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Criticism and
Discipline Skills for Managers
and Supervisors
Learn proven ways to bring about
positive change in people without incurring
resentment, making enemies, or destroying
relationships
Is your organization carrying
dead weight? These days you can't afford to.
 Problem employees drag down morale, destroy productivity and distract
their supervisors from important projects.
Every organization needs group leaders who know how to handle performance problems. But many managers
especially those who are self-taught don't
know what to do when an employee stops producing.
This training is designed to offer managers a proven system for dealing with unproductive
employees a system that will either get an employee
on track or get him or her out of your hair.
Participants will learn the hidden causes of poor performance and how to
start fixing the problem. They'll learn how to gently prod a person to
improve and what to do if initial corrective actions don't
work. Finally, they'll learn how to document the whole process so that
your company is prepared if dismissal becomes necessary.
Who will benefit most:
 |
All managers
and supervisors |
|
Human resources
personnel |
|
Attorneys who
represent your company |
How we present this material:
An on-site setting provides the perfect forum for true learning to
take place. Instructor-led discussions, group exercises, and hands-on
practice will help drive home key performance management skills. Plus,
participants will get their questions answered on the spot, receive
"real-time" coaching, and benefit from the synergy of learning with
co-workers.
Key learning points:
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Why and how
performance problems develop |
|
How to set
realistic and clear performance standards |
|
How to approach
an employee about problem behavior in a way that minimizes hostility
and defensiveness |
|
How to
create an improvement
plan and get an employee to stick to it |
|
Ways to coach
your people to steady progress |
|
How to keep
records of employee performance and corrective actions |
|
How to discipline,
reassign or dismiss a person with fairness and clear documentation
if he or she doesn't improve |
As a result of this training:
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Teams
will work
more smoothly as people who used to be "weak links" are coached
to improved performance |
|
Employee turnover
will decrease because supervisors will know how to correct "fixable"
performance drop-offs |
|
Employees
will be better satisfied and easier to work with because they'll
know exactly what managers expect |
|
Morale
will go up
because your industrious workers will no longer see the "deadweights" getting away
with it and because former deadweights will now be
taking pride in their work |
|
Productivity
will increase because all of your people will be working hard to
achieve your company's goals |
Program Agenda
23
straightforward solutions to the performance problems you face
...
Understanding the problem
|
What a problem
employee "looks" like: 9 symptoms to watch for |
|
Emotional and
psychological roots of poor performance |
|
Should
you wait until
there is a clear pattern of problem behavior? Surprisingly, no
you'll learn why |
|
A checklist
to help you determine if you're unconsciously triggering the poor
performance |
|
Communication
breakdowns that lead to performance problems |
|
Pinpointing
the problems of problem employees |
Taking positive action
|
6 factors to
consider when choosing corrective measures |
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7 signs that
your problem employee needs more training |
|
Preparing yourself
to confront a problem employee |
|
How to explain
the problem to your employee without placing blame or causing defensiveness
|
|
How to set
realistic, clear performance standards (so you reward the behaviors
you want and discourage those you don't) |
|
Progressive
discipline: what to do when initial corrective actions don't work |
|
Developing
a performance improvement plan |
Specific steps for handling
employees who:
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Have a bad
attitude |
|
Are chronically
tardy |
|
Miss work
often |
|
Refuse to take
responsibility |
|
Challenge your
authority |
|
Get derailed
by personal problems |
Preparing for dismissals
|
Documenting
the disciplinary process: |
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When to
start |
|
What to
include |
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How to
be consistent with company policy and employee agreements |
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When and
how to use a witness |
|
Knowing
the right questions to ask |
|
When all
else fails: how to talk with employees who are not improving,
and help them feel better about moving on |
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How to avoid
grievances, and the best ways to handle them if they do arise
|
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Documenting
discipline thoroughly and appropriately |
 Back
to the "Corporate Seminar" Index
Contact
us and bring this Seminar to your organization
|
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