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…
One of the greatest philosophers ever known was a master of asking questions. Instead of lecturing, Socrates posed a series of thought-provoking questions to his Greek students. How can you use the Socratic Method as you lead others?
Sooner or later, a manager must be the bearer of bad news. If it’s a termination or disciplinary notice, employees may react with anger. To help keep an irate employee under control, you must keep yourself under control. Here are six tips:
The entitlement mentality comes in all colors of the rainbow, from employees complaining if they have to work late, demanding perks, wanting to be consulted before any workplace change is made, and thinking they can do no wrong. Tips on how to burst employees’ “me me me” bubbles:
The very definition of “lead” begins with “show the way.” So why do so many leaders tell, rather than teach?
As the temperatures rise, so, too, will pant and skirt lengths, as employees begin dressing in their favorite “keeping-cool” summer attire. Now it’s up to the manager to handle these infractions—if the company has a dress code. Tips for that uncomfortable chat:
When it comes to retaining and motivating employees, compensation is important, but communication is key. Especially for a company with a combination of on-site and virtual employees, regular, required communication between management and staff—and among peers—is essential.
HR wears many hats, one of the most important being keeping your organization out of court. An equally important—and related—hat is smoothing out the "people problems" that inevitably arise in any organization. Here's useful advice on how best to solve common employee problems.
There’s a huge difference between mastering a specific task and managing employees. Supervision requires a different skill set that, for many rookie managers, doesn’t come as easy as doing the work. Here are 10 tips to help new managers transition into their roles.
Two leadership qualities: the ability to recognize potential and to have courage, even during adversity. How to use those same qualities with the people you lead: Spend time with a struggling employee who has potential. Ask, “How can I help you be successful?” Champion them to the naysayers.
To get Swedish commuters to take the stairs instead of the escalator at a metro stop, they turned the staircase into a giant keyboard, complete with sound. How can you use the same approach to change people’s behavior at work?