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…
Without built-in motivation, work is just a job. But with it, work becomes an extension of a team member's personality, values and desire for success and satisfaction.
Definite guidelines help clarify expectations and prevent wasted effort. Managers who can put appropriate rules in place and see that they are followed create an important edge for themselves and their teams.
The ability to engage and motivate employees, followed by the ability
to communicate, are the skills that organizations want most in their
leaders, says a new study by Right Management Consultants.
Both Rob and Lisa are good employees, and Maurice knew that when he hired experienced people, he gained access to new ideas. He didn't want to discourage them from sharing those ideas—just to understand when and how they should do so. Here's what Maurice told them:
Over the long term, managers have a number of options for improving the performance of chronic slackers—or cutting them loose entirely. But in the heat of a crisis, the options are more limited.
It seems simple to set rules regarding punctuality, expect workers to follow them, and resort to discipline when they don't. But often, tardiness is a symptom of bigger problems that, left unaddressed, will keep you from ever getting people working on time. Here's what to do:
Whatever the reason for an employee's isolation from the rest of the group, you can't afford to let it continue. Your team's overall performance depends on your ability to help all team members feel comfortable enough to do their best.
When a manager says, "I wish I could motivate Alex," that usually means "I wish I could get Alex to do the job better." Here are six keys to doing exactly that.
Issue: More employers are offering voluntary supplemental medical insurance, and insurers are offering more products.
Benefit/risk: Such plans can fill gaps left by medical coverage cutbacks, but the strategy can ...
Issue: How do you calculate overtime pay for employees who perform two separate jobs at separate hourly rates?
Benefit: New Labor Department rulings clarify this confusing part of wage-and-hour law. ...
"Coaching" doesn't mean telling people what they've done wrong; rather, it's telling your team members what and how they can do right.
Managers have the power to keep our people from being bored. Because we can help our team members see the purpose in what they do—how it helps the team, the enterprise, the world and each of us as individuals. In the battle against workplace boredom, we're the commanders.
When Don went on vacation two weeks ago, Regina reduced his assignment load and reset his deadlines so that he could enjoy his time off. But since he got back, Don has been drifting, and his production is low ...
Issue: Ready-to-use employee training materials flood the Internet.
Risk: Your supervisors create liability risks by distributing videos, books or handouts without first vetting them for offensive content.
Action: Review ...
Hopefully, reading about multimillion-dollar lawsuit verdicts has motivated you to implement anti-harassment and discrimination employee training. But how good is the training you're giving? It's a question worth asking.
Knowing how to delegate tasks to your team members is a critical management skill. It helps you develop your people while controlling your workload at the same time. But part of mastering this skill includes knowing when not to delegate.
Leaders have tremendous
power to inspire and encourage, but some techniques actually undermine
performance. Here’s Samuel Spitalli’s list of 10 no-nos:
As a front-line manager, you can tell firsthand when you've made a good hire or not. Right? Well, it depends. If you're trying to help your enterprise assess its overall "quality of hire"—that is, to measure the effectiveness of its recruiting and staffing strategies—then you need to focus on metrics that capture why you think a new hire is or isn't successful.
Experts can't emphasize enough how important it is for managers to take an active role in helping employees get back to work after injury or illness.
Some people use the words interchangeably, but for most of us the traditional boss is someone who turns employees off, while a leader turns them on. So it's valuable to understand how to be a leader instead of a boss.