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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More than 40 percent of cancer cases occur in people of working age (18–65), and research shows that about 80 percent of people with cancer return to work after diagnosis.

Famous for his antics and showmanship, Major League Baseball owner Bill Veeck made an indelible impression with his generosity and fairness. Here’s a lesson from Veeck about what to do when you’ve made the wrong hire.

Strong leaders create a safe, secure environment so that staffers can test the bounds of their fears and break through them. Here’s how top executives drive exceptional performance.

An intriguing aspect of leaders is how often they fail to appreciate how unusual they are. Even if you carry a powerful understanding of your team’s mission, don’t assume that everyone around shares your drive or your goals.

 

Medical emergencies occur in workplaces every day. Recognizing what is going on and quickly getting an employee proper care can play a huge role in the outcome.
Building trust is a critical part of leading a high-functioning team. Here are five steps to create an atmosphere of trust in the workplace.
If your organization has a leadership development program, there’s no reason to keep it shrouded in mystery. A lack of transparency about the program’s structure and selection process can stoke confusion and jealousy among would-be participants.

It’s hard to be a boss for the first time, but Dan McCarthy, the director of Executive Development Pro­­grams at the University of New Hamp­­shire, has some tips to help you out.

You give instructions, but people don’t follow your lead. The solution is to prepare so that you provide supportive, timely coaching. Follow these five steps to pave the way for effective coaching.

You cannot demand that people own their jobs. Instead, you must provide a link between individual effort and a greater good. Here’s how to maximize your team’s ownership.

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