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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For the first time, the Indiana Supreme Court has endorsed a claim brought by a former employee against a supervisor (rather than the company for whom he worked) on the grounds that the general harassment was so severe as to constitute illegal bullying ...
Sometimes, even the best HR professionals may feel paralyzed when faced with a major employee discipline decision, such as whether an employee should be fired. They hedge and keep asking supervisors questions, or keep an investigation open to get more information. If this sounds like your HR office when dealing with a discrimination complaint, relax ...
If you aren’t careful, arbitration agreements can leave your company paying more, not less. That can happen when employees file a federal lawsuit regardless of an agreement requiring arbitration. Then the court has to decide whether the arbitration agreement is valid ...
Josh Weston, CEO of Automatic Data Processing, challenged one of his division managers to follow up an increase in productivity with goals to top their performance the following year.
In 1999, Linda Guyden, a former vice president for Prudential Insurance Company in Newark, and 358 other employees received a $10 million settlement for race discrimination and related claims against the company. Then, in 2000, Guyden filed a separate federal lawsuit based on her complaint ...
Inevitably, your organization will have to conduct a workplace investigation. It may be because an employee has alleged discrimination, or perhaps someone has stolen something. Whatever the reason, an investigation is in order—and you have to get it right. An inadequate investigation can do more harm than good ...

The Fair Labor Standards Act (FLSA) requires employers to compensate employees for any time spent on the job that benefits the employer. There are, however, some exceptions. For example, if employees use their own time to study materials that will qualify them for promotions, that time generally doesn’t have to be paid.

Many managers find it difficult to tell diligent workers that they're screwing up, but that's an inescapable part of your job.
About 10 years ago, consultants started emphasizing pay-for-performance as a motivational tool. The idea stuck.
About one year ago, you hired Jim with high hopes. After a grueling search, you decided that he could plug a hard-to-fill hole in your company. You were thrilled.
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