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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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Do you know why you do what you do? Knowing whether you’re doing something out of habit or conscious decision-making could be a powerful tool for your business. Here’s one illustration of that power:

Do you know how hard it is to keep a low employee turnover rate at a call center? Pretty hard, apparently. In the United States, roughly half of call center employees quit within a year. But at the American Express World Service Center in Florida, turnover is in the single digits. Here's why.

Perhaps you put in many long hours of work each week and expect your employees to do the same. But how much is too much?

It was an honest mistake, but a sloppy error that’s going to cost the company thousands of dollars. What do you do? Even the best employees screw up, and while it’s your job to handle disciplinary issues, you don’t want to risk losing an otherwise valuable employee.
If you have an employee who has trouble staying organized or flits from one thing to the next, it's possible he or she may be suffering from attention deficit disorder (ADD).

A Texas executive’s coach asked how employees would rate him as a listener. “I think they would say I’m a bad listener,” the exec replied, “but if you press them, they’ll say I always get their content.”

Matt Emerzian offers one good reason not to dread Mondays: “It represents a day for all of us to do better, to be ­­better.” How might you challenge those you lead to embrace Emerzian’s philosophy?

At school, they call it bullying. In corporate America, you might recognize it as executive hubris. The effect is the same: The person in charge shuts others down, leaving behind a demoralized culture. What makes some leaders do it?

Some ideas on getting candid feedback: To verify whether you’re hearing the truth, put mechanisms in place such as ombudsmen, hotlines and surveys. To encourage open dialogue, have lunch with small groups of employees ...

Ever notice how you can say the same exact thing to two different people, and they each take the comment completely differently? The best managers know how to give feedback to different employees. Here are nine personality types and how to handle them:

Question: What do you think will happen if a manager suggests that a female sub­­­­ordinate put on a bathing suit to attract new customers?

In Adrian Gostick and Chester Elton’s book The Orange Revolution, they offer low-cost ideas for sparking or rewarding employee engagement:
One of the greatest philosophers ever known was a master of asking questions. Instead of lecturing, Socrates posed a series of thought-provoking questions to his Greek students. How can you use the Socratic Method as you lead others?
Sooner or later, a manager must be the bearer of bad news. If it’s a termination or disciplinary notice, employees may react with anger. To help keep an irate employee under control, you must keep yourself under control. Here are six tips:
The entitlement mentality comes in all colors of the rainbow, from employees complaining if they have to work late, demanding perks, wanting to be consulted before any workplace change is made, and thinking they can do no wrong. Tips on how to burst employees’ “me me me” bubbles:
The very definition of “lead” begins with “show the way.” So why do so many leaders tell, rather than teach?

As the temperatures rise, so, too, will pant and skirt lengths, as employees begin dressing in their favorite “keeping-cool” summer attire. Now it’s up to the manager to handle these infractions—if the company has a dress code. Tips for that uncomfortable chat:

When it comes to retaining and motivating employees, compensation is important, but communication is key. Especially for a company with a combination of on-site and virtual employees, regular, required communication between management and staff—and among peers—is essential.

HR wears many hats, one of the most important being keeping your organization out of court. An equally important—and related—hat is smoothing out the "people problems" that inevitably arise in any organization. Here's useful advice on how best to solve common employee problems.
There’s a huge difference between mastering a specific task and managing employees. Supervision requires a different skill set that, for many rookie managers, doesn’t come as easy as doing the work. Here are 10 tips to help new managers transition into their roles.
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