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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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?

Gen. George Washington never hesitated to use young talent. Example: Henry Knox, who grew up poor and uneducated, became recognized as a military authority. In 1775, Washington saw that Knox had supervised construction of impressive ramparts north of Boston, made him a colonel and gave him a seemingly impossible task—moving heavy artillery 300 miles, which Knox achieved.

Is having birthday cake in the break room becoming a bit stale? Break out of the rut when it comes to celebrating staffers' birthdays with these ideas:
New to the organization, an executive set out from the start to show that he was open to ideas from his team. Deep down, he suspected the group had some knowledge that it hadn’t shared. So he knew the first step was to create an open culture where employees felt safe enough to speak up.

What makes an employee productive? Unproductive? “The key factor you can use to make employees miserable on the job is to simply keep them from making progress in meaningful work,” say researchers Teresa Amabile and Steven Kramer.

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