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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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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.

Conflict intensifies when groups seek to innovate or navigate organizational change. That’s why it’s critical to lead with questions—to explore rather than lecture and argue. Follow these tips.

Employees who reach their potential need the space to thrive. If you micromanage them, they may stop making decisions, suggesting ideas and taking prudent risks.

Mentors contribute their skills, expertise and experience as a gift. They may also wield their influence to open doors for mentees to gain career opportunities. What’s in it for the mentor?

If an underlying tension exists between you and an employee, now’s the time to address it. Use these techniques to reverse the momentum of mounting conflict.

You need to be careful when writing up employees for disciplinary reasons. To protect yourself and the organization, follow these guidelines when documenting employee discipline.

Just like the New England Patriots and the Philadelphia Eagles, great teams do not happen by accident. There has to be deliberate intention in investing in the team and a shared goal that is bigger than any one team member.

Negative employee behavior doesn’t have to be truly egregious (e.g., abusive or insubordinate) to hurt your team. Seemingly minor or innocent actions can cause big conflict. Here are three common—but often ignored—problem behaviors.

Make a point this year to invest time in coaching your employees to both improve performance and take it to the next level. Follow these tips.

According to a recent Harris Poll Interactive Survey, 69% of managers dislike communicating with staff. Here’s how you can dramatically improve in providing clear expectations and meaningful feedback.

When your team experiences a big setback or outright failure, they’ll undoubtedly feel disappointed. Don’t ignore it. Instead, gather your team to reflect on the situation so you can move forward.

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