2022 - Managing Toxic & Other Employees Who have Attitude Issues

OVERVIEW
Managing employee performance is a critical role for all leaders, of any group, even volunteers and family members. Expected outcomes depend on the leader’s ability to set clear performance expectations (outcomes) and in some situations help by defining methods or processes that are to be used.
Periodically an employee may become disconnected from the outcome (goals), or processes and this situation must be quickly assessed, and action is taken.
To wait, defer, or “hope” it will get better is not an option as both the organization's performance and impact on co-workers start to take hold and can have a compounding negative impact. Addressing both technical ability and behavioral issues must be done expediently and with proper alignment to policy along with regulatory boundaries for such action.
The risk is real for doing it wrong, lawsuits and negative public relations, are two of the areas of concern. Having a leadership team that is well-advised and consistently applies best practices and approaches to performance management is critical to long-term success.
Quotes:
"Terminations expose the employer to a significant risk of wrongful discharge; good preparation is your best defense."
"Most employers are either too eager to fire or too slow to terminate Our goal is to get it right."
"Terminations may be a business decision but it never seems that way to the employee being terminated.
WHY SHOULD YOU ATTEND?
In spite of good hiring and inspired leadership, all supervisors ultimately must deal with someone with Toxic Attitude Syndrome. Whether it's a crummy attitude, attendance, or just being unable to do good work; employee performance issues often consume large amounts of time, energy, and emotion.
In fact, 57% of employees have witnessed abusive or intimidating behavior, and probably 100% work with someone who isn't pulling their weight.
AREA COVERED
How to start off on the right foot by creating clear expectations
How poor performance affects organizational performance and work environments
How progressive discipline policies can hurt you
Why probationary periods may be a bad idea
What is employment-AT-will and when can you use it?
The key concepts in a just cause
Steps for conducting disciplinary investigations
How to hold employees accountable for sustained change
A simple system for determining how to coach employees
Dealing with difficult people
11 barriers supervisors face in managing behavior
Methods for objectively documenting Toxic Attitude Syndrome
How to prepare for termination
How to prepare for and conduct a disciplinary meeting
Performance Improvement Plans - receive a sample form
Setting SMART goals for employee performance
How to use last chance warnings
WHO WILL BENEFIT?
Managers and supervisors who have responsibility for corrective action
Human resources professionals
People who aspire to leadership and supervisory positions
SPEAKER PROFILE
Bob Verchota, SPHR, is the President and owner of RPVerchota & Associates, a human resources and management practices consulting firm. He has over 30 years of human resources and operational leadership experience.
For more detail, please click on this below link:
https://bit.ly/3LPsJ5m
Email: info-AT-247compliance.us
Tel: +1-661-336-9555
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