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 are some ways to be more effective by being properly assertive.
We’ve all experienced a truly quirky leader and lived to tell about it. Try not to be any of these.
Decades before Chris Van Gorder became CEO of Scripps Health, he worked as a 20-year-old security guard at a California hospital. He had never met the hospital’s CEO, but one day he spotted the CEO walking alone toward him.
It’s always a problem when team members bypass you and take their concerns and ideas to your manager.
When coaching someone to improve, improvising rarely works to your advantage. It’s better to rely on a proven system to guide your actions.
There’s no perfect way to tell an employee that his services are no longer needed. But there are some general guidelines to keep in mind that can make things easier.
Here are some techniques you can use to encourage job candidates to open up and give you the information you need to make a better hiring decision.
When you begin thinking about how to identify the right person for the job, you may come up with a list of specific skills that your assistant will need. But it’s help- ful to review several general factors first.
Religious accommodations ... Medical assumptions ... Predictable scheduling
Q: I manage someone who’s so confident that he won’t admit what he doesn’t know. He says yes to every assignment, even if he has no idea what the task requires. He reassures me that he’ll figure it out, but then he lets me down. How should I respond?
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