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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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“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?

No doubt about it, people are hooked on the cellphones. And they certainly can be a productivity killer. With cellphones being so commonplace, how do you ensure they aren’t draining employees’ time?

Make sure employees walk away from performance conversations, feeling confident and knowing exactly how to meet your expectations. Follow this advice.

To bond with people on a human level, you need to communicate more fully—and reveal more of yourself in the process.

Most employees understand that sometimes they’ll need to do a little extra for the good of the team. Some, however, are quick to complain “I don’t get paid for that.” Here’s how to respond.

“When you lose a dear friend, it’s painful. But I felt the quicker, the better. ”

Employees resign. It’s a fact of life, and one you will face. However, when a critical employee resigns right dab in the middle of a high-profile project or busy time, it can threaten your team’s success. Follow these steps to manage this tricky situation.

It’s not enough to hire stars. Once they’re aboard, you must create the right environment to maximize their performance.

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