Online Webinar 2019 - 3 Hrs Live Webinar on Problem Employees

Overview
Even the best of workplaces have everyday annoyances and aggravations. However, there is a difference between everyday aggravations and employees whose conduct is so extreme that they interfere with others abilities to accomplish their work and a company to realize its objectives. The key is to separate inevitable everyday aggravations from those whose lack of performance causes serious dysfunction and to step in to rectify that dysfunction.
It is sad too because workplaces are places where we often spend more time with our coworkers than our families. Today, we look to the workplace to supply many of the same relationships and support system roles that the community and families played in the past. Nevertheless, some coworkers are so outstandingly problematic that they not only will not do their jobs, they spoil their coworkers very enjoyment of work to the point coworkers simply cannot bring their best self to work every day.
Those situations become very complicated when a Supervisor starts out trying to address what they consider a performance issue and during its resolution, the employee raises an employee relations complaint. Employers often assume that the raised issue(s) are an “excuse” for poor performance. While that is not unheard of, it is quite common for an underlying employee relations issue to cause performance problems.
Further compounding the problem is that most managers do not start managing until there is a problem, and even employees with performance problems have many employment rights, including rights against retaliation in regards to making complaints. Supervisors are often frustrated when low performing employees who have made complaints are suspicious for any management efforts that they consider retaliatory saying, “All I want them to do is work.”
Wherever there are employees, there will be employee relations issues and performance issues. Knowing how to address such problems is one of the most critical skills every manager, supervisor and certainly, every HR professional needs in today’s workplace. A professional handling of performance issues, and investigation of any employee concerns, helps an employer defend against legal liability and can send a message to employees that they work for an ethical company
Session Highlights
• The “Managers Toolbox” and how and when to use each tool.
• What to do when employees refuse to take accountability.
• Managing manipulators, liars, bullies, professional victims and saboteurs.
• How and when HR should step into a Supervisors performance management process
• Managing employee performance during an ongoing investigation.
• Employees with performance problems who claim it is really an employee relations issue.
• How to avoid claims of retaliation from low performing employees.
• Mitigating the effects of the trauma of long-term problems that negatively affect workplace relationships.
o Handing employee workplace complaints of employees who allege personal problems are to blame.
o Handling performance issues that caused by personal problems.
o Managing employees with personal problems entangled with workplace complaints.
o How to help workgroups and teams negatively affected by one person’s situation.
o Managing workplace conflicts caused by personal problems.
• How to help employees with medical issues without overly inquiring.
o What the ADA might require of an employer.
o What happens when you learn medical information. How much is too much? What to do to limit oversharing.
o Handling accommodations of those who have performance problems.
• How FMLA can be used to help employees with personal problems.
• Ten ways to use your EAP strategically to help employees.
• The 10 most important things for you to do to avoid hiring seriously troublesome employees.
Why You Should Attend:
There are a number of approaches and use of performance tools available to employers to help their employees improve or alternatively, exit the organization in a manner that minimizes compliance risk. This training session teaches effective ways to help employees improve and move either up, or out of the organization. This webinar also covers working with those who know their behavior is harmful or dreadful but just do not care.
Who Will Benefit:
Managers
Branch Managers
Store Managers
HR Generalists
HR Managers
Management
Business Owners
Speaker:
Teri is the founder and President of Hindsight Human Resources
Teri Morning, MBA, MS, specializes in solving company "people problems." She provides HR department expertise to small and mid sized companies.
Teri also sources HR software solutions for incident tracking, employee relations, safety (Incident Tracker), compensation (Compease) and performance management (Performance Pro).
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.