Problem: Despite his dependability, intelligence and technical ability, you know Jason lacks the leadership and initiative to become a supervisor. Trouble is, the buzz around the office is that Jason has it locked up. What would you do?
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…
In the old days, you may have gotten ahead of the competition by working more hours. But there are only 24 hours in a day. Solution: Work fewer hours; take more intellectual risks.
Great bosses aren't born, they're made. Becoming a great boss requires honest self-analysis and periodic reassessments. The following checklist was designed to guide you in that analysis. Use it to take stock of your people skills. Be honest with yourself.
Food & Friends has a low turnover rate (more than 70% of employees having been with the nonprofit for at least five years). Among the firm’s retention strategies: “Kudos” are read at weekly staff meetings.
Neutralizing a negative attitude takes time and plenty of effort. However, another aspect of turning around negativity lies in the little things you do, which may just be what you say or how you say it, without being a direct “negativity-buster.”
Forget the theory about “learning styles.” Instead, mix things up when you teach or coach.
Employees who survived the downturn have absorbed work left behind by laid-off co-workers. “Overwhelmed” is here to stay. As an HR pro, you might not be able to help employees embrace that sad fact, but you definitely can help them manage it. Here’s how:
Increased workloads … tighter deadlines … fewer resources. All of these have conspired to put a premium on employees’ ability to remain focused on the details of their jobs. Here are five free or low-cost sources of online courses, games, tests and other materials designed to measure and improve attention to detail.
When productivity dips, it seems logical to blame employees for not engaging in the job. But that might not be what’s going on. The problem: Identifying what that “something” is that’s sapping productivity—and getting rid of it. Six factors to examine:
Have you been taught to “sandwich” constructive criticism between two positive statements? I think this is a distasteful way of delivering feedback and here’s why:
