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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Asking the wrong questions at the wrong time can demotivate and disengage your staff. Here are more effective ways to ask some common ones.
Pierre Omidyar, eBay’s founder, always maintained high standards as a software engineer. But early in his career, he learned that he couldn’t impose his perfectionism on others. What was his personal 80% rule?
Once you take on the responsibility of leading those on the very first rung of the corporate ladder, you'll likely have to turn off your managerial auto-pilot and become more hands-on than you're used to.

Sometimes, tough bosses are beloved because they push us to accomplish things we thought we couldn’t. But is being a tough boss different for a woman than a man?

OK, so you know it’s not a leader’s job to be liked. Still, it is part of the job to convey to your team members that you care about them. Here’s a blog post that lays out tips from FBI behavioral expert Robin Dreeke on how to build rapport.
When your people say, “We can’t change that,” what they mean is that it’s hard. Changing one thing would mean having to change something else. It might even lead to unintended consequences and a cascade of unanticipated problems.
You know you shouldn’t have cried, overreacted, yelled, or accused. However, managers are only human, and sometimes emotions get the best of them in the workplace. Here's how to tactfully make amends with staff and move on.
In most cases with some patience, coaching and training, you can turn most employees into high performers. That said, some employees are incorrigible, and nothing you can do will turn their behavior around.
When you have decided that it’s time to let go of someone, don’t rush the decision. Otherwise, you could land yourself and your organization in legal trouble.
Most management experts warn that you shouldn’t micromanage employees because doing so can stunt their creativity and lower their accountability. However, here are four cases when it might be necessary for you to micromanage staff:
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