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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…

Declaring what you want people to accomplish and urging them to follow through can be effective, but motivators also use accounts of past triumphs to rally staffers to excel. Here's how.
Apply these lessons to get the most from your new hires.

Employers have any number of legitimate reasons to monitor employees’ e-mail and Internet usage. Beyond personal productivity issues, you risk significant loss should an employee download a virus or other damaging software or engage in illegal activity conducted on company computers. Here's a discussion of the risks, plus a sample policy ...

Work with each employee to identify five metrics that you’ll use to evaluate performance.
You can motivate and train your employees by using these methods to ignite their passion.
Learn how oaths can be an effective way to inspire your team and produce better results.

You manage a group of talented people who operate in an environment that’s almost always stressful. If they make just one mistake, it can lead to costly consequences. Occasionally, an employee loses it. You need to impose calm while letting the hothead blow off steam.

Many otherwise skilled managers subtly belittle their employees. Here are some common ways that supervisors unintentionally hurt the feelings of their subordinates.
Anything less than a completely honest performance appraisal will only cheat the employee out of personal development, plus it could set the stage for a discrimination lawsuit. Here are eight important do’s and don’ts:

There’s a flood of employment law litigation sweeping the nation. Blame the recession. Employment-related cases are clogging court dockets at the state and federal levels. The EEOC is fielding more and more employment discrimination claims. Facing these realities, alternative dispute resolution is becoming increasingly popular as parties look for more efficient, less expensive conflict-resolution mechanisms. Arbitration is the type of alternative dispute resolution that’s attracting the most attention.