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…
More than ever, work is collaborative. And where do things go wrong when it comes to collaborative work? At the handoff. It’s usually not because someone is incompetent or lazy; it’s due to poor communication. The bottom line: We all need checklists. Use or adapt this “handoff checklist” when delivering a project assignment, suggests the Harvard Business Review blog.
While many people gripe about their jobs from time to time, few are converting words into action. When it comes to hunting for a better position elsewhere, most of us don’t bother, according to a survey by Accenture.
Customers may not always be right, but employers can’t ignore their reasonable and lawful complaints. Remember, you need to document those complaints at the time they happen—especially if it seems like a customer complaint might lead to employee discipline.
Guess which of your employees are among the most likely to file a discrimination complaint, request ADA accommodations or ask for FMLA leave. Those who know they’re in trouble at work. They think that by doing so, they’ll make you think twice before discharging them. If that doesn’t keep you from firing them, guess what happens next.