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…
When good workers seem to be simply going through the motions, it may be because they're riding on the career merry-go-round—wanting to try something new, but unable to get away from what they're already doing. Here are some questions to ask them:
If your organization does business with any government entity (from a state agency to a local school board), be wary of allowing government officials to become involved in your employee discipline ...
THE LAW. Alternative dispute resolution (ADR) is a less costly way of resolving employment conflicts than going to court Also, good ADR programs often end up being a more peaceful forum ...
Employees who are competent, yet complacent pose a challenge to many front-line managers. Sometimes, it's best (and easiest) to chalk their lack of drive up to personality and leave it at that. But managers need to get their people to work at their full potential.
We've all dealt with office martyrs who choose to do things the hard way. They put in long hours and much labor on simple tasks that could be handled quickly.This sort of game can be a real drag on your team's productivity and morale. Try the following strategies for making your team a martyr-free zone.
As a manager, you need to orient new hires by pointing them toward success and letting them know how to get there. Something this important shouldn't go unplanned. Some basics:
In a recent survey by the Society for Human Resource Management, men ranked work-life balance as a higher priority than did women, and workers younger than age 50 valued it more highly than did baby boomers.
Dan knew that in the long run, working with Andy was a better investment than starting over with a new hire. Here's the strategy he used to coach his promising but undependable worker:
With today's workers feeling the strains caused by higher performance requirements, greater responsibilities, and more frequent downsizings, it's important for managers to be able to identify and deal with burnout.
Somewhere along the line, you will en-counter poor-performing employees who whine, assign blame, watch the clock or drag down morale. These types might improve with counseling, but the odds are they won’t. Why, then, might you hesitate to fire such people? Here are four lousy excuses for not imposing proper discipline: 1. “I need him.” [...]