Problem: Jack has become a minor celebrity with other employees ever since he filed an OSHA complaint about an alleged hazardous condition. He spends so much time talking about safety, that his job performance is declining. It reaches the point that Jack needs to be disciplined.
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…
While most managers don’t deal directly with ERISA, you may be your company’s “communication voice” for benefits. Warning: Don’t make promises the company isn’t in a position to keep.
If you're relying solely on your memory to evaluate employee performance, you're making appraisals far more difficult than necessary. That's why it's best to institute a simple recording system to document employee performance. The most useful, easy-to-implement way is to create and maintain a log for each person. Follow these six steps:
Set A, B and C goals for your employees’ performance expectations. C goals are Comfortable. B goals are Believable. A goals are Awesome.
Employees are often the best sources of ideas because they are closest to the daily details of the organization. But too often, employees are sitting on great cost-saving, business-generating ideas because they’ve never been specifically asked. Here are five strategies to help encourage their input.