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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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The idea behind alternative dispute resolution is that cases will take less time and cost less money to litigate. But that may not always be true. Often, employees who have signed arbitration agreements and promised to use an alternative dispute-resolution process end up suing in federal court to try to get the agreement thrown out. Courts often oblige.

Words of wisdom about determination and accomplishing your goals.
Thoughts on how to discipline poor performers without muddling your message.
Declaring what you want people to accomplish and urging them to follow through can be effective, but motivators also use accounts of past triumphs to rally staffers to excel. Here's how.
Apply these lessons to get the most from your new hires.
Tips on how to stay connected to off-site employees and how to integrate new technology at work.
How to spot what employees do right and become a more effective motivator and team leader.

Employers have any number of legitimate reasons to monitor employees’ e-mail and Internet usage. Beyond personal productivity issues, you risk significant loss should an employee download a virus or other damaging software or engage in illegal activity conducted on company computers. Here's a discussion of the risks, plus a sample policy ...

Learn how oaths can be an effective way to inspire your team and produce better results.

You manage a group of talented people who operate in an environment that’s almost always stressful. If they make just one mistake, it can lead to costly consequences. Occasionally, an employee loses it. You need to impose calm while letting the hothead blow off steam.

Many otherwise skilled managers subtly belittle their employees. Here are some common ways that supervisors unintentionally hurt the feelings of their subordinates.
Work with each employee to identify five metrics that you’ll use to evaluate performance.
You can motivate and train your employees by using these methods to ignite their passion.
Anything less than a completely honest performance appraisal will only cheat the employee out of personal development, plus it could set the stage for a discrimination lawsuit. Here are eight important do’s and don’ts:

There’s a flood of employment law litigation sweeping the nation. Blame the recession. Employment-related cases are clogging court dockets at the state and federal levels. The EEOC is fielding more and more employment discrimination claims. Facing these realities, alternative dispute resolution is becoming increasingly popular as parties look for more efficient, less expensive conflict-resolution mechanisms. Arbitration is the type of alternative dispute resolution that’s attracting the most attention.

In a recent group coaching session, we were talking about the challenge of delegating actions and decisions to your team while still keeping yourself informed of things that could put either your organization or career at risk. Here are some of the ideas we came up with on that front:
We have a generous paid time off (PTO) policy: There’s no use-it-or-lose-it provision and there’s no limit on how much time off employees can accrue. However, four of our employees continually use up their PTO, often working only nine days out of 10 in a pay period. It’s all within the “letter of the law,” but other employees have started to grumble that these guys aren’t pulling their weight—and we have been very busy lately. Do you have any suggestions about how to break these employees of their “entitlement” attitude? They’re otherwise great employees.—Barbara
Disasters resonate with people; happy, successful outcomes do not. Read how to use disasters as valuable learning experiences.
Thoughts regarding debriefing staff about a meeting.
A reflection on quality teaching and ways to facilitate “knowledge transfer” within your organization.
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