OVERVIEW
In these unprecedented times of
COVID-19, no one has the time, mental energy, endurance or disposable dollars
to handhold employees who have demonstrated long term problematic conduct and
poor performance at work.
Managers want to create an
environment in which employees are engaged and motivated to do their best job
every day. In today’s times of uncertainty enjoying your job becomes even more
important and can be an important source of support to a person. A manager
wants their people to be productive, happy and performing and not knowing how
to motivate low performing employees could be very damaging. After all
workplaces are places where we often spend more time with our coworkers than
our families!
However, it seems every manager who
takes over a group of people will invariably inherit at least one dysfunctional
and/or non-performing employee. Sometimes the conduct is purposeful and other
times not. These employees can torpedo not just group results but the manager’s
performance and reputation as well. A manager’s management style can even be
negatively impacted as the manager begins to mistrust, over react, and begins
treating all employees harshly. Thus,it’s important to know how to handle
employee performance issues.
All managers and especially those new
to supervising people, have to have a plan for these employees. Dysfunctional
employees can be hard to spot though. They don’t wear Ogre logo T-shirts. In
fact, often they will be the first to welcome you to your new job or
department. So, a manager needs an ability to recognize, foresee and handle
such employees. Because by the time an unaware manager realizes with whom they
are now dealing with, the problem has escalated and spread. As has happened
many a time a particularly dysfunctional employee can even cost a new manager
their own job.
Regardless, these employees make it
hard for the group to shine as they are akin to a large rock dragging everyone
downhill, every day and in every way. Some of these employees are also so
outstandingly disagreeable every day and in every way that they ruin the entire
team’s very enjoyment of their workday. Left unchecked a manager can even lose
the respect of the whole team based on their inability to contain the effects
of one dysfunctional employee.
WHY SHOULD YOU
ATTEND
Recognizing and handling
dysfunctional employees can be hard for even the most experienced manager and
is almost always time consuming to handle especially at first. That’s why so
many employees “get away” with their conduct, and many get away with it for
years. However, you can never have a fully functioning team and the respect of
your employees if you don’t step up and handle these people problems.
AREAS COVERED
• Developing a plan for taking over a
new group or department
• How to avoid being supervisory roadkill
• Recognizing the signs of trouble – before trouble starts
• The long term, entrenched employee – who finally has everything just the way
they like it. Now here you come, a new manager they need to “break-in.” What to
do
• The over compensated, under qualified, maybe even underperforming employee
who is ready to do vicious battle – with you. How to handle this potentially
lethal employee
• The employee who has been underperforming (and likes it that way)– for a long
time. How to discuss poor performance with an employee? Getting them to
actually work
• The professional victim – passive, aggressive, sneaky and even worse, willing
to wait you out. Questions to ask an underperforming employee and how to head
them off
• The person who is so disagreeable that no one has ever told them they are
lacking in their performance. How to have that hard conversation and formulate
an action plan for non performing employees
LEARNING
OBJECTIVES
Learn how to develop an action plan
for non performing employees to improve the performance of the entire team. The
webinar covers questions to ask an underperforming employee, how to motivate
low performing employees, how to discuss poor performance with an employee and
more to help managers and supervisor correct the root cause of the team
performance issues.
WHO WILL
BENEFIT
• Any new manager, supervisor,
struggling supervisor, or any transitioning manager or supervisor
• Human Resources or Employee Relations
• Small Business Owners
• Department heads and branch, location or plant managers
SPEAKER
Years of Experience: 20+
years
Areas of Expertise: Human
Resource Development, Performance Management, and Conflict Management
Teri Morning, MBA, MS, SHRM-SCP, is President of Hindsight Human
Resources, LLC. and specializes in solving company “people problems.”
Teri also sources software solutions
for compensation and performance management.
Twenty+ years human resource and
training experience in a variety of fields, including retail, distribution,
architectural, engineering, consulting, manufacturing (union), public sector
and both profit and non-profit companies.
Teri has enjoyed consulting with
employers on their problems and trained managers and employees for over 20
years, meeting and working with employees from all types of businesses.
In addition to a MBA, Teri has a
Master’s degree in Human Resource Development with a specialization in Conflict
Management.
Teri was certified by the State of
Indiana in mediation skills, Teri is certified in Project Management and IT
Management, qualified as a Myers-Briggs practitioner and holds the SHRM
certification of a Senior Certified Professional.
To
Register (or) for more details please click on this below link:
https://bit.ly/2XUUNPl
Email:
support@trainingdoyens.com
Toll
Free: +1-888-300-8494
Tel:
+1-720-996-1616
Fax:
+1-888-909-1882