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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Have you been taught to “sandwich” constructive criticism be­­tween two positive statements? I think this is a distasteful way of delivering feedback and here’s why:
During a busy period, your key operator, Heather, is called for jury duty. You tell her that the company may be able to get her excused from it. But Heather refuses, saying that she con­­siders it her civic duty. What would you do?

Problem: Jack has become a minor ­celebrity with other employees ever since he filed an OSHA complaint about an alleged hazardous condition. He spends so much time talking about safety, that his job performance is declining. It reaches the point that Jack needs to be disciplined.

Giving feedback is an important management task but certainly not an easy one—especially when the feedback isn’t all sunshine. Fortunately, it’s a skill that can be learned. Follow this seven-step method whenever giving negative feedback:
How to avoid the two most common pitfalls in writing performance reviews.

While most managers don’t deal directly with ERISA, you may be your company’s “communication voice” for benefits. Warning: Don’t make promises the company isn’t in a position to keep.

If you're relying solely on your memory to evaluate employee performance, you're making appraisals far more difficult than necessary. That's why it's best to institute a simple recording system to document employee performance. The most useful, easy-to-implement way is to create and maintain a log for each person. Follow these six steps:

Sonia, a manager at an insurance company, updates us about her efforts to motivate an employee who seems perpetually bored with his work.
In training seminars, you’ve learned to acknowledge employees’ emotions. You know to say, “I see that you’re …,” and add “angry,” “concerned” or “hurt” to fit the situation. Unfortunately, managers have overdosed on I-feel-your-pain statements.

Set A, B and C goals for your employees’ performance expectations. C goals are Comfortable. B goals are Believable. A goals are Awesome.

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