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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If your work team includes a few prima donnas, you understand their unique problems. Prima donnas cannot grasp the possibility that they are not perfect. Use these tactics to manage those employees:
Can you afford to lose some of your best workers because you fail to engage them? You can keep employees satisfied with five simple tactics:
You can create a culture where people are happy and engaged—and still meet your performance goals and quotas. Follow this advice:
An inability to let go of minutiae cuts dramatically into your productivity and your staff’s productivity. Is micromanagement impeding your progress? Answer “Yes” or “No” to the following questions:

Vince Molinaro, a leadership consultant, finds that disengaged employees often don’t trust their leaders. To raise the trust level within an organization, follow these steps.

Think of a take-charge CEO and you may envision a loudmouth barking orders. But that’s not necessarily the right way to lead. Quieter, more measured leaders often succeed as well.

Any small business can post its core values on the wall and remind employees about them daily. But if employees are never held accountable for these behaviors, they’ll just repeat transgressions over and over. “Accountability must be woven into the fabric of your organization," says Brian Bedford, co-author of the new book, Culture Without Accountability—WTF? What’s The Fix?

Eileen Fisher’s line of radically simple clothing has a pretty radical leadership structure.
Without realizing it, you may cast gloom and doom over your team. It’s all in your word choice.
Chris Rufer has brought innovation to an industry not accustomed to outside-the-box thinking: tomato processing. Rufer views the traditional relationship be­­tween supervisor and employee as “forced” and “artificial.”
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