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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Jay Forte, president of The Greatness Zone, LLC and author of Fire Up Your Employees, called attention during his February webinar to several culture mistakes your organization needs to avoid.
Here are three of the hardest personality types you’ll come across at work—and how to manage them.
Many people hide their feelings out of anger, fear or uncertainty. So a manager needs to have his or her radar up when an employee says one thing and thinks or does another.
So, you have a perfectly functional workplace where things are getting done adequately—but the office has become one of those too-quiet places where you can drop a dime on the carpet and hear it echo up and down the hallway.
A “written warning” is usually a key step in the process of progressive discipline. It’s purpose, of course, is to effect a change in behavior. But how do you write one?
When an aspiring diva is oversharing vivid details of her latest marital crisis, loudly lamenting a new company policy, or turning the search for a lost document into a Mission Impossible-style hunt, the one thing she isn’t doing is her job.
Do you have an employee who turns in great work and doesn’t cause major problems, but he or she consistently pushes the boundaries on rules?
Retired Lt. Gen. Frank Kearney was deputy commander for the U.S. Special Operations Command. The three-star general helped oversee 62,000 people with a $10 billion budget.
It’s important to be able to trust the people you work with day in and day out. It can, however, be hard to communicate this trustworthiness to others.
When more than one employee is implicated in a rule violation, make sure all employees are disciplined equally. That’s especially true if they have the same supervisors and similar disciplinary histories.
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