Managing Employee Performance: Dealing with Difficult Employees

Free Webinar

  • 60 minutes

Despite good hiring and inspired leadership, all supervisors ultimately must deal with someone with Toxic Attitude Syndrome. Whether it’s poor attitude, attendance, or just inability 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.

This webinar by expert Wes Pruett will highlight the steps for conducting disciplinary investigations. It will discuss how to hold employees accountable for sustained change and detail a simple system for determining how to coach employees. It will also focus on Performance Improvement Plans (PIPs) and how progressive discipline policies can hurt you.

Can You Answer the Questions Below? 

  1. I have an employee who I know gossips, backstabs and stirs the pot but I can never catch him, can I terminate him? 

  2. I have an employee who has serious performance problems but they are a member of a protected class. They will probably claim discrimination if I terminate them, what do I do?

If you answered "I'm not sure" or "I don't know" to even one question, then you need to attend this webinar to keep yourself and your organization out of trouble. Don't just assume that you're doing it right or that you know enough to get by. Get a true understanding of the law and be confident that your organization and its policies are fair, compliant and consistent.

Key Topics in the Webinar:

  • 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 just cause 

  • Steps for conducting disciplinary investigations 

  • How to hold employees accountable for sustained change

  • 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  

  • Setting SMART goals for employee performance 

  • How to use last chance warnings

Hand-Outs

  • Copy of the presentation 

  • A termination checklist 

  • A sample Performance Improvement Plan (PIP) form 

  • A sample investigation questionnaire form

Who Should Attend:

  • Human Resource Managers 

  • Human Resource Executives 

  • Human Resources Professionals and Consultants 

  • Vice Presidents of Administration 

  • CEOs 

  • COOs 

  • Chief People Officers 

  • Organizational Development Managers 

  • Senior Operations Managers 

  • Directors of Learning and Development 

  • Risk Management Specialists Attorneys and Legal Staff Supervisors responsible for corrective action 

  • Employees who aspire to leadership positions


Wes Pruett

Wes Pruett

Wes Pruett is owner of HR Advisors LLC, a consulting practice that provides service to clients who seek to align their business and employees creating successful outcomes and excellent work environments. After 20 years in senior leadership within the Mayo Health System, he founded HR Advisors LLC.

Mr. Pruett provides solutions to companies for a wide variety of HR issues including compensation, compliance, policy development, performance management, and employee relations. Mr. Pruett regularly facilitates employee training related to communication, leadership, DiSC®, Five Behaviors of a Cohesive Team®, coaching and strategic planning. He is a certified business coach credentialed by the International Coach Federation.

Wes earned a Masters in Healthcare Administration at the University of Minnesota, Carlson School of Management and an M.S. in Psychology.

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