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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Human resources experts estimate that half of all jobs have outdated, inadequate or inaccurate job descrip­tions.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.
Fred is working his first job and, though he's eager and interested, he unquestion­ably has a few rough edges. How do you transform him into a valuable, smoothly integrated member of your team?
Thanks to breakthroughs in neuroscience, we can better understand how the brain works … and help your employees outgrow bad habits.
Thanks to breakthroughs in neuroscience, we can better understand how the brain works … and help your team outgrow bad habits.
You hired Wendy because she came highly recommended from a similar job at another company. She learned the ropes, but continued to make lots of mistakes because she couldn't let go of old habits ...
Think of the last time one of your people criticized you. Perhaps it was only implied, but you got the idea. Read these four constructive responses.
Learning to quantify performance goals can take time, but it's a skill worth mastering. Quantified goals help you plan effectively, evaluate your people efficiently and eliminate uncertainty.

You hang your coat on the rack and glance at your inbox. Sure enough, there's the product satisfaction survey Ishmael conducted for you. As you expected, it's an immaculately prepared report, neatly bound, with evidence of Ishmael's effort and expertise on every page. Unfortunately, it took two weeks of his time—far more than it's worth.

What should you do when an employee gives you two weeks' notice? Help write a happy ending with these steps:
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