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…

How to spot what employees do right and become a more effective motivator and team leader.
Words of wisdom about determination and accomplishing your goals.
Thoughts on how to discipline poor performers without muddling your message.

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 ...

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.
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.
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: