Managing People at Work

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Managing People at Work

5 ways to build interviewing confidence

Studies show that only about 30% of employees like interviewing candidates. Though we can’t make everyone love interviewing, here are five ways to help your employees develop confidence when you bring them into the interview process.

Handling disputes across and up the ladder

Tension with peers or senior leaders is inevitable when decisions carry high stakes. Left unmanaged, conflict slows work and drives talent away.

How to broach career conversations with ease

Want to increase engagement, loyalty and retention among your employees? Express genuine interest in their career goals. It shows you’re invested in them beyond their current to-do list and care about their aspirations.

Silent resignation: How managers can SPARK motivation

Gallup’s State of the Global Workplace 2024 Report found that employee engagement fell from 23% to 21% last year—equating to an estimated $438 billion in lost productivity. That decline isn’t about employees walking out the door; it often looks like people who stay but stop striving.

3 ways to handle high-performing employees who hurt team morale

“Brilliant jerks,” as they’re sometimes called, present managers with quite a predicament. Yes, you value their performance and might have difficulty replacing them if they leave. However, the damage they cause may outweigh their contributions.

How in-office teams can boost morale with a wellness work-from-home day

If your team is usually on-site, offering an occasional remote day can give employees a valuable mental reset. With Work from Home for Wellness Day landing on Saturday, August 16 this year, managers can choose a weekday to let their in-office teams skip the commute and work from a space that helps t

Market stability brings retention opportunities—if managers act now

Despite a cooling job market and economic uncertainty, most employees are signaling they’ll stay put over the next six months. But a sharp decline in worker confidence about external opportunities suggests that stability in the short term could mask deeper engagement challenges.

From likable to effective: Rethinking ‘nice’ leadership

As a manager, there are worse things employees could call you than “nice.” However, leaders stuck living out the childhood conception of the word may find that it doesn’t translate into the results they truly want from their team.

Build better habits fast with micro-coaching moments

Time is a manager’s most limited resource, but skill development doesn’t have to be sacrificed for the sake of a packed schedule. Coaching doesn’t always require a formal meeting or extended feedback session. The most effective coaching often happens in the moment.

Oversight that builds trust, not fear

Keeping an eye on workers is part of leaders’ role, but making team members feel micromanaged and untrustworthy typically isn’t the best way to achieve desired outcomes. A better idea: Monitor results, not every action.