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…

Inappropriate attire … tardiness … poor work habits ... sexually offensive behavior … personal hygiene. HR professionals are routinely forced to discuss those uncomfortable topics with employees. What's the most awkward conversation you've ever had to have with an employee? How did you approach the discussion? How did it turn out?—The HR Specialist Forum Editors

Virtually every federal employment law has an anti-retaliation provision—they would be toothless tigers without them. Employees who can’t prove outright discrimination often try the retaliation route. The EEOC handled a record-high 33,613 retaliation complaints in 2009. As a result, employers must tread carefully when dealing with an employee who has exercised his or her rights under any federal law.

Keeping written records of an employee’s substandard actions or behavior gives you more disciplinary options if problems worsen. Here are some ideas to properly documenting events.
Worrying about money poses a particularly serious health risk in this economy. Even if your bank account is fine, consider your employees’ ?financial woes.
Charlie, a manager at a cosmetics firm, discusses the changing nature of his relationship with his employees during the economic slowdown.
Just because you’re the boss doesn’t mean you want to spoon-feed employees with your wisdom. Welcome honest feedback from everyone.Thoughts on accepting feedback.
When you meet with employees, begin by stating your “what and why”—what you want to discuss and why now.
Ideas for motivating your staff without monetary incentives.
We’ve said it before and we’ll say it again: Nothing wins lawsuits like good records. Tell all managers and supervisors that HR won’t approve any disciplinary action without a copy of the documentation used to justify the decision ...

At Arizona American Water, HR goes “overboard” with employee communication, says Senior HR Manager Linda Stillman, sending electronic newsletters around the office, paper newsletters to employees’ homes and setting up teleconferences to share information.