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…

Frances Hesselbein, who led the Girls Scouts of the USA from 1976 to 1990, was named the “Best Nonprofit Manager in America” by Fortune magazine. But what makes her truly remarkable as a leader isn’t that so many people think of her as an outstanding leader. What’s exceptional is the way she gets others to think of themselves as leaders.
You already know to scold employees in private. You don't want to embarrass them at the same time that you're criticizing some aspect of their performance. But reprimanding in private doesn’t excuse you from speaking diplomatically.

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.

At the low point of the recent recession, managers who let their guard down lost a chance to uplift their employees. Fretting, exasperated supervisors left their subordinates feeling like helpless victims. To alleviate swirling anxiety at work, open the floodgates so that people can commiserate in a supportive environment.
With gasoline prices averaging near $4 per gallon, many employees are struggling to keep their tanks filled. For some, the added cost makes it hard to get to work each day. Are your employees sweating the gas price crisis? Is your organization doing anything to help relieve employees’ gas pains? Tell us your story.
Q. My company is a nonsubscriber under the Texas Workers’ Compensation Act and has its own on-the-job employee injury benefit plan. Is there any way to decrease the likelihood of employees who receive benefits under the plan later suing the company and recovering damages related to their injuries?
The WARN Act forbids employers from implementing a plant closing or mass layoff until 60 days after employees have been notified they will lose their jobs. Employees on layoff status when the announcement is made are also entitled to receive warning. They’re also entitled to wage payments if, at the time of the notice, they reasonably expected they would be recalled to work.

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.