People Management skills for all types of managers — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Page 4
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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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Just as the coach of a losing team can be the force that keeps players giving their all down to the last second of the game, managers have an opportunity to make a significant impact on how their employees perceive times of challenge—even when the company chips are down.
You’ve heard it hundreds of times: Praise employees to reinforce desired action or effort. But there’s a right and wrong way to compliment someone.
While filming “Up in the Air,” Anna Kendrick struggled to maintain her confidence and sense of belonging. In one sentence George Clooney provided reassurance in spades.
To give a truly rousing pep talk that motivates your employees and spurs them to action, researchers Jacqueline and Milton Mayfield at Texas A&M International University say the most successful talks contain these three elements.
If you work with people who possess these characteristics, follow this advice.
Q. I’m amazed by the demands my employees make. It never stops. They want to work from home. They want more time off (one guy requested a three-month sabbatical!). I never expected being a supervisor would require fending off constant outlandish requests. What can I do?
Employees who make a point of being at work every day are a manager’s dream, right? Not so fast. Beware the cost of employees who never take a day off despite being ill.
Being negative solves nothing—and more often than not, it causes people to shut down and disengage, says Jon Gordon, author of The Power of Positive Leadership.
Finding qualified candidates requires an investment of time, energy and money from all involved in your organization’s recruitment, hiring and training functions—but your role as a manager doesn’t really begin until after employees have completed their new-hire paperwork.
As a young manager at Johnson & Johnson, Jim Burke developed a therapeutic chest rub for children. The product launched to great fanfare—and failed miserably.
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