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Dealing Effectively With Unacceptable Employee Behavior Webinar
Get expert advice on the sticky issue of disciplining workers whose performance just doesn't measure up. Learn how to handle each step of the process—from recognizing the problem and assessing its severity ... to intervention strategies ... to termination procedures.
Course Description/Agenda Get expert
advice on the sticky issue of disciplining workers whose
performance just doesn’t measure up. Learn how to handle each step
of the process—from recognizing the problem and assessing its
severity ... to intervention strategies ... to termination procedures.
What You Will Learn
- How to recognize the 15
warning signs that a problem is brewing
- How to act—not react—in a
negative situation
- How to offer constructive
feedback
- How to set measurable
performance standards and communicate them to your employees
- And much more
WORKSHOP AGENDA
Program
time: 3 hours
Session 1: Identifying the root causes of
performance problems
- Why bosses sometimes fail to
recognize—or worse, fail to address—performance problems
- The good news: When a
"problem" employee really isn’t a problem
- The major reasons employees
don’t perform up to standards
- 15 warning signs that a
performance problem is brewing
- How to gauge whether a worker
has a true performance problem or a personality clash with you
or other co-workers
- Recognizing the most common
types of difficult workers
- Identifying and getting help
for employees whose performance problems are rooted in substance
abuse, emotional or mental problems or pressing personal
concerns
- Understanding how you, as a
manager or supervisor, may inadvertently contribute to or create
performance problems
Session 2: Tips for maintaining an open
communication channel with a problem worker
- What to say—and what not to
say—when you ask an employee to meet with you about a
performance issue
- The 10 characteristics of
constructive criticism—and how to use it effectively to convey
the perceived problem to the employee and promote productivity
- How to avoid the communication
breakdowns that can escalate a problem situation
- How to avoid making
emotionally charged statements that trigger a negative
response—and lay the foundation for a lawsuit
- Don’t soft-pedal the issue:
The importance of using specific, clear and direct language when
communicating with employees about performance problems
Session 3: Positive intervention
techniques for turning performance problems around
- The importance of taking
corrective rather than punitive action
- The critical differences among
coaching, criticizing and disciplining—and how to decide which
approach a particular situation calls for
- When verbal reprimands are
effective—and what you can do to prepare for and manage workers’
reactions
- Avoiding several common—but
ineffective—managerial tendencies for dealing with problem
employees
- 6 ways to provide employees
with additional training—even if you’re on a limited budget
- Guidelines for establishing
measurable performance standards and communicating them clearly
to a problem employee
- One vital step you must take
to gain employee acceptance for the solution to a performance
problem
- The major elements every
successful performance improvement plan must include
- How to avoid the common
mistakes managers and supervisors make when preparing for
counseling sessions or performance reviews
- A step-by-step checklist for
conducting effective intervention meetings
- Avoiding one of the most
common reasons employee improvement plans fail to work
Session 4: When the problem persists: How
to conduct a formal discipline conference
- How a discipline conference
differs from a counseling meeting and other intervention
strategies
- A step-by-step checklist for
conducting an effective—and legally sound—discipline session
- Crying, anger, hostility and a
variety of other employee reactions you may encounter during a
disciplinary or termination meeting—and specific strategies for
handling each
- Innovative techniques that
often work when traditional approaches to discipline don’t get
results
Session 5: When to terminate
- Employee actions and behavior
that affect performance—and when they warrant termination
- Examples of gross misconduct
that are grounds for immediate dismissal—and how to keep control
of the situation
- A 6-point checklist for
determining when termination is the best course of action
- The 3 actions you must take
before firing
- How to build your case with
solid documentation
- Step-by-step guidelines for
conducting a termination meeting
- What to do after a termination
to minimize negative repercussions among remaining workers
Session 6: Protecting you and your
organization from grievances and legal problems
- How to develop a progressive
discipline policy that gets results and minimizes the legal
liabilities of your organization
- 5 potentially explosive
scenarios to avoid at all costs
- 6 actions you can take during
disciplinary interviews to reduce the risk of lawsuits
- Understanding the double-edged
nature of your organization’s employee handbook—how it can be a
valuable tool or a legal liability, depending on the
circumstances
More Webinar Information |
SkillPath Seminars
|
Course Summary |
Get expert advice on the sticky issue of disciplining workers whose performance just doesn't measure up. Learn how to handle each step of the process—from recognizing the problem and assessing its severity ... to intervention strategies ... to termination procedures. |
Delivery
Method |
Virtual Classroom (Live) |
Who Should Attend |
Managers, HR Personnel, Supervisors |
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Virtual Classroom (Live) |
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