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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You know you shouldn’t have cried, overreacted, yelled, or accused. However, managers are only human, and sometimes emotions get the best of them in the workplace. Here's how to tactfully make amends with staff and move on.
In most cases with some patience, coaching and training, you can turn most employees into high performers. That said, some employees are incorrigible, and nothing you can do will turn their behavior around.
When you have decided that it’s time to let go of someone, don’t rush the decision. Otherwise, you could land yourself and your organization in legal trouble.
Most management experts warn that you shouldn’t micromanage employees because doing so can stunt their creativity and lower their accountability. However, here are four cases when it might be necessary for you to micromanage staff:
To foster teamwork, give employees a voice. Let them work together to make decisions and they’ll collaborate more freely.
For years, you’ve heard that you should praise employees for superior work. But how? It’s better to choose from a range of approaches. Here are five examples.
Many CEOs realize that they need a mission statement that guides the organization and its employees. But a trite mission can fall flat.
In October 2008, Fred Tomczyk spent his first month as TD Ameritrade’s CEO under fire. He found himself running the financial services firm amid a punishing global economic crisis. But rather than retreat into survival mode, he decided to overhaul the firm’s business model.
For 90 days, Google analyzed the relative search volume for “hangover cure.”

Dave Yost, retired CEO of AmerisourceBergen, says he could’ve arrived at the office at 8 a.m. and performed his job just fine. But he showed up at 6:30 a.m. to signal to others that he valued a full day of work. He could’ve traveled first class or used a corporate jet. But he flew coach like his employees to convey the importance of frugality—a key part of the wholesale drug distributor’s culture.

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