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…
Many organizations conduct exit interviews with outgoing employees. But instead of putting too much stock in exit interviews, conduct “stay interviews” with current employees. Every quarter, meet privately with them and ask three questions.
What would mean more to you … a “thank you” email from your organization’s CEO or a handwritten “thank you” note? The answer is obvious. Handwritten notes carry a greater impact.
When Jeffrey Ashby, a former NASA space shuttle commander, learned in 2002 that he would lead a mission to the International Space Station, NASA had already picked his crew. To bond as a team, Ashby asked the crew to join him in Utah’s Canyonlands National Park for an 11-day trek, which paid off when they went into space.
Dan Ariely, a psychology professor at Duke University, remembers the first time he was hired by attorneys to serve as an expert witness in a court case. A big law firm sought his help to explain its client’s behavior ...
There’s no shortage of negative employee behaviors that can have an ill effect on the entire workplace. Use these tricks of the managerial trade to deal with some of the most irritating employee types.
Sure, every worker dreams of his or her manager handing out a large raise, but there is more on an employee wish list than money. Here’s what else employees would choose if they could.
Here’s how a manager can encourage passion and cooperation in employees.
Employees often fear that disclosing a health issue to management may change others’ perceptions and limit career opportunities. Providing a supportive environment in which such matters can be discussed, however, is vital to maintaining productivity and reaching solutions.
Having disengaged staff on your team hinders performance and morale, and can damage your reputation. Assume that everyone on your team could use a little uplift, and work to proactively engage employees. Here’s how:
Matt Labrum, football coach at Union High in Roosevelt, Utah, recently suspended his entire team until further notice.