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…
The growth of anti-bullying laws, policies and public campaigns are making employees ultra-aware to potential bullying situations at work. For supervisors, that means it’s more important than ever to be alert to how your words and actions are being delivered … and received. Here are eight do’s and don’ts:
Observation and feedback are essential to your role as a leader. How to make sure you keep paying attention:
Let managers know you’ll back them up—and then actually back them up. The most important thing you can say: “I will fight for you ..."
True leaders inspire employees to reach their potential. That’s a tall order. More often, leaders fall into the trap of becoming passion killers. One practical way forward is asking your team to catalog “passion killers.”
Do you know why you do what you do? Knowing whether you’re doing something out of habit or conscious decision-making could be a powerful tool for your business. Here’s one illustration of that power:
Do you know how hard it is to keep a low employee turnover rate at a call center? Pretty hard, apparently. In the United States, roughly half of call center employees quit within a year. But at the American Express World Service Center in Florida, turnover is in the single digits. Here's why.