讓你的同事在會議上放下電話

如果你想知道你的同事在盯著他們的電話時是否會全神貫注，不要懷疑。你不會這樣做，但同事們在會議期間不斷檢查他們的手機。不要沮喪，採取行動。

你可能會從分享研究開始，研究顯示，即使只是手機的存在——更不用說它閃爍的荧幕和持續的嗡嗡聲——也會對生產力產生不利影響。

然後與你的團隊討論在會議期間使用手機的好處和缺點。建議一些基本規則，比如“全神關注會議”和“把手機放在口袋裏”。

一旦一些規則到位，堅持這些規則，並指出什麼時候一個同事不遵守。一開始你可能會覺得有些惱火，但是隨著時間的推移，團隊會建立一個新的規範。

Get Your Colleagues to Put Down Their Phones in Meetings

If you’ve ever wondered whether you have a colleague’s full attention while they’re staring at their phone, stop wondering. You don’t. But instead of getting frustrated that coworkers constantly check their devices during meetings, take action.

You might start by sharing research that shows even the mere presence of a cell phone — much less its glowing screen and constant buzzing — is bad for productivity.

Then talk with your team about the upsides and downsides of using devices during meetings. Propose ground rules like “Be totally present” and “Keep the phone in your pocket.”

Once a few rules are in place, stick to them — and point out when a colleague doesn’t. You might get some annoyed looks at first, but over time the team will set a new norm.

幫助沒有明確職業目標的下屬員工

作為經理，幫助你的下屬員工達到他們的職業目標是你工作的一部分。但是如果他們不確定這些目標是什麼，你會怎麼做？

首先，告訴人們這是可以接受的，有時甚至是更好的-不要有一個具體的職業道路。過分地依附於一個特定的計畫會導致人們錯失不在規定的路線上的機會。

接下來，問一些問題來理解什麼驅動了員工，比如“什麼問題讓你興奮？”“什麼類型的工作，你想做的更少，更多？”“從那裡，鼓勵他們考慮將來需要的技能，把重點放在那些可以轉移到其他工作或角色的技能上。

然後建議他們嘗試小實驗，以瞭解他們喜歡做什麼和他們需要發展的地方。

Help a Direct Report Who Doesn’t Have Clear Career Goals

As a manager, helping your direct reports achieve their career goals is part of your job. But what do you do if they aren’t sure what those goals are?

First, tell the person that it’s OK — and sometimes even preferable — not to have a concrete career path in mind. Being overly attached to a specific plan can cause people to miss opportunities that aren’t on the prescribed route.

Next, ask questions to understand what drives the employee, such as, “What problems excite you?” and “What types of work do you want to do less of and more of?” From there, encourage them to think about the skills they’ll need in the future, focusing on those that will be transferrable to other jobs or roles.

Then suggest they try small experiments to learn more about what they like to do and where they need to develop.