This month’s Worst Communicator Award comes courtesy of a colleague who is at her wit’s end with her supervisor.
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…
Managers who understand what employees value have an opportunity to inspire them to find a purpose for their work that they can embrace, and connect to a deeper meaning and increased engagement in their work.
A few years ago I began the habit of getting up earlier and writing in my journal, taking the time to be reflective, appreciative, and grateful. I gradually felt compelled to share these positive and uplifting stories that I had discovered with others. I decided to start by sending a weekly email to the thirty people on my team at Acceleration Partners. The email was originally called “Friday Inspiration,” and I sent it out each Friday morning to the whole company.
When you’re inundated with job applicants, follow this process to quickly pare down all those résumés to the best candidates for the job.
Just as a virus spreads from its host, rudeness at work starts with one “carrier” who acts inappropriately. As co-workers react to a single nasty comment or incident, they are more likely to respond in kind.
Your team will perform best when you trust its members to perform on their own. Don’t just hand people a project. Make sure they can positively answer these questions.
For rock climber Tommy Caldwell, leading sometimes involves stepping back and withholding judgment—even when he disapproves of a teammate’s behavior.
No manager wants to come across as Scrooge, but all of the interruptions to “business as usual” during the holiday season can make any leader not so jolly.
The goal of mediation is to help both sides work out a solution they can live with. Here are some do’s and don’ts to follow when you set up a mediation session.
Give more information than your employees may need ... Keep chairs open ... Do a double evaluation