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:
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…
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.
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.
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.