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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Stepping in to lead a pre-existing team demands a sound management strategy. Will you have one when the time comes?
Twenty-five percent of employees have quit a job because of others’ rude behavior, according to a new report from communications firms Weber Shandwick and Powell Tate, in conjunction with KRC Research.
Promoting your best employees can be scary because you risk throwing off the team dynamic and hurting its
performance. Instead, ensure a smooth transition when you promote employees by following these tips.
Successfully welcoming a new hire increases retention rates and can go a long way toward building employee engagement. Here are six ways that a company can successfully bring a new hire on board.
Fielding employee questions is an unavoidable part of any manager’s role. However, a daily bombardment of questions could indicate poor leadership. Take these steps if you hear too many questions.
Today’s knowledge workers spend only 45% of their time on primary job duties. The other 55% is squandered on meetings, email and administrivia. Here’s what workers say causes lost productivity.
Maybe we shouldn't be so quick to crack down on the ones who greet both the dawn and the dusk with a hearty "Let's do something already!"
Liz Wiseman suggests putting them in surprising situations where their deeply rooted expectations will be challenged.

Productivity and morale are the main casualties when organizations retain people who clearly aren’t doing their jobs. The Harvard Business Review suggests managers follow these three C’s to deal with an underperformer.

The most motivated employees will respond by describing their overriding goal to make a life-changing impact on others.
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