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…
When it comes to giving criticism, many managers have been taught to use the “sandwich” approach: Start with a positive statement, present the problem or concern, then finish with another upbeat sentence or bit of praise. But because the technique is so familiar, workers often view such conversations as insincere. Learn a better way to give constructive criticism.
By publicly scolding an employee, you may feel like you’ve sent a loud-and-clear message. But it comes at a risk: A solid contributor might quit. Joel Manby offers a case in point.
Bob Lutz spent many years as the No. 2 executive at big car companies, working closely with the CEO. He learned how to get along with his bosses while correcting their blunders.
If Americans were taking a new job and had their choice of a boss, they would prefer a male boss over a female boss by 35% to 23%, although 40% would have no preference, according to a new Gallup poll.
Say one of your employees walks into your office all red-faced and angry. How should you respond? Follow these do’s and don’ts to help employees vent about stressful work problems and think about solutions:
Marilyn Tam, who grew up abused and neglected, has overcome steep odds to succeed. She became chief executive of Aveda Corp. after serving as president of Reebok Apparel and Retail Group and a vice president at Nike. She specializes in helping people achieve what she calls “dynamic balance” to attain happiness and find meaning in life and work.
To convey your message with urgency, find a way to break through employees’ inertia. Take a cue from Stephen Elop, who became Nokia’s CEO in 2010.
You might not have a lot of time to think of ways to show your appreciation to your staff. This is where iappreciate can help.
The success of an open-door policy depends upon having a common sense set of rules and procedures, so that openness and transparency don’t lead to internal discord.
“To get anything of importance done, a manager must delegate everything that can possibly be done by others. This is a simple fact of business life,” says Brian Tracy, author of Delegation & Supervision.