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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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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.

Q. The nature of our business is up and down. All the volatility makes it fun for me, but some members of our team aren’t very good at handling the uncertainty. They get frazzled and don’t deal well with sudden lulls and surges in activity. Are there ways to help people take volatility in stride?

Q. One of my employees is paranoid. He talks about how the company spies on everyone, uses hidden cameras in the restroom, eavesdrops on us, monitors our online usage, etc. I keep assuring him he’s full of it, but he replies, “You’re just a supervisor. This is above your pay grade.” How can I convince him to stop all the nonsense?

In 2009, actor Tony Danza decided to spend a year teaching students at a large Philadelphia high school. Predictably, the teacher wound up learning some big lessons.

Long-winded babblers seem incapable of summarizing a point or succinctly addressing an inquiry. Take preventive action to save time and reduce the rambling. 

As a manager, you must hold employees accountable if they abuse workplace policies. Follow this advice.

What they ask, and why.

Many new employees have good ideas to make things better in the workplace. A good boss will coach new employees in suggestion-making, so it’s done in a positive way that doesn’t leave the new employee as an ostracized know-it-all. Here’s what to tell them.

The more you treat people like individuals, the more likely they are to follow your lead.

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