Have you ever wondered why many “managers” do not get the most out of their employees?  The answer is simpler than you think.
As a leader in an organization, your utmost responsibility is to provide your employees with a working environment that positively charged with motivation. Yet most managers do not particularly recognize this simple duty.   Many managers tend to be promoted to a supervisory role due to their technical competence rather than people-management skills.  As such, managers’ influence on the workforce is not always positive. The solution to this is in a few good words— literally speaking!

What brings you joy in the workplace? I know what brings me joy. Perhaps we share meaning about joyful events and circumstances? I trust that in sharing mine, I remind ...

Have you ever provided suggestions which were subsequently ignored?

Have you ever provided critiques which were not well received?

Have you ever wanted to provide constructive feedback on something, but held back from doing so because you did not know how to convey your intentions across?

Today’s guide is on how to give constructive criticism to someone. Whether at work or in relationships, sharing (and receiving) feedback is part and parcel of improvement. If you have ideas on how someone can improve, don’t hold your ideas back – rather, share them in a constructive manner. (Provided the subject is something the person has asked to receive feedback on. Otherwise, you are merely imposing your judgment on others.)

After three riveting days of oral arguments in March 2012, employers were left anxiously awaiting the decision of the U.S. Supreme Court about the fate of the Patient Protection and Affordable Care Act, expected near the end of June 2012.

During this period, employers should take interim steps in order to prepare for the eventual decisions. These steps should take into account the full range of possibilities and should position employer group health plans to react to the possible outcomes, respond to inquiries and requests from internal stakeholders, and consider administrative and design issues presented by the possible Supreme Court decisions.

Some 115,000 new jobs were added to the economy in April, primarily due to increases in service sector employment. Still, the April jobs report showed fewer new jobs than expected, according to CNBC.

Learn how since 1980, the Alpha Group has provided the finest staffing and training solutions for companies in the North East looking to better manage the recruiting, hiring, and training of temporary and permanent employees. Read why you can trust Alpha to provide you with the local, personalized services you deserve.

After hearing three days of oral arguments, the Supreme Court has now voted on the constitutionality of the Patient Protection and Affordable Health Care Act. While we wait to hear the court's decision in June, small-business owners might want to consider the potential effects.

As the nation awaits the U.S. Supreme Court’s decision regarding the Patient Protection and Affordable Care Act (PPACA), Democrats celebrated the birthday of Massachusetts’ health care law, nicknamed “Romneycare” after its creator, then-Gov. Mitt Romney.

April 12, 2012, marked the six-year anniversary of Romney’s signing into law the health care reform model that President Barack Obama and Congress adopted, in some respects, for the nation in 2010, with the intent of expanding health coverage to millions of Americans. Romney, the expected Republican candidate for president, has said that if elected he would repeal the federal law, dubbed “Obamacare.”

Since the passage of the 2010 Massachusetts Criminal Offender Record Information (CORI) reform bill, employers face ongoing changes in their use and access to criminal history information. By enhancing regulations around criminal history checks, the CORI bill aims to create greater employment opportunities for past criminal offenders.

CORI reform affects both regular employers and certain regulated employers, such as schools and long-term care facilities, which are required by law to obtain additional CORI information. Employers that do not abide by new CORI regulations may face steep fines as high as tens of thousands of dollars for each offense.

Below, we’ll review some of the main changes to CORI regulations that employers should be aware of: