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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…

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When faced with a poor-performing or disruptive employee, it’s easy for supervisors to play the wait-and-see game and simply hope the situation will improve. But problems rarely solve themselves. And that’s especially true with problem employees.

If you’ve ever visited YouTube.com, you may have clicked on videos showing an assortment of office meltdowns. Laptops get smashed, desks are overturned. While some of these are funny to watch, each one probably made you think, “Man, I hope nothing like that ever happens at our office.” Sad to say, it could ...

The more valuable an owner is to a business while he/she is active in it, the less value the business has when the owner leaves…unless the owner has put in place people and processes that assure the business will stay prosperous.

Just when you thought you had mastered the intricacies of the FMLA, employees and their lawyers have come up with a new trick that could trip you. This one involves how employers calculate attendance under no-fault absenteeism programs.

Fairmont-based MowMar Farms has fired six workers at its newly acquired farm near Bayard, Iowa, after a videotape revealed that some employees routinely abused pigs there. The footage, shot by PETA, showed workers slamming piglets on a concrete floor...

As the impact of the global economic crisis takes hold, a quarter of U.S. employers expect to make layoffs in the next 12 months. Find out how employers nationwide are hunkering down—and the HR lessons you can apply to your organization. Your goal: Do what needs to be done ... without killing productivity.

Employees who want their employers to make reasonable accommodations for their disabilities must let their employers know they need accommodations. But some employees don’t want to provide a lot of medical information and may stall the process while they make numerous accommodation suggestions ...

As the impact of the global economic crisis takes hold, a quarter of U.S. employers expect to make layoffs in the next 12 months—if they haven’t already done so. However, most companies are focusing on increased employee communication and smaller cost-saving measures.

Q. An employee complained that co-workers made fun of her at an after-work bowling event. She says they made fun of her accent (she is an immigrant) and talked about sexual acts involving her. She is embarrassed now and does not want to work with the people involved. Do I need to look into this, or should I refuse because the incidents took place away from work? ...

As with any team, the synergy of an advisory team is what optimizes the talents of each member and promises the best overall outcome for any enterprise. Use the annual advisors meeting to take full advantage of the complementary strengths of all team members and prepare the business for the year to come. 
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