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…
If someone doesn’t mirror your preferred communication style, it’s tempting to label that person a poor listener. You may look for ways to avoid working with that individual. Yet in many cases, two people with mismatched personalities can still collaborate well. Jessie Kahnweiler learned that lesson.
It may surprise you that the first item on the list of ways to get people to come to work more often is to encourage dissent.
It’s a common scenario in the workplace: An ongoing dispute between two employees. Left unchecked it can split your whole unit into factions. And your workers may be looking at everything you do in terms of which side you seem to favor. Here are some guidelines that can help you address employee conflicts in a positive, effective manner.
We often think of “discipline” as “punishment.” But it means more than that. Webster’s New World College Dictionary defines it as “training that develops self-control, character, or orderliness and efficiency.” Keeping this definition in mind can help you separate the myths about discipline from the realities.