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.
This webinar is designed to give managers insight and tools for effectively dealing with performance issues. It is a challenging job but with the right preparation, we can hold employees accountable and improve our organizations. You will receive several handouts that will act as a toolkit to get you started with your own program.
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
WHO WILL BENEFIT?
- Managers and Supervisors who have responsibility for corrective Action
- Human Resources Professionals
- People who aspire to Leadership and Supervisory positions
- 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
- 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. His most recent corporate assignments include serving as VP Support Services, VP of Ancillary Services and Human Resources, and VP Human Resources. Focus areas include organization change and employee development, talent acquisition, risk management, compensation and benefits, labor and employee relations, performance improvement, and other operational issues. Academic pursuits include an undergraduate degree in Business Administration, graduate degree in Healthcare Administration (MHA), and doctoral work in Organization Development EdD …
Upcoming Webinars
SOPs - How to Write Them to Satisfy those Inspectors
2-Hour Virtual Seminar on The Complexity and Interplay Amon…
Excel Power Skills: Master Functions, Formulas, and Macros …
How to Give Corrective Feedback: The CARE Model - Eliminati…
Essential Job Functions According to the American with Disa…
Understanding the Artificial Intelligence Landscape
2-Hour Virtual Seminar on the 6 Most Common Problems in FDA…
Managing Difficult Employee Conversations
Unlock Employee Loyalty: Stay Interviews Will Keep Them Eng…
Engineering Change Management (ECM)
FDA Audit Best Practices - Do's and Don'ts
Batch Record Review and Product Release
Workplace Investigations 101: How to Conduct your Investiga…
Project Management for administrative professionals
How to Document Employee Discussions and Why it is Important
Excel - Lists and Tables - A Beginner's Guide to Managing L…
Better Business Writing - How to Write Right
6-Hour Virtual Seminar on Learning the Highlights of Excel …
Form 1099 Update 2024: Latest Forms, Rules and Reporting Re…
Ultimate Persuasion Strategies! - Secret Influence Tools & …
Female to Female Hostility @Workplace: All you Need to Know
Improving Employee Engagement & Retention Through Stay Inte…
CAMELS Evaluation and Rating System plus Examination of CCA…
Do's and Don'ts of Giving Effective Feedback for Performanc…
California Meal and Rest Breaks: What You Don't Know Can Co…
Onboarding is NOT Orientation - How to Improve the New Empl…
Human Factors Usability Studies Following ISO 62366 and FDA…
2-Hour Virtual Seminar on How to Conduct an Internal Harass…
Performance of Root Cause Analysis, CAPA, and Effectiveness…
Building GMP Excellence: A Guide to Implementing Compliant …
Blending Virtual & In-Person Onboarding to Welcome, Engage …
Documenting Misconduct that Will Stand Up in Court
A Modest PMBOK® Guide Proposal: Project Blame Management (S…
Marketing to Medicare or Medicaid Beneficiaries - What You …
AI-Powered Onboarding: How to Personalize, Streamline the N…
Effective Onboarding: How to Welcome, Engage, and Retain Ne…
FDA Compliance And Laboratory Computer System Validation
So, You’re Now the “Boss”: Essential Skills to Succeed as a…
Outlook - Master your Mailbox - Inbox Hero Inbox Zero
Managing Toxic & Other Employees Who Have Attitude Issues
Design Verification, Validation and Testing for Medical Dev…
Harassment, Bullying, Gossip, Confrontational and Disruptiv…
Tips and Techniques for Conducting an Effective Fraud Risk …
Performance Management: Dealing With The Difficult Employee