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…
Dave Yost, retired CEO of AmerisourceBergen, says he could’ve arrived at the office at 8 a.m. and performed his job just fine. But he showed up at 6:30 a.m. to signal to others that he valued a full day of work. He could’ve traveled first class or used a corporate jet. But he flew coach like his employees to convey the importance of frugality—a key part of the wholesale drug distributor’s culture.
For George Zimmer, leadership is all about finding answers to tough questions. For 40 years, he ran retail chain Men’s Wearhouse from 1973 until spring 2014. Soon after he launched the company in 1973, he addressed a series of questions that guided his management philosophy.
Productivity and morale are the main casualties when organizations retain people who clearly aren’t doing their jobs. The Harvard Business Review suggests managers follow these three C’s to deal with an underperformer.