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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Here’s how a manager can encourage passion and cooperation in employees.

Employees often fear that disclosing a health issue to management may change others’ perceptions and limit career opportunities. Providing a supportive environment in which such matters can be discussed, however, is vital to maintaining productivity and reaching solutions.

Matt Labrum, football coach at Union High in Roosevelt, Utah, recently suspended his entire team until further notice.
As long as you’ve got people, you’ve got talent. What may be missing are people who choose to maximize their abilities.
One of the most sensitive areas for any supervisor is introducing change to an employee. Here are three points to keep in mind whenever an employee says “no” to a legitimate work order.
Usually, employees gripe that the job stinks. On occasion, the odor is real and it’s not coming from the job. It’s wafting off a co-worker. Use these best practices to address an employee’s personal hygiene problem tactfully and effectively, and minimize the employee’s embarrassment.

If you treat your employees like they’re invisible, you're asking for trouble. Take these steps to acknowledge people and make them feel important.

Think your job involves too much travel? Consider the challenge of Danny Roderick, CEO of Westinghouse Electic Co.: He manages about 13,000 employees in 18 countries.
When employees feel like they belong in an organization, they’ll give you their all. When they feel like outsiders, you’ll only get a half-hearted effort at best. Here are five red flags ...

As sales manager for a fledgling magazine, C. Richard Weylman needed to generate enough print ads to keep the new publication afloat. One of the salespeople routinely outperformed his peers, yet his high production came at a cost: He rejected the organization’s culture of cooperation and its customer-centric philosophy ...

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