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…
In some company cultures, open communication between managers and team members grows organically from leaders at the top, where people are encouraged to share ideas and concerns.
“To get anything of importance done, a manager must delegate everything that can possibly be done by others. This is a simple fact of business life,” says Brian Tracy, author of Delegation & Supervision.
Matthew Kelly, author of The Dream Manager, argues that if you take steps to help employees act on their dreams, they grow more connected, productive and loyal to you and your organization. Here’s a real-life example.
If you lead people who are much older than you, wielding your authority won’t get you very far. It’s smarter to ask for input from more experienced employees.
Q. My employee, Jane, has family in the military. They’re stationed in war zones. Jane’s performance is slipping—she’s just not herself. What can I do?
William Gus Pagonis ran logistics in the 1991 Persian Gulf War. Based on the 18 months that Pagonis directed the movement of troops and supplies to the Gulf, Gen. Norman Schwarzkopf praised him as the war’s “logistical wizard.” How did Pagonis do it?
Many organizations conduct exit interviews with outgoing employees. But instead of putting too much stock in exit interviews, conduct “stay interviews” with current employees. Every quarter, meet privately with them and ask three questions.
What would mean more to you … a “thank you” email from your organization’s CEO or a handwritten “thank you” note? The answer is obvious. Handwritten notes carry a greater impact.
When Jeffrey Ashby, a former NASA space shuttle commander, learned in 2002 that he would lead a mission to the International Space Station, NASA had already picked his crew. To bond as a team, Ashby asked the crew to join him in Utah’s Canyonlands National Park for an 11-day trek, which paid off when they went into space.
Dan Ariely, a psychology professor at Duke University, remembers the first time he was hired by attorneys to serve as an expert witness in a court case. A big law firm sought his help to explain its client’s behavior ...