Category Archives: attention to details

The Five Blunders in Reprimanding

Employees sometimes make mistakes or violations.  If the mistakes or violations will adversely affect the productivity or integrity of the company, you call the employee in your office and give him or her a reprimand.

There are five serious errors which a manager or leader can make in reprimanding.

1.  Failing to get facts.    Don’t accept hearsay evidence or go on general impressions but be sure to have all the facts before jumping.

2.  Acting while angry.  Do it when you are calm and be as impartial as possible in making a decision to reprimand. Make a self-evaluation, perhaps it was possibly your fault that the error or violation occurred.

3.  Being vague about the offense.  Let the person know the general charge and the specific details of the offense.  Don’t refer to general complaints or refuse to give details.

4.  Not considering the other person’s side of the story. Listen to the person’s  full story about what happened and the reasons why he did what he did. There may be mitigating circumstances, conflicting orders or even unclear orders you gave which were at fault.

5.  Neglecting to keep records.  Disciplinary reprimands should always be recorded in the personnel folder of the person to become part of his or her work history  and as evidence in the event of further disciplinary requirements.  In many cases, people who were known to be unsatisfactory employees over the years have been reinstated after discharge because the company could produce no proofs that the person had ever been told of his shortcomings.

These are the blunders that I know and if you have some in your list please share them with us by leaving your comments below this post. We love to hear from you.

Your friend,

Nimia Acebes

How to Deal with Grapevine Rumors

A grapevine always exists in the office, organization, community or anywhere.  Trying to crush it out entirely is both hopeless and counterproductive.  But rumors that threaten job security can destroy an organization if left unchecked. One of the major concerns in dealing with the grapevine is that it is usually impossible to pinpoint the source of rumor.

Grapevine rumors may develop during gatherings.

The following are the strategies that we must utilize to soothe the potential damage of grapevine rumors:

1.  Always be available for frank discussion of employee concerns.  A minor rumor may loom important to employees if it is allowed to worsen, taking a toll on morale and performance.  Make an unfounded rumor the subject of the next employee meeting.

2.  Give your undivided attention to the employee who comes to you with the latest rumor. If it is totally unfounded, tell him so, honestly.   If there’s some truth to the story, but management doesn’t want to address it at this time, simply tell the employee that you’re not at liberty to discuss it.  Then report the conversation to top management right away.  The timetable for announcing the subject of the rumor should be moved up if employees are already aware of it.

3.  Don’t waste a great deal of time trying to trace the source of the rumor – unless an employee is releasing confidential information. Never try to publicly embarrass employees who are responsible for spreading rumors.  You can accomplish the same goal by releasing the facts and having other employees realize how deceptive their information really is.

4.  Devote time at every meeting for employees to ask questions about subjects that may be bothering them.  There is no better way to detect the subject of the latest rumor.

5.  Keep the work environment predictable and give employees as much control over their work as possible. They should have sufficient power and authority to accomplish the jobs they are expected to perform.  Insufficient authority breeds discontent, a major fuel for the rumor factory.

If you have other strategies in your mind or have remarks to this post, I’m inviting you to leave your comments below . I love to hear from you.

Your friend,

Nimia Acebes

There is no Glory Without Sacrifice

“There is no Glory Without Sacrifice”, this was the theme during one of our Flag Raising Ceremonies last month.

This is an adage that means if ever we want to do or complete something in life there is always something that would be hard to do in order to get there. Someone said that “sacrifice” means forfeiture of something highly valued for the sake of one considered to have a greater value or claim.

This means that there is something that we must give up in order to be successful or triumphant. For example, when I started blogging, I gave up my time for workouts at the gym during off-hours and bonding with family on weekends in order to read books and other resource materials to write articles for my blog posts.

I realized that this isn’t proper, so I decided to temporarily stop blogging for more than two months and give time to the activities which I had to give up in favor of blogging. At least, that realization and short rest had taught me to balance and manage my time well.

Bonding time with kids.

I remember the sacrifices I made to be where I am now. To finish my studies with flying colors, I had to give up some of my sleeping hours, bonding time with family and friends and perhaps even good health in order to burn the midnight candle.

