Post by account_disabled on Mar 7, 2024 3:37:48 GMT
Stop, don’t do this.” Conclusion I outlined a diagram that, it seems to me, reflects the position of a performance manager at Adventum. It helps you understand what your work consists of and where you can move for development. Development in this position is a certain balance between different planes. We all come to this position, being more advanced in one thing. Some people have a stronger understanding of digital channels, and they are improving basic marketing/accounting/project (at one time I just came from experience in production.
Ad the technical part was my support leg, gave me USA Phone Number List confidence and compensated for the weakness in the rest). Someone, on the contrary, comes with brilliant managerial and negotiation skills, sees through people, both their own and others, and begins to upgrade the technical component. For some people, everything is in a / balance right away, and they gradually improve all areas. I hope you found this helpful to read. Or at least theoretically useful if you didn't know all this. Good luck!We did not use monetary or “job-related” motivation; the salaries of top management are already tied to the company’s profit.
Everything depended on the people: someone cannot stand still, wants to develop and become an “Olympic champion.” I am for trying to grow such people in the team, helping them develop along with the company - and delegation helps a lot here. Optimal schedule During maternity leave, I developed a schedule that was at first simply necessary, and: two days a week I work remotely from home. In the office I communicate with colleagues, analyze cases. I do operational work related to mail, spreadsheets, analytics, and writing articles from home.
Ad the technical part was my support leg, gave me USA Phone Number List confidence and compensated for the weakness in the rest). Someone, on the contrary, comes with brilliant managerial and negotiation skills, sees through people, both their own and others, and begins to upgrade the technical component. For some people, everything is in a / balance right away, and they gradually improve all areas. I hope you found this helpful to read. Or at least theoretically useful if you didn't know all this. Good luck!We did not use monetary or “job-related” motivation; the salaries of top management are already tied to the company’s profit.
Everything depended on the people: someone cannot stand still, wants to develop and become an “Olympic champion.” I am for trying to grow such people in the team, helping them develop along with the company - and delegation helps a lot here. Optimal schedule During maternity leave, I developed a schedule that was at first simply necessary, and: two days a week I work remotely from home. In the office I communicate with colleagues, analyze cases. I do operational work related to mail, spreadsheets, analytics, and writing articles from home.