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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The way you communicate with your people signals what importance they should attach to what you tell them. If really important things aren’t getting done in your department, take a good look at the way you’re talking about them.
When tough-as-nails Hunter Harrison became CEO of railway company CSX Corp. in March 2017, the stock soared. That’s because Harrison, 72, has a track record of impressive turnarounds—taking underperforming railroad companies and boosting their profits.
It’s been a long year, but there’s still a ways to go. If your team is feeling worn out, follow these tips to breathe some life back into employees, and finish the year strong.
Encouraging people to step out of their comfort zone is one way to help them to develop and grow. However, you don’t want to set them up for failure. Follow these tips to challenge people the right way.
Given that recent research by the Society of Human Resources Management indicates just 38% of employees in the United States are very satisfied with their job, there’s a good chance your employees may be unhappy at work—despite what they share verbally.
As a junior at the University of Florida, first-team All-American Abby Wambach attended a coveted camp for the nation’s best under-21 soccer players. At the camp, she played against a women’s professional league and performed well. Or so she thought.
Grant employees autonomy and you free up time to focus on your priorities. However, just make sure your employees are capable of self-managing—that is, they have the willpower and mastery to take control of their own work. Follow these tips.
For years, Sheryl Sandberg handled employees’ mistakes by following standard procedure: Identify the key participants, meet with them and assess to what extent they take responsibility for their error. While there’s nothing wrong with that strategy, it has its limits.
Denise Renee Green helps leaders manage their time, boost their efficiency and communicate more forcefully. They often call her the “should police.”
When you’re spending a good part of each day with the same people and working toward common goals, establishing positive relationships raises morale and makes time pass more pleasantly. But should these friendships continue beyond the office when you’re the boss?
Show a genuine interest in what an employee did on her vacation or a few days off to do something special.
James Galton died at age 92 on June 12, 2017. He ran Marvel Comics Group from 1975 to 1991, earning a reputation as a strategic genius and all-around nice guy.
These days it seems anybody could read what they want in just about anything they see. More so, when it comes to Halloween costumes.
Q. I manage people much older than me (I’m 29). They really do know more than me, and they have much deeper industry experience than me. I’ve told them that—and that I don’t have all the answers. But when I say that, they laugh derisively. How can I defer to them without coming across as a softie?
Convert your indifferent or apathetic employees into top performers by following these tips.
Rob Hale, founder and CEO of Quincy, Mass.-based Granite Telecommunications, often insists that his company has the best customer service in the telecommunications industry. He backs it up by setting high standards and educating employees about his favorite measures—and why they matter so much.
If you want to suck the motivation, inspiration, enthusiasm and productivity right out of your staff, follow this advice.
If you want your feedback to matter to employees, avoid these common—but reckless—mistakes.
Change resistance comes in all shapes and sizes, but the most common form is the seemingly innocent phrase “We tried that before, and it didn’t work.” To put an end to this type of change resistance, follow this advice.
If your job involves delivering bad news to employees, the blowback can sting. The simple act of communicating something awful can wreak havoc on your emotions.
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