HR Management

Personality clashes almost always affect work, and inevitably one of the combatants will file a formal complaint. Defuse that tension by suggesting that one or both co-workers transfer to other positions. Offering the transfer option to warring co-workers isn’t an ad­­verse action as long as neither is forced to accept the offer.

Romance may be in the air at your workplace this Valentine’s Day. A 2011 survey by CareerBuilder.com found that 40% of those polled said they have dated a co-worker. But while Cupid shoots arrows, workplace romances often blow up in a liability minefield.

We all know the “basics” when it comes to computers, right? Not necessarily. One person’s everyday shortcut may be another person’s “Cool! I didn’t know you could do that!” Try these nine keyboard and mouse tricks right now.

Have you seen a lot more empty seats around the workplace these days? When asked to share the most unusual excuses their employees have given for missing work, employers offered the following real-life examples ...

Paul Falcone, author of 101 Tough Conversations to Have with Employees, offers these scripts to follow when you need to have awkward but essential conversations with employees. Here's what managers should say after they've said, "Hey, got a minute?" 

Identity theft is one of the fastest-growing crimes in the U.S., and much of it revolves around the workplace. Employers must erect legal defenses, including safeguarding employees' Social Security numbers, as prescribed by many state statutes.

You’ve told managers before, now tell ’em again: Email may seem like private communication, but it really isn’t. Anything a manager says in an email may become evidence in a lawsuit.

Higher-ups at The Timken’s Co.’s Manchester, Conn., plant are leaving it to employees to find out what ails the power-transmission products firm—and to fix it. The organization recently took home top honors in a “Find It-Fix It Challenge” sponsored by the workplace-improvement organization Humantech.

Q. We recently decided to terminate an employee based on performance concerns. The employee is in sales and is required to cold call a certain number of individuals each day. In reviewing the daily call logs, the employee’s manager discovered that she has been calling the same disconnected number over and over again ... To top it off, she sent an email telling other employees they could do the same. In preparing for the termination meeting, I’m wondering what we should say?

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