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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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Intelligent leaders don’t know everything. But they’re smart enough to ask the right questions. Posing sharp inquiries elevates your team’s thinking. Here are four simple ones that effective leaders ask their colleagues.
Career development appears at the top of many lists. Unfortunately, the lists tend to be focused on what employees desperately want but are not getting from their managers.

You probably wouldn’t be where you are professionally if it weren’t for an attentive boss who took an interest and recognized your special talents. Now it’s time to pass that favor along by recognizing and cultivating talent among your own employees. Here’s how:

With some 1.5 million Americans affected by Parkinson’s disease and about 60,000 new cases diagnosed each year, chances are you may manage someone with this motor system disorder during your career.
Because unemployment figures remain high, many employees stay put even if they dislike their jobs. If you manage people who seem detached, take these steps to en­­gage employees so they don’t sit and stew:

At Pixar, the people who make the products run the show. The home of “Toy Story,” “Cars,” “Finding Nemo” and “Monsters Inc.,” builds stories from the ground up, putting faith in its employees.

To engage in effective coaching, you need to uncover the core issue to address. Otherwise, you’ll advise em­­ployees on extraneous matters while the most pressing issue gets ignored.
Effective leaders often say they prefer to earn employees’ respect than to befriend them. The test comes when these bosses need to dish out criticism. To express criticism that sinks in, take these three steps.
With every effective team, there comes a time when the person in charge can shift his or her focus from managing to coaching. The transition from manager to coach doesn’t have to be earthshaking, nor does it have to require additional work.
The holiday season is a perfect time to show your team members how much you value their hard work and dedication. Don’t despair if there’s no budget for presents or if company policy prohibits giving gifts.
With 3.3 million American adults diagnosed with obsessive-compulsive disorder, the possibility exists that you may be managing someone struggling with the condition.
The biggest challenge for an organization is keeping its top talent. Times are changing and so are the attitudes of today’s worker. Here are the top 10 employee retention strategies:
It can be hard to give up control of a project and trust that your team members will get the work done and do a great job. But you can’t do it all, and if you try, you probably won’t do very well and will likely alienate your people in the process. Tips to delegate effectively:
While Dick Cross was training to become a naval officer 30 years ago, he studied the “bearing” of an officer. But times have changed. Authority today, Cross says, is not granted officially but by those who agree to follow their leader.
Engaging your employees enhances the bottom line. How do you measure engagement? Use a system that rates staffers on three behaviors:
While many people on your staff may welcome the lower tem­peratures and colorful changes of autumn, the shrinking amount of daylight may spell trouble for employees with seasonal affective disorder.
One of the benefits of advanced technol­ogy in the workplace is that it allows for more flexibility for employees, including the opportunity for some to work remotely.
It may seem as if praising a team member is always a good idea. What’s wrong with acknowledging a job well done, especially when research shows that appreciation from the boss ranks high in employee surveys?

The growth of anti-bullying laws, policies and public campaigns are making employees ultra-aware to potential bullying situations at work. For supervisors, that means it’s more important than ever to be alert to how your words and actions are being delivered … and received. Here are eight do’s and don’ts:

The most successful leaders delegate almost all their regular work to their staff, which allows them to facilitate and orchestrate everyone else’s performance. But “doing nothing” is hard for people who have risen through the ranks for their ability “to do.” Two ways to get better at it:
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