Sometimes, people sacrifice family time and even time for self, friendship and good health in order to get the desired job promotion, dream house or success in their endeavors.

How about you, what sacrifices have you made to be successful or triumphant?

I’m inviting you give  your list by leaving your comments below this article.

Your friend,

Nimia Acebes

Three Ways to Develop Relationships with the People You Lead

In the article, Leaders Must Touch the Heart , I quoted these words by John Maxwell, One of the most common mistakes people make is trying to lead others before developing relationships with them.  It happens all the time.  A new manager starts with a company and expects the people working there to respond to his authority without question…the leader expects to make an impact on his people before building the relationship.  It’s possible that the followers will comply with what the leader’s position requires, but they’ll never go beyond that.

To succeed in business, never take people for granted.  Zig Ziglar says, The reality is, regardless of what business we’re in, since it is fueled by people, we are all in the people business.


Having a Sportsfest is one way of developing relationships with people.

Develop relationships with the people you lead through:

1.  Genuine Courtesy. People are delicate and sensitive.   They want to feel important.  Greet your people with a smile and don’t forget the words please and thank you.

Even the little courtesies that we give to them are important.

2.  Respect. Be punctual because punctuality is respect for other people’s time.  Listening is one of the greatest expressions of respect.  Listen to what others are saying and respond only after he finishes his statements.

3.  Appreciation for them and for their point of view

People want to feel valued and cared about.  Appreciate them for their hard work and contribution to the success of any project.  Be specific in your appreciation.  Give praises for their point of view and suggestions for the success of the organization.  Give them small gifts occasionally, as a token of appreciation.

In the book, The Leadership Challenge, James M. Kouzes and Barry Z. Posner say, Leadership is a relationship between those who aspire to lead and those who choose to follow.  It’s the quality of this relationship that matters most when we’re engaged in getting extraordinary things done.  A leader-constituent relationship that’s characterized by fear and distrust will never, ever produce anything of lasting value.  A relationship characterized by mutual respect and confidence will overcome the greatest adversities and leave a legacy of significance.

Public Allies, an AmeriCorps organization dedicated to creating young leaders who can strengthen their communities, sought the opinions of eighteen- to thirty-year-olds on the subject of leadership.  One of the questions was about the important qualities of a good leader.  Topping the respondents’ list is “Being able to see a situation from someone else’s point of view.”  In second place is “Getting along well with other people.”

I shall be very glad if you could leave your comments after reading this article.  I love to hear from you.

Your friend,

Nimia S. Acebes 

Lead with Patience

You probably became the person you are today because somebody had patience with you at some critical points in your life…When you are patient with a person, you make a long-term investment in them.- Blaine Lee

On November 25, 2009, I posted an article titled Leaders Pay Attention to the Details. It stressed that there are projects which fail due to the leader’s failure to be attentive to details.

Most projects and problems encountered by us are not as simple as they seem.  It needs patience to dig into the details of each task and issue.  Much more, it takes a lot of patience to deal with the people doing the task or causing the issue –  people of varied attitude, work habits and experiences.

We develop the people we lead because people is the life of the organization .  We have to study the details of the project or of the job to help our people improve their performance. We could not teach what we don’t know.  Helping people grow requires patience.  We don’t keep digging up a  plant to know how it’s growing.

A Director is discussing the details of the job with her employees.

When I was  new in supervising people, I was so impatient with the slow learners,  slow workers and those who always commit mistakes.  I wanted everyone to be efficient and high achievers to meet and even exceed our goals.  But, I realized that my impatience has affected our relationship and didn’t motivate them to do better. Later on, I learned to be a good coach to them and most of them thanked me for the learnings they got from me.

In his book, The Power Principle: Influence with Honor, Blaine Lee suggests the following words to say to ourselves to check for patience:

Are their efforts acceptable as a place to start?

Must it really be done now?  This way?

Are the deadlines real?

Where are the pressures coming from?

Are the pressures real?

Is this good enough for now?

Are they good enough for now?

Am I open to their opinions?

How do you demonstrate patience to your people and to your peers?  Please let me hear from you by leaving your comments below this article.

Your friend,

Nimia Acebes