People Management skills for all types of managers — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Page 112
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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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How do you deal with employees who seem to have negative attitudes about every decision you and your teams make? Here's some expert advice:
Good news: Employees in nonunion workplaces no longer can insist on co-workers joining them during investigatory meetings. You can legally deny such employee representation requests thanks to a new National Labor ...
The HR Specialist joined more than 12,000 HR professionals in New Orleans this summer for the annual Society for Human Resource Management (SHRM) conference. Here are some ...
It's not unusual for workers to resist new responsibilities. Sometimes, what drives this resistance is not fatigue or laziness or resentment, but fear — of change and of failure.
Chances are your new hires get at least some on-the-job training from experienced, high-performing team members. Those same veterans are also often the employees who are chosen to attend advanced training programs, and then asked to share their new knowledge with their colleagues. But are they good trainers?
"Where are those slides for the Veblen proposal?" "I think they're on Martin's desk." Everything in your office seems to end up on Martin's desk, because Martin's never at his desk. He's been telecommuting for six months — but most of the time, you're not sure where he is.
Suspecting that an employee's performance is suffering due to personal problems is one of the toughest situations a supervisor can face. Here's some advice that can help:

You don't want to play den mother to your employees, but a new trend gaining publicity may put you in that role. So-called "workplace bullying" is no longer something you can shrug off. If you see it, you'd better try to stop it.

What can you do to make sure your feedback makes a real difference in employee performance? Here are some suggestions from the pros:
We've said many times that the first step in an effective performance management process is developing a performance plan for each employee. And you know you should involve your employees in setting the specific work goals that make up that plan.
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