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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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.

As Facebook writes its own rulebook, part of its culture is healthy dissent, especially when it comes with proof.

Americans simply don’t know how to take a vacation. Only 57% of U.S. workers use all the vacation days they’re allotted, compared with 89% of workers in France, a recent Reuters/Ipsos poll found. How to turn it around? Try an “unlimited time off” policy.

Here are expert tips on how to evaluate, manage and execute a seamless job-sharing program:
Less-experienced individuals learn and grow faster under the tutelage of more seasoned professionals, who as mentors gain renewed enthusiasm for their careers. This adds up to improved recruitment, retention and promotion—and the bottom line—for your organization.

Problem: Despite his dependability, intelligence and technical ability, you know Jason lacks the leadership and initiative to become a supervisor. Trouble is, the buzz around the office is that Jason has it locked up. What would you do?

In the old days, you may have gotten ahead of the competition by working more hours. But there are only 24 hours in a day. Solution: Work fewer hours; take more intellectual risks.
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