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…
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.
Matthew Kelly, author of The Dream Manager, argues that if you take steps to help employees act on their dreams, they grow more connected, productive and loyal to you and your organization. Here’s a real-life example.
William Gus Pagonis ran logistics in the 1991 Persian Gulf War. Based on the 18 months that Pagonis directed the movement of troops and supplies to the Gulf, Gen. Norman Schwarzkopf praised him as the war’s “logistical wizard.” How did Pagonis do it?
What would mean more to you … a “thank you” email from your organization’s CEO or a handwritten “thank you” note? The answer is obvious. Handwritten notes carry a greater impact.