Not every employee is salvageable, and it’s almost always a case of cultural fit. If you’ve provided honest and open feedback and the employee can’t or won’t change, it’s up to the manager, or the self-managing team, to help the employee move on.

My team has been looking for ways to make sure we understand what our business stakeholders really want from each software feature that we develop. We felt that we had to solve a basic communication problem but didn’t know how to approach that.

An objective ranking system is unnecessary when trying to determine an employee's value, and it can even be detrimental to collaboration on teams. Providing feedback, facilitating knowledge building, and allowing them to contribute are three key ways to help your employees excel in their roles.

Some days you leave work feeling as if the day went by without an inkling of progress or productivity. Other days, you leave feeling as if you conquered the world, with an internal spark of satisfaction and anticipating resuming progress the next day. So, what is it that makes the difference?