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Managing a disruptive employee requires a calm and structured approach: Address the issue promptly: Have a private, one-on-one conversation to understand the root cause ... See More
The absence of a Personal Development Review (PDR) with my supervisor should not hinder my ability to set clear and actionable objectives for my team. I would: Refer to ... See More
As per individual scope & performance along with the nature of works
"Thank you for bringing this up. While it's true that a PDR (Performance Development Review) with my supervisor is important for aligning my objectives, I beli ... See More
Firstly, determine your objectives, allocate the responsibility to the staffs as per their positions, ability and experienced and set a timeframe to achieve the goal as p ... See More
By negotiating and convincing them with scientific methods
While Artificial Intelligence (AI) is transforming industries and enhancing efficiency, our company views it as a tool to complement human efforts rather than replace the ... See More
Managing an employee who's causing a negative stir requires a balance of professionalism, empathy, and clear communication. Here's the best approach: 1. Identif ... See More
Setting objectives with staff members is a fundamental responsibility that supports team alignment and productivity, regardless of whether a Performance and Development R ... See More
Setting objectives with staff can still be effective even without a personal PDR (Performance Development Review) by focusing on the organization's goals, team prior ... See More