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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When employees are at each other’s throats, it’s natural not to want to get between them. As tempting as it is to ignore it, it is, however, part of your job to address destructive conflict. Here’s how.
Employee insomnia results in 11.3 days of lost productivity per year, according to Harvard research. Here's how to help employees eliminate some of the stress that causes them so many sleepless nights—and protect your organization’s productivity.
Brennan Mulcahy takes an old approach to sell a new product: His sales force goes door-to-door to sign up customers.
Sometimes, even our most talented employees meet with failure. Here are five steps to take to keep productivity humming.
Researching and selecting new technology for an organization takes a great deal of time and money. If your employees aren’t using equipment, software and applications provided for them, they could be riling the powers that be.
"Erica's been cutting out early every Friday," comes the whisper in the break room. Managers don't have time for this sort of pettiness—here's what to do about it.
Asked for the best ways to motivate her workforce, Cheri Beranek, CEO of ­Minneapolis-based fiber connectivity company Clearfield, says you start by listening and end by celebrating every success.
If your organization has a gossip problem, here are three ways to get rid of it.
Should you fight at work? Man­age­ment gurus Jack and Suzy Welch think so, as long as “the conflict is a means to an end and the end is a better decision.”
When employees’ performance, be­­hav­­ior or attitude has you concerned—or prepared to hand out pink slips—take a step back. Often the problem has more to do with bad job fit than bad employees. Here are signals that you have assigned the right people to the wrong jobs.
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