Even with good hiring and strong leadership, every supervisor eventually faces an employee with what this session calls Toxic Attitude Syndrome. Poor attitude, attendance or work quality can take a lot of time, energy and emotion. This 60-minute performance management webinar gives managers insight and tools for dealing with difficult employees.
You'll learn how to set clear expectations from the start, why progressive discipline policies and probationary periods can backfire, how employment at will and just cause work, and how to investigate and document problems objectively. The session also covers coaching, performance improvement plans, SMART goals, disciplinary meetings and preparing for termination.
WHY SHOULD YOU ATTEND?
57% of employees have seen abusive or intimidating behavior at work, and nearly everyone works with someone who isn't pulling their weight. Left alone, poor performance drags down the whole work environment.
This session helps managers and supervisors responsible for corrective action, HR professionals and aspiring leaders hold employees accountable for lasting change and improve their organizations with a clear, prepared approach.
AREA COVERED
- Starting off right by creating clear expectations
- How poor performance affects organizational performance and the work environment
- How progressive discipline policies can hurt you
- Why probationary periods may be a bad idea
- What employment at will is and when you can use it
- Key concepts of just cause
- Steps for conducting disciplinary investigations
- Holding employees accountable for sustained change
- A simple system for deciding how to coach employees
- Dealing with difficult people
- 11 barriers supervisors face in managing behavior
- Documenting Toxic Attitude Syndrome objectively
- Preparing for termination
- Preparing for and conducting a disciplinary meeting
- Performance improvement plans, with a sample form
- Setting SMART goals for employee performance
LEARNING OBJECTIVES
- Set clear performance expectations from day one
- Explain the risks of progressive discipline policies and probationary periods
- Apply employment at will and just cause concepts correctly
- Conduct disciplinary investigations and document behavior objectively
- Use a simple system to coach employees and overcome common supervisor barriers
- Build performance improvement plans with SMART goals
- Prepare for and run disciplinary meetings and terminations
WHO WILL BENEFIT?
- Managers and Supervisors who have responsibility for corrective Action
- Human Resources Professionals
- People who aspire to Leadership and Supervisory positions
57% of employees have seen abusive or intimidating behavior at work, and nearly everyone works with someone who isn't pulling their weight. Left alone, poor performance drags down the whole work environment.
This session helps managers and supervisors responsible for corrective action, HR professionals and aspiring leaders hold employees accountable for lasting change and improve their organizations with a clear, prepared approach.
- Starting off right by creating clear expectations
- How poor performance affects organizational performance and the work environment
- How progressive discipline policies can hurt you
- Why probationary periods may be a bad idea
- What employment at will is and when you can use it
- Key concepts of just cause
- Steps for conducting disciplinary investigations
- Holding employees accountable for sustained change
- A simple system for deciding how to coach employees
- Dealing with difficult people
- 11 barriers supervisors face in managing behavior
- Documenting Toxic Attitude Syndrome objectively
- Preparing for termination
- Preparing for and conducting a disciplinary meeting
- Performance improvement plans, with a sample form
- Setting SMART goals for employee performance
- Set clear performance expectations from day one
- Explain the risks of progressive discipline policies and probationary periods
- Apply employment at will and just cause concepts correctly
- Conduct disciplinary investigations and document behavior objectively
- Use a simple system to coach employees and overcome common supervisor barriers
- Build performance improvement plans with SMART goals
- Prepare for and run disciplinary meetings and terminations
- Managers and Supervisors who have responsibility for corrective Action
- Human Resources Professionals
- People who aspire to Leadership and Supervisory positions
