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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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Meet your future C-suite execs ... A cautionary tale on change ... A thumbs-down on meetings.
Many would-be leaders claim to crave honest feedback. But when they get it, they ignore it or even take offense. For many CEOs, there’s a cost of asking for input: having to take it seriously.

Douglas Conant, founder of Conant­Leadership and chairman of Avon Prod­­ucts, offers four tips for being a conscientious leader and in­­spir­­ing the people who work with you to become better versions of themselves.

For decades, management experts have praised Jack Welch as a model leader. The former CEO of General Electric was famous for firing the lowest-rated performers every year, causing employees to compete with each other to retain their jobs. John Mackey, co-CEO of Whole Foods Market, rejects that approach.
Bill Kanarick has always enjoyed asking questions—and it has served him well. He’s senior vice president and chief marketing officer of Sapient Corp., a global services company based in ­Boston.
“As business leaders, we do a really good job of telling people what they do wrong, and a really bad job at telling them what they do right,” says Bill Sims, author of the new book Green Beans & Ice Cream.
For many leaders, motivation means pumping people up to achieve a big goal within a tight time frame. Lorne Michaels, creator of "Saturday Night Live," and his team face a hard deadline every six days.
Mike Figliuolo writes that he gained some of his vast leadership knowledge from his mom. Here are three favorites from the founder and managing director of thoughtLEADERS.
When Brian Cornell became CEO of Sam’s Club in 2009, he had just spent a successful two years as CEO of Michaels Stores, an arts and crafts retail chain. But he had never run a membership warehouse company like Sam’s Club, a unit of Walmart ...
If your work team includes a few prima donnas, you understand their unique problems. Prima donnas cannot grasp the possibility that they are not perfect. Use these tactics to manage those employees:
Can you afford to lose some of your best workers because you fail to engage them? You can keep employees satisfied with five simple tactics:
You can create a culture where people are happy and engaged—and still meet your performance goals and quotas. Follow this advice:
An inability to let go of minutiae cuts dramatically into your productivity and your staff’s productivity. Is micromanagement impeding your progress? Answer “Yes” or “No” to the following questions:
When is the best time to tell employees that their performance doesn’t meet your expectations? As soon as you notice problems.
Employees usually see tickets to sports and entertainment events or gift certificates as great rewards. Make those rewards even more meaningful by including employees’ significant others in the fun.
Some new employees have a hard time when they join a tight-knit team. If one of your new employees has a hard time fitting in, follow this advice:
Fierce, Inc., an award-winning leadership development company, predicts that many of the “old school” management practices will go by the wayside as organizations adopt new models for engaging employees.

Vince Molinaro, a leadership consultant, finds that disengaged employees often don’t trust their leaders. To raise the trust level within an organization, follow these steps.

Think of a take-charge CEO and you may envision a loudmouth barking orders. But that’s not necessarily the right way to lead. Quieter, more measured leaders often succeed as well.

Any small business can post its core values on the wall and remind employees about them daily. But if employees are never held accountable for these behaviors, they’ll just repeat transgressions over and over. “Accountability must be woven into the fabric of your organization," says Brian Bedford, co-author of the new book, Culture Without Accountability—WTF? What’s The Fix?

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