Art Markman

1 week ago | fastcompany.mx | Art Markman

Cuando asumes el rol de jefe en una organización —sobre todo por primera vez—, sueles llevar ya un tiempo en el cargo. Es probable que estés gestionando a personas que desempeñaban roles similares al tuyo antes de empezar a supervisar a otros. Los ritmos y las rutinas del trabajo te resultan familiares. A pesar de tu cercanía con los miembros del equipo que están en primera línea, es probable que olvides tres aspectos clave que pueden obstaculizar tu éxito.

2 weeks ago | businessandamerica.com | Art Markman

The concept of advancement is baked into the way we think about work—almost like it’s a video game. Just like you don’t want to stay at a particular level of that game for too long, it sometimes doesn’t feel like you’re succeeding at work if your title doesn’t change, and you don’t get a significant raise. Getting a promotion isn’t just a matter of wanting it or playing the game long enough. There are several factors at play—only some of which are under your control.

3 weeks ago | fastcompanyme.com | Art Markman

You have to resist the urge to act on the basis of these emotions. If you get angry, you should not lash out at your bosses or the organization in email or on social media. If you feel like bargaining, take a beat, and avoid making promises that you will regret later. Instead, give yourself a few days to reflect on the situation. Were you dismissing warning signs about your performance? Are there elements of your job that you have been ignoring?

3 weeks ago | fastcompany.mx | Art Markman

En las grandes organizaciones, el departamento de Recursos Humanos suele tener un proceso establecido para registrar las preocupaciones sobre el desempeño de los empleados. Este proceso puede servir para resolver esos problemas o, en algunos casos, como fundamento para un posible despido. Uno de los mecanismos clave para ello es el conocido y temido Plan de Mejora del Desempeño.

3 weeks ago | fastcompany.com | Art Markman

In large organizations, HR usually has a process for documenting concerns about employees' effectiveness that can be used either to help fix those problems-or to provide a basis for later termination. One of the central records used for this purpose is the dreaded performance improvement plan, or PIP. If you get called in to see your supervisor and get hit with a PIP, you're likely to experience a range of emotions.