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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Before an employee’s performance slips or he or she quits altogether, take these steps to correct the situation.

Prepare for a tough conversation as carefully as you would prepare for an important meeting with a client. Here are three effective steps to take when laying down the law.

Here’s how to keep business running as usual and make the transition as stress-free as possible.
"Oh, I could never try something like this," you might think after sampling this list of offbeat ways to give employees a grin. Or could you?
Most employees will motivate them­­selves—if you let them. All you need to do is treat them fairly, unclog lines of communication and keep your promises. Try these simple steps.

What’s the single most important skill that a leader needs to run a big organization? Empathy. At least that’s what Jeremy Darroch thinks. He’s the CEO of Sky, a London-based satellite broadcasting and media company.

Tenured, experienced and high-­performing teammates can decide they are simply “too good” to complete certain duties. To encourage a prima donna to chip in, follow this strategy.

One CEO knew his employees needed a big lift after enduring a snowy and frigid winter. Read how his "Summer of Love" gave them a light at the end of the tunnel.
Swearing doesn’t have to result in co-worker harassment or poor public relations in order for you to send out a cease-and-desist order. If you think someone’s language is a workplace problem, that’s all the justification you need to act.
Use these activities to encourage your employees to share feedback you can use to improve your organization.
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