be a true A if you think you are perfect...

Great advice, Dan.

I think it's bull.

I wish my boss watch this

Or you're too frugal with raises, and the 'A' player is naive. Enjoy your high turnover.

Do they even know they are toxic ?

We have to keep them challenged mentally, and we have to show them that this job they're doing today is going to take them to their personal career goal. We want people who are cognitive and aware of their surroundings and are thinking. So, If you are dealing with all the minutia of every step that they need to follow, then you’re enabling them to stay stupid. I found in my experience that a mediocre employee can be improved by putting good rules and policies and fences around them. There’s a process to evaluate that. If you challenge most people in the right way, they want to prove that they can meet that challenge. One of the policies we have in the company here is that when you run out of things to do, you need to check your task list. You still have to be willing to let people go when they become a problem for the company or they no longer fit though- you will find more people who have a fresh passion and this can breathe new life into your business with new ideas and new energy. Think of it as a boat anchor that’s holding you down. Once that’s gone, your mind will just free up, your time free up, your bank account will grow. It’s just things become so much easier.

This guy knows what he's talking about - TRUST me.

C players become toxic leaders

O.K. Your advice is awesome!

Great video! :)

Is there any advice if the C player from the team that you manage is empowered by your boss because the C does what the boss says?

Great vid as always, Dan :)

Do you think that those C's player were initially at A's when they joined a company and because of the environment and politics they started becoming C's?

Hey, I can't say I'm stuck but,I'm confused what to do ,I have a factory of engineering works but it is not accrualing or growing I'm at same place since 6 years , I don know what to do..?

Your first statement made me smile.... "Less than you think!" Thanks Dan, I enjoy your videos>

You saved my lot of time.....Love from India 🇮🇳

Intelligent thought

This is one of my new favorite questions to ask myself daily and it does help me realize what I do not need to be doing - thanks Dan

I knew this but had to have confirmation! I had an A star and now he is on a slippery slope because if a D player who is family ! Busiest time of the year and he is headed for a C player so i have decided to let the D player go and if things dont improve i will have to retrain and try to regain the A star employee. I knew this would happen but i guess i let my feelings make decisions . Big Big mistake in the workplace

I have deep rooted issues that I don't want to change. As a business owner they are positive issues or attributes. However my team has a hard time keeping up to those expectations and that is very tough.

So you're saying that we need to determine dQ / dt and achieve 20% past the inflection point (of zero value of dQ^2/Dt^2). I think you explained it much more easily for the common person.

*👉 If you want to know how to pull together a system that'll help you boost staff morale in your business, give me a shout in the comments below!*

*👉 Would you like some help with planning your quarterly meeting? Let me know by leaving a comment below!*

*💥 Any questions about dashboards or what numbers you should be tracking? Let me know in the comments!*

👉 Do you and your team currently have a critical number? Tell me all about it by dropping a comment below!

*💥 Do you currently struggle with having a million priorities in your business? Leave a comment below and let's see how I can help!*

*💥 Find it hard to clear your plate of the day-to-day tactical items? Let me help you get back on top of your business and be on growth mode! Leave a comment below and let's see how I can help.*

*💥 What did you find most helpful in this video? Leave a comment below!*

Nice. Concise and easy to understand. Thanks Dan I needed and used that this week.

Great video!

*👉 Are you having trouble with developing your confidence? Let me know your thoughts in the comments below.*

I'm going to use this from Monday. Should help me not lose focus on the task at hand.