A Survival Guide to Managing Employees from Hell by Scott G.G. PDF

By Scott G.G.

ISBN-10: 081447408X

ISBN-13: 9780814474082

All managers get saddled with ''problem'' staff now and then; what units nice managers aside is how they take care of them. Drawing from real-life tales, this beneficial and funny consultant presents readers with sensible recommendation for dealing with a variety of tough kinds, together with: * The most unlikely ''I''s: Incompetents, Idiots, and Imbeciles — clueless staff who easily don’t comprehend what they’re doing * The Bull within the workplace China store — the usually offended employee able to confront someone and everybody * The Party-Time Performer — the worker who, even if nice with humans, continuously turns work-time into fun-time * I’ve obtained an issue — staff whose paintings is compromised by way of any of a variety of own demons, from drug and alcohol difficulties to emotional concerns From whiners and wastrels to the needy and nefarious, this publication offers readers the instruments they should deal with any form of tough worker.

Show description

Read Online or Download A Survival Guide to Managing Employees from Hell PDF

Best management: project management books

Read e-book online Managing the IT Services Process PDF

Handling the IT provider strategy is the 1st publication of its sort to acknowledge the reality of IT provider supply. It takes the final view of the provider administration technique and hyperlinks jointly the weather of carrier point administration, structures availability, bills and benchmarking, and the helpdesk. within the final five years there was an incredible structural shift within the IT with the conventional place of Helpdesk supervisor being changed through a brand new functionality of IT providers supervisor.

Project Management Institute's Organizational Project Management Maturity Model (OPM3) PDF

Corporations flip to OPM3® since it is helping them bridge the space among method and person initiatives, and offers how to increase strategic pursuits throughout the software of venture administration rules and practices. Organizational undertaking administration adulthood version (OPM3®) – 3rd version is the results of years of improvement and keeps to construct at the origin shaped through the enter of hundreds of thousands of undertaking administration practitioners and experts from international locations all over the world.

Download PDF by Bruce Fried, Myron D. Fottler: Human Resources In Healthcare: Managing for Success, Third

Human assets in Healthcare: coping with for fulfillment, 3rd version, provides the concepts and practices at the back of successfully coping with humans the healthcare s most vital asset. It offers the strategies and sensible instruments important for assembly the original problem of handling healthcare staff.

New PDF release: PMP Project Management Professional Exam Review Guide

The final word PMP® examination prep consultant, up-to-date for the 2015 examPMP® examine advisor, eighth version is a whole source for PMP® examination practise, that includes complete assurance of all examination goals, hands-on perform, and lots of interactive instruments. totally up-to-date to mirror the venture administration Institute's most modern adjustments to the examination, this re-creation contains the revised top practices in alignment with PMBOK® fifth variation.

Extra resources for A Survival Guide to Managing Employees from Hell

Sample text

As Sam described, ‘‘He became a decent person, and he started treating others decently. ’’ Today’s Take-Aways À If someone’s doing a good job of being an arrogant a**hole, do a good job of not letting that person’s behavior bother you. À When a person is being arrogant and obnoxious because they are doing a good job, once the good job ends, they are likely to stop. À Being humbled is a good antidote to arrogance, and if you aren’t able to humble that person, it’s a good chance that someone or something else will.

Have a meeting with Hilda to give her feedback from other employees about what she is doing wrong, such as advising her not Damaged Goods 51 to complain and ask so many questions at staff meetings. That way, she might be able to change what she is doing in a timely fashion. Other? Ω In this case, Bethany knew she was getting a problem employee transferred to her department. If she couldn’t stop the transfer, she might have done more to set the stage to let the employee know what was expected and show her willingness to help her do better.

This would avoid having the meeting seem like a dump-on-Hilda session. In short, Bethany might have taken a more proactive approach to lay out the expectations for the job and work with Hilda in a supportive way to deal with problem areas she already is aware of. I NCOMPETENT 52 Then, if these proactive efforts aren’t fruitful, rather than waiting for HR to decide that Hilda had to go due to recurring complaints, she might have taken action herself earlier on. She could give Hilda a clear warning that if things didn’t change in the next week or two, she would have to let her go.

Download PDF sample

A Survival Guide to Managing Employees from Hell by Scott G.G.

by James

Rated 4.10 of 5 – based on 45 votes