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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In survey after survey, the top mistake managers admit to making is waiting too long to deal with underperformers. The urge to look the other way—or assume things will improve on their own—can prove too powerful to resist.
Brad, a manager at a large insurance company in Connecticut, discusses his efforts to motivate entry-level workers.
When workers fear job losses, they may lay low and focus on self-preservation. But you need them to step up and take prudent risks.
Motivating cynics is almost impossible. You may temporarily spur them to try harder or care about their work, but your efforts may soon fizzle.

The global economic crisis that has forced U.S. employers to slash their salary budgets has not spared HR salaries. A new report says HR pros' base pay and incentive compensation grew more slowly last year. Compensation isn’t expected to rebound in 2009, either. Find out where you stand.

To commemorate Workplace Eye Health and Safety Month, think about your eyes for a moment. About 2,000 workers injure their eyes on the job every day. Most of those injuries could have been prevented with simple precautions.
When your workers struggle to acquire new skills or complete a difficult project, do you jump in and dish out advice?
Before you train workers to do a new skill, present the big picture.

American workers can access the Internet, e-mail, instant messaging and other forms of electronic communications from anywhere at any time. While electronic communication helps people do their jobs, it also leaves a trail. A telephone conversation relies on the memory of two participants, but e-mail and IM discussions can be preserved for years to come. And, given the casual way so many people fire off e-mail these days, that can spell legal trouble for employers.

The popularity of Internet blogs and social networking sites such as MySpace, LinkedIn, Facebook and Friendster is causing confusion and concern for some employers. Is there any harm in using information published on the Internet to screen applicants? At a time when it’s easy to search the web for information on just about anyone, what steps should a reasonable employer take to investigate the background of an employee?

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