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…
Got a new employee on board? Great! Now it’s time to introduce him to the staff. Just don’t make this misstep.
Just as the coach of a losing team can be the force that keeps players giving their all down to the last second of the game, managers have an opportunity to make a significant impact on how their employees perceive times of challenge—even when the company chips are down.
You’ve heard it hundreds of times: Praise employees to reinforce desired action or effort. But there’s a right and wrong way to compliment someone.
While filming “Up in the Air,” Anna Kendrick struggled to maintain her confidence and sense of belonging. In one sentence George Clooney provided reassurance in spades.
To give a truly rousing pep talk that motivates your employees and spurs them to action, researchers Jacqueline and Milton Mayfield at Texas A&M International University say the most successful talks contain these three elements.
If you work with people who possess these characteristics, follow this advice.
Q. I’m amazed by the demands my employees make. It never stops. They want to work from home. They want more time off (one guy requested a three-month sabbatical!). I never expected being a supervisor would require fending off constant outlandish requests. What can I do?
Employees who make a point of being at work every day are a manager’s dream, right? Not so fast. Beware the cost of employees who never take a day off despite being ill.
Being negative solves nothing—and more often than not, it causes people to shut down and disengage, says Jon Gordon, author of The Power of Positive Leadership.
Finding qualified candidates requires an investment of time, energy and money from all involved in your organization’s recruitment, hiring and training functions—but your role as a manager doesn’t really begin until after employees have completed their new-hire paperwork.
As a young manager at Johnson & Johnson, Jim Burke developed a therapeutic chest rub for children. The product launched to great fanfare—and failed miserably.
Your employees have job titles. And specific duties are inherent in the title. But, often, it’s not that simple. Here are some guidelines to help you keep job descriptions in line with the actual work your employees do.
Looking to add to your team? Scott Wintrip, author of High Velocity Hiring: How to Hire Top Talent in an Instant, offers these tips.
When new employees join your team, they may already be feeling worried about fitting in or failing. Don’t make the transition harder on them. Instead, follow this advice.
Offering employees incentives can be a great motivator—if you do it the right way. Follow these rules.
Here are six points to help guide you when you tell an employee that you will be monitoring his work.
If you want your best employees to head for the hills, do these three things.
Some executives, like dogs, “bite” by being disrespectful or demeaning. There are key indicators, Timothy R. Clark explains, that signal this tendency quickly.
We have a belief that when we’re listening to someone, we have to do something to show that we’re listening, like smiling or nodding our head. Not so. That’s called looking like you’re listening.
As a teenager, IBM executive Patrick Tambor and his band mates practiced at his house. Overhearing them discussing whether they should forgo college and pursue their music, Tambor’s father decided to get involved.