People Management

With some employees, it isn’t a matter of ability, it’s a matter of attitude. And while you can’t control someone’s horrible personality, you can decide how you’re going to respond. Use these scripts and strategies to confront problem employees and effectively manage employee discipline so you can bring motivating back to the forefront of your workday.

The first rule of people management is not to let one bad apple spoil your whole bunch. Difficult people can put a strain on the productive members of your team.

Make the most of your human capital. Browse our articles on the good, the bad and the ugly of People Management…

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Here are some true-or-false questions to measure your understanding of clinical depression.
When writing a job ad, get the team’s input on the description.
“I’ve always thought that time management comes down to the choices that you make, and the process has to be intentional.”
Yes, your employees have jobs to do. But there’s no reason why you couldn’t put a little zing into their daily grind to keep up morale.
In a diverse workplace, you may make repeated attempts to get four generations of employees to work together seamlessly. Good luck with that.
Some people are fine with imposing on you and don’t see it as inconsiderate or rude. If you don’t put an end to the behavior, it may continue.
If you run a growing organization, it’s easy to detach yourself from support-level employees. But losing touch with the front lines can come at a cost.
Goal-setting focuses energies, opens lines of communication and keeps everyone on track. That's where an IPP comes in.
When a manager gets wind that someone views her as a bully, evaluating the charge oftentimes isn’t cut and dry.
Q: I’ve got a perfectly good employee with one annoying habit: He’s chronically late for meetings. I’ve repeatedly asked him why. I get excuses, not answers. I’ve started to disinvite him to meetings, but then he complains that he’s left out. Help!
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