Don't let bad attitudes and performance problems destroy teams and office morale - prepare yourself to handle challenging and difficult employees.
Have you ever had one of those employees with a poor attitude that infects the rest of the team's performance? You know how frustrating it can be on you as well as the rest of the team. Supervisors need to learn and understand general performance management strategies. The strategies can then be translated into the departmental, group, and individual employee goals that tie into the overall organization's objectives. By learning different performance management techniques, such as linking individual goals to strategic goals, you can reduce workplace conflict and increase managerial consistency. You can also improve the overall management of those employees with poor attitudes and develop plans for handling employees who fail to meet performance requirements. By taking proactive steps to prevent problems from developing and implementing a clear, strategic plan after they do develop, you will have a better chance of getting problematic employees back on track. For those employees who will not improve their attitudes or continue to fail to meet required productivity standards, the documentation generated through proper performance management will ensure your company is protected if termination becomes the necessary step.
Learning Objectives
- You will be able to identify employee attitude problems and the steps to get to the root of the issue.
- You will be able to identify a negative employee and recognize how to have tough conversations.
- You will be able to recognize the manager's role in promoting positive attitudes, and the importance of establishing healthy relationships between supervisor and employees.
- You will be able to identify tips for successful counseling, confrontation, conflict, and documentation.
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Agenda
Best Practices When a Manager Approaches Poor Attitude and Performance Employees
- Using Effective Communication to Assist Employees
- The Importance of Good Listening Skills and How to Make Sure You Are Hearing the Employees
- The Manager's Role in Promoting Positive Attitudes
How to Boost Employee Performance by Improving Attitudes
- Why It Is Important to Separate Personality From Performance?
- How to Avoid the Snowball Effect With the Team
- Coaching vs. Counseling and the Appropriate Time to Use Each
- Successful Counseling Techniques for Employees With Poor Attitudes
- Encouraging Positive Behaviors Which Will Lead to More Positive Attitudes
Management and Leadership Skills to Help You Manage The Employees With Poor Attitudes
- The Best Ways to Manage Conflict Between and Among Employees
- How to Keep Emotions in Check During Conflict and Confrontational Situations
- Assertive Communication Techniques to Use to Overcome Negative Situations
- How Constructive Criticism Encourages the Employee to Change
- Ideas for Creating a Positive and Supportive Work Environment
- Techniques to Help Employees Motivate Themselves
- Best Practices and Case Studies
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Credits
OnDemand Course
This course was last reviewed on November 15, 2023.
Call 1-866-352-9540 for further credit information.
HR Certification Institute 1.0
- This E-Learning program has been pre-approved for 1.0 (General) recertification credit hours toward aPHR®, aPHRi(TM), PHR®, PHRca®, SPHR®, GPHR®, PHRi(TM), and SPHRi(TM) recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
SHRM 1.0
- Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.0 PDC(s) for the SHRM-CP or SHRM-SCP.
CPE/NASBA - QAS Self Study 1.6 including Personnel/HR 1.6
- Noggin Guru, Inc. dba Lorman Education Services and BankersHub is registered with the National Association of State Boards of Accountancy (NASBA) as a QAS Self Study sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its web site: www.nasbaregistry.org. For more information regarding administrative policies such as complaint and refund, please contact our offices at 866-352-9539. CPE Credit: Maximum Credit Hours: 1.6 each session (based on a 50 minute credit hour). You must attend at least 50 minutes to obtain credit. Field of Study: Personnel/HR for 1.6 hours. Prerequisite: . Level of Knowledge: Intermediate. Teaching Method: Seminar/Lecture. Advance Preparation: None. Delivery Method: QAS Self Study. Please refer to the information in this advertisement for outline, course content and objectives. Upon completion of this course, you will receive a certificate of attendance. Final approval of a course for CPE credit belongs with each state's regulatory board.
To earn each credit Lorman offers through the OnDemand learning platform, you need to watch 100% of the program. Also, for certain credits you will need to fulfill additional requirements which will be displayed on the "credits" tab when viewing the course.
- Those applying for AIA and HRCI must view 100% of the program and answer the questions following the program.
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Faculty
Jackie A. Sexson
- Compliance and HR leader
- Former executive director with the legal and human resources consulting firm, The Sexson Group
- Extensive experience in employment and labor law, as well as human resources
- Experience as an attorney with HR background in employee relations, performance manage-ment (360-degree feedback), organizational management, benefits administration, recruitment and selection, compensation, equal employment opportunity, and training and development
- Experience with the public sector, Fortune 500 companies and small startup companies
- Held director and executive level positions, and worked as an independent consultant
- Certified as a senior professional in human resources by the Society for Human Resources Management
- J.D. and M.B.A. Degrees
- Can be contacted at 334-274-3007 or [email protected]
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More Program Information
Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
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