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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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Basketball star Pete Maravich (1947-1988) revolutionized the game with his ball-handling skills. But it didn’t happen by accident: Pete’s father blazed his son’s path to greatness with great care.
Tele­­commuting can offer employers some potential advantages, but successful management of off-site employees takes some special consideration.

In most manufacturing plants, a supervisor oversees the work of a few dozen people. But at General Electric’s jet engine facility in Durham, N.C., more than 300 employees report to the plant manager. These 300+ people thrive in self-directed work teams.

People exhibit passive aggressive behavior in many ways—for example, muttering during meetings, doing things behind others’ backs, or not adhering to deadlines or commitments. Managing those behaviors can be challenging, as they are often not presented directly to you.
The 360-degree feedback method is a popular way to provide both positive and negative feedback to employees. Follow these tips to use the strategy effectively.
Organizations spend lots of time and money trying to boost employee morale. A simple dose of recognition is often all you need to keep employees’ spirits up.
If you have good but temperamental people working for you, you know the problem: Your constructive criticism is often taken as a personal attack. Here’s how to offer suggestions to keep your workplace running smoothly.
Organizations waste most of the time and money they spend on training because most rely on outdated training ideas and boring methods.
At Southwest Airlines, CEO Gary Kelly treats storytelling as a core element in uniting the company’s 46,000 employees. How does he do it?
Louis van Gaal has been named manager of the world's most famous soccer team, Manchester United, after the organization quickly fired the man it hired last year to lead the team into the future—this after a quarter century of glory under the revered coach Sir Alex Ferguson.
Relations between managers in their 20s and 30s and older team members can be tricky, as different attitudes and life experiences may keep them from seeing eye to eye.
Here are a few common ways your efforts to be a supportive manager may actually hinder your team’s potential.
Peter Diamandis has built his entrepreneurial career around gathering creative people and letting them loose to chase lofty goals. The 51-year-old founded the X Prize Foundation, a nonprofit that runs competitions to identify the most ambitious ideas and technologies to help humanity.

One of your star employees, Hal, is peerless when it comes to handling customers, but he con­­sistently doesn’t comply with internal procedures. For example, he fails to complete paperwork or seek proper approvals when he processes orders over $1,000. What would you do?

Erica was a failed entrepreneur getting a second chance when she realized that her new company was going down just as surely as her own had. Desperate to do something, she latched onto an old-timer, Raymond, who brought together a group of volunteers brainstorming ways to right the ship ...
From Ed Catmull, co-founder of Pixar Animation Studios, comes an incisive book about creativity in business—sure to appeal to readers of Daniel Pink, Tom Peters, and Chip and Dan Heath.
Managers who help their employees develop their careers are rewarded with satisfied, productive staff members who benefit the organization. Here are some ways to help people reach their potential:
If you manage employees with families, they’re bound to ask you to accommodate them as they handle family obligations. Here are a few general ways to respond to such requests:
How you issue assignments can deter­mine how well employees understand and carry out your wishes.
Talking to employees about performance problems, attendance issues, or an upcoming layoff can be awkward. Take these steps to make those conversations easier for you—and your employees.
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