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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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When an argument breaks out during a meeting, work through it with this advice.

As I write this, the local pro football team is engaged in a familiar dance with an emerging star: Management wants to pay him a certain crazy number of millions of dollars per year, but his agent would like just a smidgen of an increase over that already astronomical amount, thank you very much, 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.

Q. I’m quite well paid and it’s obvious to everyone at my company. But I’m in charge of motivating a lot of very low-paid employees. I’m not sensing their trust—I think the income disparity is a real problem. What do you recommend?

Even at 16, it was obvious that Bram was going to make it big. Here's what he possessed that so few others do.

Wafflers constantly change their minds and give wishy-washy answers to even the most simple fact-finding questions. To hold a waffler accountable, try these techniques.

Creating a more compassionate, cooperative, gracious workplace can start with sending a simple birthday card.

Turns out it’s easy to find out if someone is a narcissist.

“As the pace of change accelerates and you want to run ahead as fast as you can, don’t let the hard work of compromise lose out,” says Beth Brooke-Marciniak.

Here are some things your ace workers would love to hear you say.

Daniel A. Dailey is Sergeant Major of the Army, the service’s highest-ranking enlisted soldier. So it would figure that Dailey, 46, has strong ideas about what it takes to lead.

Every boss has a worker or two that, well, just grates on you. Learning to give a pat on the back to someone who rubs you the wrong way takes practice, but it’s well worth it.

Want to grow leaders, pass along the culture of your firm, or convince new hires that the company is vested in their career development? Encouraging mentorship might be your answer.

Piyush Patel, CEO of digital animation training company Digital-Tutors, knows how to make new employees feel at home and appreciated.

Are you considering taking over a virtual team? If so, make sure you are up to the challenge. The most successful virtual leaders do these things.

If you have the feeling people may not meet an impending deadline, don’t wait until it’s too late. At least one week prior to the deadline, check in with employees to gauge their progress. Ask them questions like these.

Here are a couple of tips to stay on top of projects employees are working on.

Even though research on the relation between time pressure and creativity remains muddled, a few things started to become clear as early as 2002, according to a 10-year study by Harvard business professor Teresa Amabile.

Most teams have them—members who complete their assigned tasks well enough, but never have much to say during team meetings. How do you reach these silent workers? It depends on why they keep quiet.

“Although I followed my employee’s wishes, it left me with a nagging feeling.”

Q. I’ve lost trust in one of my employees. He’s acted in ways that make me think he’s unreliable and possibly a liar. But he’s technically very good at his job and I’d prefer not to lose him. Is it possible to have someone on your team who’s proficient at his work, but untrustworthy? I mean, everyone lies sometimes, right?

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