When employee performance is off-track, as a leader it’s your job to get it back on-track. It’s one of the toughest responsibilities you shoulder, yet one of the most important.

That’s why we’ve created this all-new workshop … to give you the techniques, tools and proven strategies you need to get the results you require.

• Know when you are crossing the line between positive, motivating feedback and damaging, negative criticism
• Find out how great managers get to the root of employee behavior problems
• Know when employee behavior has crossed the line where discipline is no longer and option but an absolute “must”
• Understand how to maintain your authority as a leader while still delivering feedback with tact
• Learn why your body language and voice tone say volumes more than the words that are come out of your mouth
• Master the fine art of finesse in winning employees over, even when they probably don’t want to hear what you have to say

Do these situations sound all too familiar?

• You have an employee who does a fine job with her work, but she just can’t seem to get along with other people.
• Every time you talk to an employee about doing something differently, he immediately gets defensive and won’t listen.
• You supervise people who are so negative that you go home every day feeling drained.
• Productivity isn’t where it needs to be because employees aren’t taking initiative, and you don’t know what to say to jump-start initiative.
• A few individuals are so resistant to change that you have trouble initiating needed changes.
• When you’ve confronted employees about poor performance in the past, the behavior got even worse.
• No matter how tactfully you address a performance issue, some employees overreact to what you’re saying.
• You have employees who refuse to change behavior, even though you’ve addressed the issues several times already.

If you’re experiencing any of these problems and frustrations, this results-focused day of training gives you the real-world solutions you need.

• The most formidable challenges in management
• Top reasons people don’t do what they’re supposed to do
• “Won’t do” vs. “Can’t do”: Know the difference
• Assessing the procedure: Is it the problem or the solution?
• Matching leadership styles with the situation: Why different employees require different approaches

Communication Essentials for Leaders

• Using reflective listening to hear the real story
• How to address poor performance and still leave the employee’s
  esteem intact
• Opening the door for honest communication
• Discussing a problem without pointing fingers and placing blame
• National Seminars Group’s exclusive 4-point system for handling the nonperforming employee

Performance Reviews and Team Success

• Document, document, document! Make sure you have all the facts before you get started
• Managerial don’ts that could lead to hot water
• 8 steps to positive prevention
• The two most important questions to ask that cover all the bases
• Self-rating plans: Do they work?
• Getting a conversation going during the performance review
• Drawing conclusions and future plans for commitment
  

How to Approach Specific Unwanted Employee Behaviors with Authority and Tact

• What to do when your employee requires constant attention
• Effective ways to get more commitment from employees just “doing time”
• Charge up apathetic workers
• Dealing with the work effects of an employee’s personal problems
• Eliminating unwanted reactions to stress
• Stop a negativity attitude from infecting the workplace
• Easy techniques to deal with the know-it-alls, whiners and hostiles

Disciplining Compassionately

• Putting the documentation together
• Warnings: When and how
• The Documentation Checklist: Make certain your ducks are in a row
• Specific signals that let you know your discipline is on target
• Putting your organization’s policies and procedures into action
• Interpreting your company’s employee handbook
• Establish a misconduct policy that is fair and covers all the angles
• How to skillfully confront the serious performance problem

Tackling Problems for the Last Time: Terminations and Resignations

• The final warning: How to be firm and specific
• When to skip the discipline process and go right to termination
• Dismissing people from their jobs with dignity
• The necessary steps in the separation process
• What to say to the rest of your staff when one employee is dismissed
• Making sure this behavior never occurs in your workplace again
  

“The presenter made the information interesting, entertaining and relevant to work. Thank you.”
D. Companaro
Managing Editor

“The best, most interesting and down-to-earth training I’ve ever been attended.”
K. Kelley
Managing Director

“This training exceeded my every expectation. It was awesome!”
L. Rader
Administrator

“I wish that every supervisor in my organization would have attended today. FANTASTIC!”
D. Mitchell
Vice President, Human Resources

“FABULOUS! Great techniques for dealing with some of my toughest employee challenges.”
R. Spiegel
Vice President of Operations