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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What do you do when workers complain about their pay? Try our solutions to some common problems.
It can be tricky to come up with the right formula that matches what temps can do (their skills) with what they should do (your expectations).
Bullying in the office is alive and well, according to recent statistics.

We talk a lot about motivation, in a lot of different contexts--from employees' long-term career goals, to the challenges facing female talent, to managing younger workers, to making the best new hire. And throughout all these different discussions you can hear a common theme: To get success, you've got to want it.

Whatever label we give them--"Gen Ys," "Millennials" or just "kids"--young workers bring unique perspectives to the workplace.

Several states are debating legislation that would make “workplace bullying” an illegal practice, like discrimination or harassment. Passage of such bills would increase your liability risks and force you to referee personality disputes. Here's the status of the legislation, and how your organization should respond ...

“Motivation” is a hot property right now. The word literally means “moving,” but it’s come to mean moving toward a goal.
The bad news about burnout is that once a good employee has a serious case of it, the only thing that can help him recover is time away from the stress of the job. The good news is that managers can take many steps to be sure employees don't get a serious case of burnout.
Your job as coach is to help the worker make that change--it's not to reprimand, and a coaching discussion shouldn't be presented as one.

Have you ever wished you could have a verbatim record of an HR conversation, just as a hedge against a “he said, she said” dispute in court? Don’t hide a tape recorder under your desk until you’ve considered this ...

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