(This is an excerpt of an interview conducted by Don Tennant of IT BusinessEdge on October 26, 2010)

Here's a hard reality: If you're a manager, chances are you're coddling your underperformers and clinging to your deadwood, while forcing your most talented, productive people to languish in a sea of non-recognition, encouraging them to jump ship the moment they have the opportunity to do so. That's the assessment of Rick Dacri, author of the book Uncomplicating Management.

Sometimes managers are reluctant to make the tough decisions that would rid their organizations of lousy workers and they're so busy dealing with the problem workers that they fail to acknowledge the contributions of the people who are getting the job done.

Some managers have this egalitarian notion that everyone needs to be treated the same. And by doing that, they turn off the stars, and they in essence reward the people who aren't performing. You need to differentiate between the people who are making all the difference in your company - the ones who don't give you any headaches - and treat them differently.

More than two in five American workers claim that, without coffee, they are less productive at work, but nurses are the ones who most need that java jolt, according to a new survey from CareerBuilder.com.

The survey shows having an extra energy boost in the morning and throughout the day may be helping productivity levels. In fact, 43% of workers ages 18 to 34 say they drag if they don't drink coffee, and for about one-fourth of that age group buying a cup of coffee is a way to treat themselves.

The top professions whose members say they most need the liquid caffeine boost:

Research proves that texting or talking on a cell phone while driving substantially increases the likelihood of an accident. Courts and legislators are recognizing this. Many states, including Massachusetts and New Hampshire, have banned texting while driving. Even where states do not ban cell phone use while driving, state and federal courts are now holding employers liable for the distracted driving of their employees.

Employees not only talk on the phone while driving, but they now email, text and "facebook" from personal handheld devices. In a law suit, your employment practices and policies could be deemed to have encouraged this behavior and open you to massive liability should an accident occur.

What should you do?

I will be speaking before the following group:

Providers Council Annual Convention on November 1. My topic will be Succession Planning: Refilling the Pipeline.

If your group needs a speaker, let me know. I am now booking a number of engagements for 2011. Click below to review my speaker sheet.

A number of tools and booklets to help you manage your workforce are available now. These include:

• Sexual Harassment Prevention Toolbox
• Preventing Discrimination & Harassment Guide
• Strategies to Survive a Tough Economic Downturn Guide
• Guide To Massachusetts Employment Laws for Managers
• Employment Laws for Maine Organizations