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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The problem: A stellar employee seeks a promotion to a job that demands a fair amount of speaking in front of groups large and small. The trouble is, she stutters. Your first thought: This will not work out. What do you tell her?

Sacred cows are roaming your hallways. They’re grazing on profits, productivity and patience. To round them up and put them out to pasture, you need to be a constant cow hunter. And you need to get your entire team excited about tumbling those herds.

In hiring, use questions or case studies to screen out amoral individuals. In leading, make your value system explicit.
The general might get the credit for his strategy or style. But if you want to win battle after battle—and, ultimately, the war—good sergeants are essential.

Diversity is on the mind of Severin Cabannes, one of three deputy CEOs for Société Générale. The France-based global banking concern is pressing forward on a topic that doesn’t get much play in today’s economy-obsessed world:

People do their best work when they understand how their efforts fit into the big picture. They do better with context.
Executive coach Steve Roesler has heard too many top managers say they rely on 360 assessments to give feedback to middle managers.
After the Container Store opened its first store in Houston, chief executive Kip Tindell unveiled the company’s “Foundation Principles.” Tindell dipped into a file of “best thoughts” he’d been gathering for years, searching for the ones that best defined his ideal of doing business. Lesson: Lay down your own foundation principles to help employees act as a unit working toward the same ends.

Every year, employees at SurePayroll anx­­iously await for leadership to an­­nounce who won the Best New Mistake award. Yes, the biggest mistake. Is your awards program a creaky tra­­dition or an injection of excitement? In­­vigorate your thinking with this advice:

Rite-Solutions has created an internal stock market for employee ideas called Mutual Fun. Employees get $10,000 worth of “opinion money” on their first day, so they can show support for an idea by buying the stock. Later they’ll share in the proceeds if a project delivers real-world revenue.
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