So, someone in your company is fabulous at their craft - be it software development, assembly work, marketing, accounting - then, the company grows and that person gets promoted to manage a team. They are a great individual contributor, so you’d assume their skills would automatically translate to managing others.
Well… it doesn’t always work out the way you’d think.
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After working with dozens of small business owners who struggle with employee performance management, I’ve noticed a few trends emerge again and again. Here are the four critical areas to have in place for optimal team performance.
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