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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HR Law 101: When employees are on FMLA leave, employers must continue to provide health benefits for them. The same services your group plan provides on-the-job employees must be made available to those on FMLA leave. If you change coverage or adopt another plan that offers new services while employees are on leave, you must make the new benefits available to them as well ...

As a manager, you know that coaching your employees is an effective means of resolving performance problems, but some issues require other approaches.
Many managers ask, "How can I say no?" What they really mean is, "How can I say no without hurting people or feeling guilty or developing a reputation as a naysayer?"
"I didn't know what you expected ... Well, no one told me to do it that way!" Have you heard this complaint before? Probably so.
Consider these organizing principles to determine what new hires need to know right away, soon and a little later.
Have you ever worked with someone whose most frequent, ready answer was "no"? Here are some guidelines on how to turn negative workers into positive assets.
A single untruth needn't result in imme­diate dismissal, but a steady pattern of unreliable reporting or telling tall tales undoubtedly makes an employee a poor team member.
Human resources experts estimate that half of all jobs have outdated, inadequate or inaccurate job descrip­tions. Fortunately, it's not hard to master the mechanics of preparing a job description that fully and accu­rately reflects the true requirements of the position.
Good training doesn't just happen. It's the result of careful preparation and part of a well-developed system of supervision.
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