Home Tags Bosses
A former Google and Apple exec shares 2 tips she uses to keep compassion front and center when firing someone
Kim Scott, author of "Radical Candor," recommends approaching the conversation about letting someone go with a sense of compassion.
Managers are starting to make personal ‘user manuals’ that explain to their coworkers what makes them tick
Personal user manuals can be useful for conveying your work preferences and styles as well as building trust among teams.
As the old saying goes, people join companies, but quit their bosses.
I was such a bad micromanager that all my employees quit — and it taught me the one trait all powerful leaders need
Even better than learning from your own painful mistakes is learning from someone else’s, so here's my tale.
A good boss shows you the ropes of your industry and guides you to reach your goals while teaching you meaningful life lessons.
Forget the traditional boss-employee relationship — people are saying they have their boss’ phone number, have met their partners, and hav...
People are becoming friendlier than ever with their bosses — but some career experts still advise against blurring the lines too much.
The No. 1 thing every manager should do to help their employees succeed, according to Goldman Sachs’ head of HR
Goldman Sachs' HR head, Sally Boyle, said she's been so successful in her own career partly because her managers took the time to get to know her.
It can be hard to wow you boss. But, showing initiative can take you from being a good employee to a great one in your boss's opinion. Here's how to do just that.
Having a terrible boss is a perfectly understandable reason to want to find a new job. However, at The Cut, workplace advice columnist Alison Green suggests being tactful when describing your old boss during a job interview.
The story of a CEO who liked blueberry muffins highlights a dangerous trap that catches too many bosses
An offhand remark by a leader could drive employees to go above and beyond to meet their request, but often the leader didn't mean anything by the comment in the first place. A Stanford professor said this mistake is more prevalent at top companies than we might think.