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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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Team management wants to pay a football star a crazy number of millions of dollars per year, but his agent would like just a smidgen of an increase over that already astronomical amount, or the man with the golden arm walks. How many times have you shaken your head over the greed displayed in a situation like this? But if you were that football player, you’d likely make a similar demand.

In two experiments led by Christopher Oveis of the University of California at San Diego, high-status individuals had different laughs than low-status individuals, and strangers could tell the difference.
“The lesson is you have to find people that you trust who will guide you.”
As I write this, the local pro football team is engaged in a familiar dance with an emerging star: Management wants to pay him a certain crazy number of millions of dollars per year, but his agent would like just a smidgen of an increase over that already astronomical amount, thank you very much, or the man with the golden arm walks. How many times have you shaken your head over the greed displayed in a situation like this? But if you were that football player, you’d likely make a similar demand.
Employees whose pay is just above minimum wage usually have trouble connecting their tasks with the big picture. And that disconnection is often at the root of their lack of motivation.
The “I’ll just do it myself” attitude you may be harboring is hurting your career and team.
An interesting phenomenon occurs in most organizations. On day one, most employees are fully engaged as these fresh hires are excited to begin a new experience. And yet, according to Metrus Institute, engagement levels drop considerably during the first few years, and often far more than you would expect after a honeymoon period. Clearly something is going on, and most organizations need these four key actions to minimize this degradation of engagement and reboot it to formerly high levels.
These 3 simple phrases could transform your employee relationships.
Being a fantastic listener can have a downside.
Announcing a policy change ... Make a good first impression
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