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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Oct. 16 marks the annual celebration of Boss’s Day, a time when employees recognize and thank their bosses.

True leaders inspire employees to reach their potential. That’s a tall order. More often, leaders fall into the trap of becoming passion killers. One practical way forward is asking your team to catalog “passion killers.”

Do you know why you do what you do? Knowing whether you’re doing something out of habit or conscious decision-making could be a powerful tool for your business. Here’s one illustration of that power:

Do you know how hard it is to keep a low employee turnover rate at a call center? Pretty hard, apparently. In the United States, roughly half of call center employees quit within a year. But at the American Express World Service Center in Florida, turnover is in the single digits. Here's why.

If you have an employee who has trouble staying organized or flits from one thing to the next, it's possible he or she may be suffering from attention deficit disorder (ADD).

Perhaps you put in many long hours of work each week and expect your employees to do the same. But how much is too much?

It was an honest mistake, but a sloppy error that’s going to cost the company thousands of dollars. What do you do? Even the best employees screw up, and while it’s your job to handle disciplinary issues, you don’t want to risk losing an otherwise valuable employee.

A Texas executive’s coach asked how employees would rate him as a listener. “I think they would say I’m a bad listener,” the exec replied, “but if you press them, they’ll say I always get their content.”

Matt Emerzian offers one good reason not to dread Mondays: “It represents a day for all of us to do better, to be ­­better.” How might you challenge those you lead to embrace Emerzian’s philosophy?

At school, they call it bullying. In corporate America, you might recognize it as executive hubris. The effect is the same: The person in charge shuts others down, leaving behind a demoralized culture. What makes some leaders do it?

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