Work/life imbalance has serious costs for employees, the organization, and society. Employees suffer such personal and societal consequences of work/life imbalance as: greater levels of
Dr. W. Edwards Deming, a quality management guru, said that 85% of an employee’s ability to perform successfully on the job depends upon management. So,
Managers need to set reasonable and achievable expectations for the work that their employees perform. These performance expectations should be specific, objective, observable, measurable, realistic
In Part One, we considered whether there were system barriers (Step #1) or circumstances beyond the employee’s control (Step #2) that interfered with the employee’s
When an employee does not perform well on the job, the tendency is to immediately point a finger at the individual as being either incompetent
“Put a good person in a bad system and the bad system wins, no contest.” Dr. W. Edwards Deming A female employee of a metro
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