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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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Q. I assigned a person on my team to serve as “change agent.” I told him to review our policies and propose solutions to improve our operation. Now he refuses to accept anything the way it is and wants to overhaul everything (even what works). Help!
To ensure you hire the right people for your team, avoid these questions.
Josh Bersin, Principal and Founder of Bersin by Deloitte, an HR research firm and consultancy, serves up several predictions for 2017 that he believes will improve workplace productivity into the next decade.
Q. I’ve got a group of employees who are so distracted by the political goings-on on a national level that they just can’t seem to focus on work. How can I get them to concentrate better?
If you work with people who lack self-awareness, use these tips to help them improve—or at least, make dealing with them a bit easier.
Most managers want to be liked by their staffers. But what if there’s something more important?
Tired of hearing about servant leadership? Want people to shut up and do what you tell them? Take these steps and they will fall right in line...for now.
Anyone who’s hired supervisors knows that the skills to perform a job aren’t the same as the skills to manage it. Here are traits to look for when assessing whether an employee could step into a leadership role.
Consider making a new employee’s first day at work a culture-only affair.
Mark Murphy has advised on the hiring processes at hundreds of companies—and in doing so, has slowly revealed commonalities among job candidates when they speak during interviews.

Team management wants to pay a football star a crazy number of millions of dollars per year, but his agent would like just a smidgen of an increase over that already astronomical amount, or the man with the golden arm walks. How many times have you shaken your head over the greed displayed in a situation like this? But if you were that football player, you’d likely make a similar demand.

In two experiments led by Christopher Oveis of the University of California at San Diego, high-status individuals had different laughs than low-status individuals, and strangers could tell the difference.
“The lesson is you have to find people that you trust who will guide you.”
Employees whose pay is just above minimum wage usually have trouble connecting their tasks with the big picture. And that disconnection is often at the root of their lack of motivation.
The “I’ll just do it myself” attitude you may be harboring is hurting your career and team.

An interesting phenomenon occurs in most organizations. On day one, most employees are fully engaged as these fresh hires are excited to begin a new experience. And yet, according to Metrus Institute, engagement levels drop considerably during the first few years, and often far more than you would expect after a honeymoon period. Clearly something is going on, and most organizations need these four key actions to minimize this degradation of engagement and reboot it to formerly high levels.

These 3 simple phrases could transform your employee relationships.
Being a fantastic listener can have a downside.
Announcing a policy change ... Make a good first impression
If employees are totally blindsided by poor reviews or terminations, they are much more likely to file lawsuits. But if workers receive coaching and progressive discipline, they’ll see the bad news coming a mile away, and they’ll have little reason or motivation to play the legal card. Follow this seven-step method whenever giving negative feedback:
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